Key Responsibilities

• Organizational Development (OD)

• Organization Design: Design and optimize organizational structures to improve efficiency and support business growth.

• Change Management: Lead and facilitate organizational change initiatives, ensuring smooth transitions and employee buy-in.

• Culture & Engagement: Define and embed core values and corporate culture; drive employee engagement programs to improve retention.

• Talent & Succession Management

• Talent Identification: Identify High-Potential (HiPo) employees and create specialized development tracks.

• Succession Planning: Build a pipeline of future leaders for critical roles to ensure business continuity.

• Career Pathing: Establish clear career frameworks and promotion criteria across all departments.

• Learning & Development (L&D)

• Training Needs Analysis (TNA): Identify skill gaps and future competency requirements.

• Program Design: Develop and oversee training roadmaps, including leadership workshops, coaching, and mentoring.

• Evaluation: Measure training ROI and the impact of learning initiatives on job performance.

• Performance Management System (PMS)

• Framework Design: Implement and manage KPIs or OKRs to align individual targets with company objectives.

• Performance Reviews: Manage the appraisal cycle and provide tools for effective feedback and coaching.

• Strategic HR Partnership

• Consultancy: Serve as a strategic advisor to senior management on workforce planning and organizational health.

• Data Analytics: Use HR metrics to provide insights and drive data-based decision-making.

Qualifications

Education:

Bachelor's or Master's degree in Human Resources, OD, Organizational Psychology, or MBA.

• Experience: 5-10 years of experience in HR/OD, with at least 3 years in a managerial capacity.

• Skills: Strong systems thinking, project management, and influential communication.