The OD Manager drives enterprise-wide initiatives that strengthen organizational capability, structure, leadership effectiveness, and ways of working. The role partners closely with business leaders and People & Culture teams to improve organizational performance through organization design, change management, workforce effectiveness, and capability-building interventions.
This position plays a key role in enabling business transformation by translating organizational insights into scalable, practical, and sustainable people solutions.
Key Responsibilities:
Organizational Effectiveness & Diagnostics
• Lead organizational assessments and diagnostics including org health reviews, workforce capability analysis, engagement insights, and performance trend evaluations
• Translate findings into actionable recommendations and measurable improvement plans
• Identify organizational gaps, inefficiencies, and opportunities to improve effectiveness and employee experience
Organization Design & Workforce Planning
• Design and implement organization structure improvements, operating models, governance frameworks, and role clarity initiatives
• Support workforce planning initiatives including job architecture, spans and layers analysis, and capability alignment
• Partner with business leaders to optimize team structures and decision-making processes
Change Management & Transformation
• Drive change management initiatives for transformation and business improvement programs
• Develop change and adoption strategies including stakeholder engagement, communication planning, and readiness activities
• Monitor adoption progress and support leaders through organizational transitions
Leadership & Team Effectiveness
• Develop and facilitate leadership and team effectiveness programs focused on collaboration, accountability, decision-making, and ways of working
• Lead workshops, strategic alignment sessions, and problem-solving discussions with cross-functional teams and senior stakeholders
• Coach leaders on organizational effectiveness and change leadership practices
Talent & Performance Enablement
• Collaborate with HR Business Partners and Centers of Excellence to strengthen performance and capability-building initiatives
• Support succession planning, leadership pipeline development, and organizational capability programs
• Contribute to the enhancement of talent management and performance frameworks
OD Governance & Continuous Improvement
• Develop OD frameworks, methodologies, playbooks, and toolkits to standardize and scale organizational interventions
• Establish governance routines and tracking mechanisms to monitor initiative effectiveness and business impact
• Track key effectiveness metrics including adoption, productivity, engagement, and organizational health indicators
Key Deliverables:
• Organization design recommendations and implementation roadmaps
• Change management and stakeholder adoption plans
• Organizational health and capability assessment reports
• Leadership and team workshop outputs with action plans
• OD frameworks, playbooks, and governance tools
• Performance and effectiveness dashboards with measurable outcomes
Qualifications:
Must-Have
• Bachelor's degree in Psychology, Human Resources, Behavioral Science, Organizational Development, or related field
• At least 3–5 years of relevant experience in Organizational Development, Organization Design, HR Transformation, or Change Management
• Minimum 2 years of experience in a leadership or managerial capacity
• Proven experience managing OD initiatives end-to-end, from diagnosis to implementation and measurement
• Strong facilitation and stakeholder management skills, including experience engaging senior leaders and cross-functional teams
• Strong analytical, problem-solving, and project management capabilities
• Excellent communication and influencing skills with the ability to drive alignment across stakeholders
• Certification or formal training in Organizational Development or Change Management
Nice-to-Have:
• Post-graduate studies or certifications in Change Management, Agile, Project Management, or related disciplines
• Experience in fast-paced, matrixed, or transformation-driven environments
• Exposure to HR technologies and collaboration tools such as SuccessFactors, Tableau, JIRA, Confluence, or employee survey platforms
Core Competencies:
• Organizational design and workforce effectiveness
• Change management and transformation leadership
• Facilitation and stakeholder engagement
• Systems thinking and continuous improvement
• Data-driven decision making and insight generation
• Leadership coaching and collaboration
• Strategic execution and project governance
Originally posted on Himalayas