Job Number:

·Assess the organization's current state and identify areas for improvement in structure, systems, processes, and culture.

• Develop and implement comprehensive organization development strategies and interventions to drive positive change.
• Collaborate with cross-functional teams to analyze data, diagnose problems, and recommend solutions to improve organizational performance.
• Lead the change management process by creating and executing plans to address resistance, communicate changes effectively, and support employees through transitions.
• Implement tools and technologies to enhance organizational productivity, collaboration, and knowledge sharing.
• Measure and evaluate the impact of organization development initiatives, and make data-driven recommendations for continuous improvement.
• Serve as an internal consultant and strategic partner to senior leaders, guiding organizational effectiveness and human capital strategies.
• Manage and develop a team of organization development professionals and subject matter experts.
• Develop and maintain the organization's talent management strategy, aligned with the overall business goals and objectives.
• Design and implement effective performance management systems, including goal setting, performance reviews, and feedback mechanisms.
• Develop and manage employee development programs, such as training, coaching, mentoring, and career planning, to enhance the skills and competencies of the workforce.
• Implement succession planning and talent review processes to identify, develop, and retain high-potential employees for key leadership and critical roles.
• Collaborate with HR, business partners, and other stakeholders to ensure the integration of talent management initiatives across the organization.
• Analyze talent data and metrics to identify trends, understand the organization's talent landscape, and make data-driven decisions.

Provide strategic guidance and advice to senior leaders on talent-related issues, such as workforce planning, talent gaps, and organizational capability development.

Minimum

- Years of experience:

10 -12

- Academic Qualifications:

Qualification:Bachelor’s Degree or higher from an accredited university

- Professional Certificates:

HR Diploma or Relevant degrees in the concerned fields

- Language proficiency:

Proficient command of English.

- Computer skills:

MS Office & ERP