The Organizational Development (OD) Manager plays a critical role in shaping the organization's effectiveness, culture, and talent development strategies. This role leads the design, implementation, and governance of OD frameworks and programs that support enterprise-wide transformation, talent retention, and leadership development. The ideal candidate is a strategic, analytical, and collaborative professional with strong expertise in organizational design, change management, and performance systems.

Key Responsibilities

1. Enterprise Organization Design

Lead organization design initiatives aligned with business strategy and operating models
Collaborate with leadership to recommend optimal structures and capability mapping

2. Enterprise Pulsing, Diagnosis & Interventions

Drive enterprise-wide diagnostics through employee engagement surveys and pulse checks
Analyze trends and lead interventions to address culture, engagement, or performance gaps

3. Enterprise Change Management

Develop and implement change management strategies for major enterprise initiatives
Guide change agents and support stakeholder alignment across all levels

4. Retention Planning Governance

Lead the design and implementation of retention programs and risk assessments
Work with HR Business Partners and leaders to address high-risk turnover areas

5. Enterprise Succession Planning

Manage succession planning framework and tools across key leadership and critical roles
Facilitate talent calibration and development planning sessions

6. Enterprise Key Talent Reviews

Conduct talent reviews and assessments on promotions, internal mobility, and development plans
Maintain updated key talent pipelines and support leadership decisions with insights

7. Performance Management Program Design

Lead design and implementation of performance management strategies, tools, and timelines
Ensure alignment with enterprise goals, KPIs, and continuous feedback principles

8. Competency Framework Development & Governance

Oversee creation, validation, and integration of enterprise competency models
Partner with HR and business units to embed competencies in performance, recruitment, and development

9. Career Pathing Framework & Governance

Develop clear, structured career paths across job families and levels
Align career progression with development planning, promotion criteria, and learning programs

10. Culture Building

Champion the organizations values, mission, and desired culture
Lead or co-lead enterprise culture programs, campaigns, and initiatives

Qualifications

Bachelor's Degree in Psychology, Human Resource Management, Organization Development, or related field; Masters degree is a plus
At least 710 years of progressive HR or OD experience, with at least 3 years in a managerial capacity
Strong background in organizational design, talent development, and change management
Excellent facilitation, communication, and stakeholder engagement skills
Analytical mindset with experience in data-driven decision-making
Proficient in MS Office, HRIS platforms, and organizational assessment tools

Organizational Development Manager