The Organizational Development (OD) Manager – HR Analytics is responsible for driving organizational effectiveness, workforce planning, talent insights, and people-related decision-making through data analytics. The role combines Organizational Development expertise with advanced HR analytics to support business growth, productivity, talent management, succession planning, and workforce transformation within a fast-paced FMCG environment.
The incumbent partners closely with HR Business Partners, Functional Heads, Manufacturing Leaders, Sales Leadership, and Executive Management to translate workforce data into actionable business insights and strategic interventions.
Key Responsibilitie
s1. HR Analytics & Workforce Insights (40%
- )Develop and manage the organization's HR analytics framework and dashboard
- .Analyze workforce trends including
- :Headcount movemen
- tAttrition and retentio
- nProductivity metric
- sTalent acquisition effectivenes
- sInternal mobilit
- yAbsenteeis
- mDiversity metric
- sLearning effectivenes
- sGenerate predictive analytics to identify talent risks, retention challenges, and workforce gaps
- .Establish key HR KPIs and people metrics aligned with business objectives
- .Present workforce insights and recommendations to senior leadership
- .Develop executive-level HR scorecards and workforce reports
- .Leverage HRIS, BI tools, and data visualization platforms to improve reporting capabilities
- .Conduct scenario planning and workforce forecasting
.2. Organizational Development & Effectiveness (25%
- )Lead organizational diagnostics and effectiveness assessments
- .Evaluate organizational structures and recommend improvements
- .Facilitate organization redesign initiatives aligned with business strategy
- .Conduct job evaluation and role architecture reviews
- .Develop competency frameworks across corporate, commercial, manufacturing, and supply chain functions
- .Identify organizational capability gaps and recommend interventions
- .Drive culture and employee engagement initiatives based on data insights
.3. Talent Management & Succession Planning (15%
- )Support enterprise-wide talent review processes
- .Develop succession planning frameworks for critical roles
- .Monitor talent pipeline health and leadership readiness
- .Conduct talent segmentation and high-potential employee analysis
- .Recommend retention strategies for critical talent populations
- .Measure effectiveness of talent management programs
.4. Performance Management & Productivity Analytics (10%
- )Analyze performance distribution and effectiveness of performance management systems
- .Identify performance trends across business units
- .Measure workforce productivity and labor efficiency
- .Recommend performance improvement initiatives
- .Develop KPI frameworks linked to organizational goals
.5. Change Management & Transformation (5%
- )Support organizational transformation projects
- .Conduct change impact assessments
- .Develop metrics to evaluate change adoption and effectiveness
- .Partner with business leaders to ensure successful implementation of OD initiatives
.6. Governance & Continuous Improvement (5%
- )Ensure integrity and accuracy of workforce data
- .Establish HR data governance standards
- .Improve HR reporting processes and automation
- .Benchmark HR metrics against FMCG industry standards and best practices
.Critical Deliverable
- sExecutive HR Dashboar
- dWorkforce Planning Model
- sAttrition and Retention Analytic
- sSuccession Bench Strength Report
- sTalent Review Insight
- sOrganizational Health Assessment
- sEmployee Engagement Analytic
- sProductivity and Labor Efficiency Report
- sHeadcount Forecasting Model
- sHR KPI Scorecard
s
Educati
- onBachelor's Degree in Human Resources, Psychology, Business Management, Statistics, Industrial Engineering, Economics, or related fie
ld
Experie
- nce8–12 years of progressive HR experie
- nceMinimum 3–5 years in Organizational Development, Workforce Planning, or HR Analyt
- icsExperience in FMCG, Consumer Goods, Manufacturing, Food & Beverage, or Retail organizati
- onsStrong exposure to large-scale workforce environments (Sales, Manufacturing, Supply Chain, Corporate Functio
ns)
Technical Exper
- tiseHR Analytics and Workforce Plan
- ningOrganizational De
- signTalent Manage
- mentSuccession Plan
- ningHRIS Platforms (SAP SuccessFactors, Workday, Oracle HCM, e
- tc.)Data Visualization Tools (Power BI, Tabl
- eau)Advanced Excel and Statistical Anal
- ysisPredictive Analytics and Workforce Mode
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