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
