Org Development Manager

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

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