Job Openings OD Director

About the job OD Director

Organizational Development (OD) & Talent Acquisition (TA) Manager – Industrial Sector

Job Title: Organizational Development & Talent Acquisition Manager
Department: Human Resources
Reports To: HR Director / Chief Human Resources Officer
Location: [Location]
Industry: Manufacturing / Industrial

Job Summary

The Organizational Development (OD) & Talent Acquisition (TA) Manager is responsible for designing and implementing organizational development initiatives while leading the company's talent acquisition strategy. This role supports business growth by enhancing organizational effectiveness, developing talent, driving performance management, succession planning, employee engagement, and ensuring the attraction and hiring of qualified professionals across manufacturing, engineering, operations, and corporate functions.

The ideal candidate has extensive HR experience within manufacturing or industrial environments and possesses strong expertise in organizational design, change management, workforce planning, and end-to-end recruitment.

Key Responsibilities

Organizational Development

  • Develop and execute the organization's OD strategy aligned with business objectives.
  • Lead organizational design initiatives, including restructuring, workforce optimization, and role clarification.
  • Design and improve performance management systems, including goal setting, performance reviews, and performance improvement processes.
  • Develop competency frameworks and career progression models for technical and leadership roles.
  • Manage succession planning and identify high-potential employees.
  • Conduct organizational assessments and recommend improvements to increase productivity and efficiency.
  • Lead employee engagement surveys, analyze results, and implement action plans.
  • Support change management initiatives related to business transformation, operational excellence, and digitalization.
  • Develop policies and procedures that enhance organizational effectiveness.
  • Partner with department heads to identify capability gaps and recommend development solutions.
  • Monitor and report HR metrics related to organizational effectiveness.

Talent Acquisition

  • Develop and execute recruitment strategies to attract skilled industrial, engineering, operations, maintenance, technical, and corporate talent.
  • Lead the full recruitment lifecycle from workforce planning through onboarding.
  • Build strong talent pipelines for critical operational and leadership positions.
  • Partner with hiring managers to define recruitment requirements and hiring timelines.
  • Manage employer branding initiatives to strengthen the organization's market presence.
  • Develop relationships with universities, technical institutes, recruitment agencies, and professional associations.
  • Improve recruitment processes and candidate experience.
  • Ensure compliance with recruitment policies and employment regulations.
  • Analyze recruitment metrics including:
    • Time-to-fill
    • Cost-per-hire
    • Quality-of-hire
    • Offer acceptance rate
    • Recruitment source effectiveness
  • Lead onboarding initiatives to improve new hire integration and retention.

Strategic HR Responsibilities

  • Support annual workforce planning and manpower budgeting.
  • Collaborate with Learning & Development to address competency gaps.
  • Advise leaders on organizational structure and workforce capability.
  • Participate in HR digital transformation initiatives.
  • Develop HR dashboards and present reports to senior leadership.
  • Ensure HR practices comply with labor laws and company policies.
  • Contribute to strategic HR projects and continuous improvement initiatives.

Required Qualifications

  • Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, or a related field.
  • Master's degree or MBA is preferred.
  • Professional certifications such as SHRM-CP/SHRM-SCP, PHR/SPHR, CIPD, or equivalent are an advantage.

Experience

  • 8–12 years of progressive HR experience.
  • Minimum 4–5 years in Organizational Development.
  • Minimum 3–5 years leading Talent Acquisition.
  • Previous experience in manufacturing, industrial, engineering, FMCG, automotive, construction materials, heavy industry, or production environments.
  • Experience recruiting both blue-collar and white-collar employees.
  • Experience supporting multi-site operations is preferred.

Technical Knowledge

  • Organizational Development methodologies.
  • Organizational design and workforce planning.
  • Competency framework development.
  • Performance management systems.
  • Succession planning.
  • Change management.
  • Employee engagement.
  • Talent acquisition strategies.
  • Recruitment technologies and Applicant Tracking Systems (ATS).
  • HRIS platforms.
  • Labor law and employment regulations.
  • HR analytics and dashboard reporting.
  • Budget planning and manpower forecasting.

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