Organizational Development Manager

Position Overview

We are seeking a dynamic and strategic Organizational Development Manager to join our team as an internal consultant and Human Resources program leader. This pivotal role will be responsible for designing, implementing, and managing comprehensive Human Resources and organizational development initiatives to drive business unit success and align with our company’s strategic objectives. The ideal candidate will possess a proven track record in Human Resources leadership, organizational design, and performance management, with a strong ability to translate business needs into actionable HR solutions.

Key Responsibilities

The Organizational Development Manager will play a critical role in shaping the future of our organization by executing the following responsibilities:

• Strategic Leadership:
  • Develop and oversee the implementation of organizational development plans, ensuring alignment with company policies and strategic goals.
  • Create and execute the Organizational Development department’s work plan, assigning tasks and responsibilities to team members to maximize efficiency and productivity.
  • Propose and implement innovative programs to enhance the effectiveness and impact of the Organizational Development function.
  • Monitor subordinate performance against pre-set goals, providing guidance and recommendations to the Human Resources Manager as needed.
• Executive & Technical Functions:
  • Collaborate with business units to assess, design, and optimize organizational structures in response to evolving market conditions and business demands.
  • Oversee the continuous improvement of the performance management system, ensuring fair and accurate evaluations and recommending adjustments to enhance effectiveness.
  • Lead the communication and implementation of HR policies and procedures across the organization, addressing employee inquiries through direct reports.
  • Drive the execution of HR and organizational development programs, including training initiatives, and ensure alignment with business objectives.
  • Conduct in-depth research on performance management trends and recommend system enhancements to foster a high-performance culture.
  • Analyze employee-related challenges, including retention, career progression, and succession planning, and develop policies and systems to strengthen HR practices in these areas.
  • Identify training and staff development needs through comprehensive assessments to elevate employee performance and engagement.
  • Monitor and analyze key HR performance indicators, such as turnover rates, training expenditures, and promotion timelines, to recommend data-driven improvements.
  • Conduct market analysis for compensation and benefits to ensure competitive and equitable remuneration structures.
  • Manage company-wide grading and salary scales, identifying opportunities for refinement and optimization.
  • Oversee the development and maintenance of company-wide policies and procedures, including the HR manual, sales incentive policies, and bonus and merit increase frameworks.
  • Introduce initiatives aimed at reducing turnover and enhancing employee satisfaction to drive overall business unit performance.
• Administrative & Operational Duties:
  • Convene regular meetings with team members to ensure smooth operations, monitor progress, and stay informed of industry best practices.
  • Prepare and submit periodic reports detailing Organizational Development department activities, achievements, and recommendations to senior management.
  • Assess HR requirements for the Organizational Development department in alignment with workforce planning strategies.
  • Oversee subordinate administrative matters, including leave and vacation management, to maintain operational efficiency.
  • Conduct performance reviews for team members in accordance with established schedules and recommend appropriate actions based on evaluation outcomes.
  • Designate a deputy to assume responsibilities during periods of absence or need, ensuring seamless continuity of operations.
  • Perform additional duties as assigned by the direct manager to support the broader goals of the organization.

Qualifications & Experience

To excel in this role, candidates must meet the following criteria:

• Education: Bachelor’s degree in Business Administration, Human Resources Management, or a related field. A Master’s degree is highly desirable.
• Experience: Minimum of 8-10 years of progressive experience in Human Resources, Organizational Development, or Talent Management, with a strong focus on strategic HR initiatives.
• Professional Knowledge: In-depth understanding of management consulting principles, performance management systems, and organizational design methodologies. Familiarity with HR technology platforms and data analytics is a plus.

Core Competencies

The successful candidate will demonstrate exceptional leadership, analytical, and communication skills, with the ability to influence stakeholders at all levels of the organization. Key competencies include:

• Strategic thinking and problem-solving abilities.
• Strong project management and organizational skills.
• Excellent interpersonal and relationship-building capabilities.
• Proficiency in data analysis and reporting to drive informed decision-making.
• Commitment to fostering a culture of continuous improvement and employee development.