Deputy Manager/Manager - Organizational Development Strategic Role - BFS

Dy.Manager/Manager- Organizational Development Strategic Role

Education and Experience : Any Degree with 8-10 yrs of Experience

Job Description :

Duties/Responsibilities :

- Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.

- Experience designing and implementing effective training and development programs

- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.

- Identifies and incorporates best practices and lessons learned into program plans.

- Designs and develops HR training programs for management and employees.

- Develops learning activities, audio-visual materials, instructor guides and lesson plans.

- Reviews evaluations of training courses, objectives and accomplishments.

- Makes assessments of effectiveness of training in terms of employee accomplishments and performance.

- Trains employees on HR issues and practices.

- Handling OD interventions with excellent interpersonal, relationship management skills & People Management Skills.

- Evaluating and managing Organizational Development (OD) strategies and processes; assessing organizational development needs of operating, business and functional units.

- Leading the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals; designing and executing key programmatic elements of the OD process; measuring the achievement of established goals.

- In partnership with the Director, supporting the individual development planning process for executives and emerging leaders.

- Providing a broad range of consultative services to all levels of employees, including policies, procedures, problem solving, dispute resolution, compliance, litigation avoidance.

- Consulting with management on performance, organizational and leadership matters.

- Managing the performance appraisal and feedback programs; coaching Managers on performance review process and appropriate feedback, language and documentation.

- Recommending and implementing policies and procedures based on a thorough knowledge of employment and benefit laws on the national, state & local level, including Canada.

- Evaluating and partnering with management to resolve interpersonal and work-related problems and meeting with supervisors and managers to determine effective mediation techniques, such as coaching, job skill training or intervention.

- Ensuring effective and legally compliant plans to address employee performance issues, performance improvement plans and other documentation

- Developing and conducting training to instruct managers, supervisors, and employees; includes training on supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills.

- Gathering and assessing feedback from all levels in the organization regarding concerns, areas of improvement, successes and highlights.

- Reviewing and revising (as necessary) job descriptions for all positions in the Company and conduct analysis to determine appropriate salary level according to compensation guidelines.

- Launching the annual compensation assessment process.

- Communicating policies and affirmative action programs and completing compliance forms.

- Leading or assisting with training sessions covering specified areas such as those concerned with Employee Development, Policies and Procedures, etc.

- Co-anchor the Employee Engagement Survey, understand the reports & share the survey findings with the Large employee work group, Managers & Department Heads

- To Create Action plan for Managers based on the improvement drivers & drives the action item by periodic reviews.

- To Design employee communication and creates Reward & Recognition programs/work life balance mechanism to build organization culture

- To identify key competencies of the organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.

- Focus on the core competencies of the skills required for that specific job role .