SM/GM Organization Development
- To ensure success as an organizational development specialist, you should exhibit extensive experience as a development specialist in a related industry and the ability to provide guidance on the allocation of resources. A first-class organizational development specialist will be someone whose expertise translates into optimized efficiency and increased profitability.
- Analyzing business structures, procedures, processes, and the utilization of resources.
- Designing and implementing a variety of developmental initiatives, action plans, programs, and training materials.
- Leading business optimization initiatives by conducting individual or group training sessions for personnel.
- Contributing to the restructuring of departments to increase efficiency and align activities with business objectives.
- Measuring the impact of interventions on staff performance, efficiency, employee retention, and job satisfaction.
- Advising executives and senior managers and recommending efficient and cost-effective solutions for identified challenges.
- Documenting processes and presenting progress reports to executives and senior managers.
- Analyze current policies, procedures and practices, based on experience and findings gained in the field, identify and propose solutions for improvement and changes
- Integrates leadership competencies into HR systems - including recruitment, performance management, leadership development and talent reviews.
- Provide strategic oversight and seamless execution of our core talent initiatives and processes including performance management, talent planning, and succession planning
- Maintain strong relations with HR Business Partners and business leaders to ensure that talent management processes and practices are in alignment with the organization
- Partner with HRBP in the design, deployment, and management of talent management practices that serve to identify, develop, and deploy talent across the enterprise
- Integrates leadership competencies into HR systems - including recruitment, performance management, leadership development and talent reviews
- Ensure smooth running of Performance Management & Talent Management annual cycles for Sales department
- Continuously develop new content and improvement to the on-boarding programs and events based on business needs
- Partner with HR Business Partners to help leaders set strategy, manage change, improve processes, redesign organizational structures, clarify roles and accountabilities, and realign/shift cultures as relevant
- Assess the learning needs of the organization, individual departments, and leaders
- Partner with Senior Leadership to define, execute, and manage OD projects and solutions
- Provide facilitation and training for individuals and groups.
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