Organizational Development Manager

The OD Manager drives enterprise-wide initiatives that strengthen organizational capability, structure, leadership effectiveness, and ways of working. The role partners closely with business leaders and People & Culture teams to improve organizational performance through organization design, change management, workforce effectiveness, and capability-building interventions.
This position plays a key role in enabling business transformation by translating organizational insights into scalable, practical, and sustainable people solutions.
Key Responsibilities:
Organizational Effectiveness & Diagnostics

Lead organizational assessments and diagnostics including org health reviews, workforce capability analysis, engagement insights, and performance trend evaluations

Translate findings into actionable recommendations and measurable improvement plans

Identify organizational gaps, inefficiencies, and opportunities to improve effectiveness and employee experience

Organization Design & Workforce Planning

Design and implement organization structure improvements, operating models, governance frameworks, and role clarity initiatives

Support workforce planning initiatives including job architecture, spans and layers analysis, and capability alignment

Partner with business leaders to optimize team structures and decision-making processes

Change Management & Transformation

Drive change management initiatives for transformation and business improvement programs

Develop change and adoption strategies including stakeholder engagement, communication planning, and readiness activities

Monitor adoption progress and support leaders through organizational transitions

Leadership & Team Effectiveness

Develop and facilitate leadership and team effectiveness programs focused on collaboration, accountability, decision-making, and ways of working

Lead workshops, strategic alignment sessions, and problem-solving discussions with cross-functional teams and senior stakeholders

Coach leaders on organizational effectiveness and change leadership practices

Talent & Performance Enablement

Collaborate with HR Business Partners and Centers of Excellence to strengthen performance and capability-building initiatives

Support succession planning, leadership pipeline development, and organizational capability programs

Contribute to the enhancement of talent management and performance frameworks

OD Governance & Continuous Improvement

Develop OD frameworks, methodologies, playbooks, and toolkits to standardize and scale organizational interventions

Establish governance routines and tracking mechanisms to monitor initiative effectiveness and business impact

Track key effectiveness metrics including adoption, productivity, engagement, and organizational health indicators

Key Deliverables:

Organization design recommendations and implementation roadmaps

Change management and stakeholder adoption plans

Organizational health and capability assessment reports

Leadership and team workshop outputs with action plans

OD frameworks, playbooks, and governance tools

Performance and effectiveness dashboards with measurable outcomes

Qualifications:
Must-Have

Bachelor's degree in Psychology, Human Resources, Behavioral Science, Organizational Development, or related field

At least 3–5 years of relevant experience in Organizational Development, Organization Design, HR Transformation, or Change Management

Minimum 2 years of experience in a leadership or managerial capacity

Proven experience managing OD initiatives end-to-end, from diagnosis to implementation and measurement

Strong facilitation and stakeholder management skills, including experience engaging senior leaders and cross-functional teams

Strong analytical, problem-solving, and project management capabilities

Excellent communication and influencing skills with the ability to drive alignment across stakeholders

Certification or formal training in Organizational Development or Change Management

Nice-to-Have:

Post-graduate studies or certifications in Change Management, Agile, Project Management, or related disciplines

Experience in fast-paced, matrixed, or transformation-driven environments

Exposure to HR technologies and collaboration tools such as SuccessFactors, Tableau, JIRA, Confluence, or employee survey platforms

Core Competencies:

Organizational design and workforce effectiveness

Change management and transformation leadership

Facilitation and stakeholder engagement

Systems thinking and continuous improvement

Data-driven decision making and insight generation

Leadership coaching and collaboration

Strategic execution and project governance

Originally posted on Himalayas