0 Organizational Development jobs in India

Lead - Organizational Development & Talent Management (OD & TM)

Grade: Senior Manager / Deputy General Manager

Experience: 6 -10 years

Location: Mumbai - Mahalaxmi (Work from Office)

Reporting to: Head - Talent Management, Organizational Development

Role Purpose

To design, drive, and execute Talent Management, Organizational Development, Employee Engagement, Diversity, Equity & Inclusion (DEI), and Employee Experience initiatives to enable Ion Exchange's transformation and growth agenda. This role will be instrumental in building leadership pipelines, enabling internal mobility, fostering a high-performance culture, and supporting organization design and change interventions.

Key Responsibilities

1. Talent Management

2. Manage Talent Review and Succession Planning process across functions and levels.

3. Facilitate Talent Review Councils with business leaders to identify, calibrate, and plan for Hi-Potentials and successors.
4. Conduct training and enablement sessions for managers on talent identification, development, and internal mobility principles.
5. Design and implement frameworks for Career Paths, Internal Career Mobility, and Individual Development Plans (IDPs).
6. Execute Fast Track Talent Programs, including assessment and development centers for HiPo employees.
7. Support the design and review of Talent Management policies, including mobility, career progression, and HiPo nominations.

8. Partner with leadership on critical talent retention strategies.

9. Organizational Development (OD)

10. Drive Organization Design (OD) interventions, including Org Design, role clarity, structural changes, and capability alignment.

11. Lead initiatives in Job Evaluation (JE) and leveling frameworks to ensure internal equity and role benchmarking.
12. Support the institutionalization of the company's Values and Culture, including defining behavioral anchors and embedding through systems.
13. Facilitate change management strategies for key business and digital transformation initiatives
14. Lead the design and execution of employee listening initiatives.

15. Partner on building leadership team effectiveness, design and facilitation of OD workshops, interventions, and diagnostics.

16. Employee Engagement & Experience

17. Develop and manage the Employee Engagement strategy, including annual surveys, pulse checks, and focus group insights.

18. Work with cross-functional teams to drive action plans and initiatives to improve engagement scores.
19. Build the Employee Experience (EX) framework, mapping critical moments that matter across the employee lifecycle.

20. Champion a culture of continuous feedback, recognition, and positive work climate.

21. Diversity, Equity & Inclusion (DEI)

22. Support the execution of the DEI roadmap with initiatives focused on gender inclusion, generational diversity, and inclusive practices.

23. Design and drive awareness campaigns, sensitization workshops, and forums for allyship and belonging.

24. Support data-driven monitoring and reporting of DEI progress and outcomes.

25. HR Capability & Process Maturity

26. Work with HR and business leaders to uplift HR capability, maturity of TM and OD processes, and HR's strategic impact.

27. Collaborate across COEs (e.g., L&D, C&B) to ensure integrated talent solutions aligned with future capability needs.

Desired Profile

Qualifications : Postgraduate in Human Resources, Organizational Psychology, or related field from a reputed institution.

Experience

• 6 - 10 years of experience in Talent Management and OD.
• Exposure to Talent Review processes, assessment centers, career frameworks, and org design.

Skills & Competencies

• Strong understanding of OD and Talent Management frameworks
• Excellent facilitation, stakeholder management, and project execution capabilities.
• Strategic mindset with strong execution rigor and analytical ability.
• Comfort working in ambiguous and evolving environments with a transformation agenda.

Why Join Ion Exchange?

• Opportunity to lead high-impact HR initiatives in a company undergoing strategic transformation.
• Drive change in leadership capability, employee culture, and HR maturity.
• Work closely with senior leadership and the CHRO in shaping the future of the organization.

Designs org structures, manages employee engagement, and HR transformation.

Audits & Assessments – Space of The Greats

About the Team

The Audits, Assessments & Focus Groups team at Space of The Greats is a vital component of our consulting team, specializing in conducting deep-dive analyses of organizational culture and human resources segments. Our team works at the intersection of data analytics, organizational psychology, human behavior & human resources insights, utilizing our proprietary "People & Culture Genius Model" to help organizations identify and address their most pressing cultural and operational challenges in HRM through our Root to Fruit approach.

About the Role

We are seeking an experienced Audits & Assessment Specialist who can masterfully blend quantitative assessment methodologies with qualitative research techniques. This role combines strategic thinking with hands-on execution, requiring someone who can navigate both data-driven analysis and high-level executive interactions with equal proficiency.

In this role, you will lead comprehensive organizational culture, sales, branding, business & HR audits, assessments, facilitate executive focus groups and synthesize complex findings into actionable insights that will diagnose the root cause of complex organizational challenges & help our consulting team drive strategic pathways for solving challenges at scale. You'll work closely with both the assessment and content teams to ensure that our diagnosis are thorough, accurate and massively valuable for our clients.

Key Responsibilities

Design and conduct strategic audits and assessments across HRM, Sales, Branding, Business functions using both proprietary tools.

Lead focus group sessions with C-suite executives, HODs, managers and frontline employees to gather qualitative insights about organizational culture & business functions.

Analyse and correlate data from multiple sources (assessments, focus groups, surveys) to identify root causes of organizational challenges.

Create comprehensive diagnostic reports that synthesize quantitative and qualitative findings.

Collaborate with the content development team to transform complex findings into clear, actionable insights.

Apply the People & Culture Genius Model to evaluate organizational purpose, values, business propositions and cultural dimensions.

Present findings and recommendations to senior stakeholders and consulting teams.

Develop and maintain assessment frameworks and methodologies.

Guide consulting teams in targeting their interventions based on diagnostic findings.

We're Looking for Someone With

1 to 3 years of experience in organizational development, culture assessment or business consulting

Proven expertise in quantitative and qualitative research methodologies

Outstanding facilitation and public speaking skills, particularly in executive settings

Strong analytical capabilities with experience in data correlation and insight generation

Deep understanding of organizational culture frameworks, business management and HRM best practices

Excellence in stakeholder management and executive communication

Experience with assessment tools and survey methodologies

Bachelor's degree in Business Management, Organizational Psychology, Human Resources, Business or related field

Master's degree in Business Management, HR or Psychology preferred but not required

You'll Thrive in This Role if You

Have a passion for understanding organizational dynamics and human

behavior

Excel at both data analysis and interpersonal communication

Can navigate complex organizational structures and stakeholder relationships

Are skilled at pattern recognition and root cause analysis

Maintain objectivity while developing deep organizational insights

Can translate complex findings into clear, actionable recommendations

Thrive in dynamic, client-facing environments

Compensation, Benefits, and Perks

Annual salary: INR 10 to 12 Lakhs Per Annum

Incentives aligned with work ethics & business outcomes.

Up to 100% annual performance-based bonus leading to annual CTC between 20 to 24 Lakhs Per Annum

Medical insurance

Mental health and wellness support

24+ company holidays per year

Flexible working hours

Paid parental leave (8 weeks) if applicable

Annual learning & development stipend (₹1,50,000 INR)

Career progression pathway from Assessment Specialist to Senior Specialist to Assessment Lead to Head of Organizational Diagnostics

Access to premium assessment tools and research resources

Other Benefits & Rewards as per Space of The Greats Employee Policy

A Question for Your Application

In your cover letter or screening call, please share your experience with organizational culture, business assessments and describe a specific instance where you successfully identified root causes of organizational challenges through a combination of quantitative and qualitative methods. Additionally, we'd love to hear your thoughts on: How do you see the role of cultural assessment & business audits evolving in increasingly diverse and hybrid work environments?

We are an equal opportunity employer and do not discriminate on the basis of race, religion, national origin, gender, sexual orientation, age, veteran status, disability or any other legally protected status.

Please Note: This role includes lucrative performance driven commissions, incentives & bonus.

This role is based in our Mumbai HQ. We offer relocation support to new

Role & responsibilities

To manage end-to-end Leadership Development within the organization: Is expected to independently and strategically do:

Diagnostics and Analysis

• Engaging with key stakeholders / senior management within the organization and conducting OD Consulting sessions with them to obtain diagnostic data and analyze the immediate areas of development of the Leadership team
• Using these findings to design a Leadership Development Strategy that caters to the Senior Leadership within the Organization and contributes to building and enhancing Leadership capabilities
• Initiating and conducting Individual SWOTs and IDPs for each BU Head, SVP and VP across all verticals and skill sets to facilitate their development and maturity as leaders
• Identifying critical leadership talent and their development needs

Development of Strategy

• Formulating a robust Leadership Development Strategy, to include a bouquet of Leadership Programmes to enhance Leadership Competencies, that focuses on both long-term and immediate need
• Focusing on customized, role-based and skill development interventions for the Leadership within the organization
• Constantly seeking opportunities to garner best practices from different organizations and interact with experts from the industry for the same
• Identifying forums and vendors, and liaising with them to cater to development needs within the organization
• Collaborating closely with OD team, HR department / vertical function heads, and individual team members to ensure alignment and integration of strategies, projects and programs for successful implementation and results

Implementation & MOS

• Facilitating effective leadership development interventions to maximize leadership effectiveness
• Partnering with department Heads/ Managers on the implementation & facilitation of the planned OD & team development interventions
• Conducting team interventions to facilitate effective cross functional working at a leadership level
• Engaging with the senior leadership and providing ongoing formal and informal feedback on Leadership effectiveness within the organization
• Measuring the effectiveness and the impact of various interventions executed at the Senior Leadership level through feedback and experience from previous interventions
• Ensuring appropriate steps to improve effectiveness and efficiency of the interventions in building Leadership capabilities

II. To manage and drive Talent Management & Development within the organization:

• Partnering with management within the organization to gain a commitment from them to initiate Talent management and development programmes
• Creating a systematic process/ programme to identify top talent at various levels within the organization by closely working with the Heads in each vertical/ skill set and understanding the performance trends in accordance with the business plan
• Identifying critical roles at various levels, creating a talent pool within the organization so as to create more support for a diverse workforce and avoid redundancy of these critical roles
• Developing talent needs for these identified critical roles so as to create more opportunities for high potential
• Working with key stakeholders to create a development plan for each identified employee

Initiating Succession Planning

• Linking the top talent management programme to a Succession Planning programme to create a strong second line for key positions at the Senior Management levels and other levels in the organization
• Developing a robust succession planning programme to enhance these roles to the next level

III Building Organisational Culture: Internalising and institutionalizing culture by embedding values in various stages of the employee life cycle.

IV Development Centers: Developing DCs , BARS , Competency matrix , certified assessor

Iv To manage & drive Performance Management & Improvement:

Self & team

• Conducting regular/ periodic one-to-one conversations with direct reportees to have discussions on their progress on individual/ team projects, discuss any challenges and concerns & create game plans on how to achieve set targets
• Taking concrete steps to course correct through best practice sharing within the team
• Making recommendations cross functionally for improving ways of working & suggestions for process improvements while working on projects and interventions
• Managing own personal growth and development continually by keeping self updated with current process/business knowledge and working with Reporting Manager for personal development

Organization

• Developing & implementing OD interventions for enhancing the effectiveness of employee performance in achieving the goals and objectives of the individual and organization
• Reviewing the current performance management systems in the organization, checking for effectiveness and proposing for change and improvement to make it efficient to suit the business objectives and company plan

KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED

Functional Skills and Competencies:

Knowledge & experience of OD processes & practices

Is expected to have:

• Thorough knowledge & experience of various interventions done from an OD perspective and for developing Leadership Capability, OD as a function and how it impacts the performance and development of other functions to be able to understand stakeholder/ business requirements and deliver the relevant and right solutions for the same or provide support
• Knowledge and experience of Project Management, Transformational Change, Leadership Approaches, and Business Process Re-engineering to be able to approach stakeholders for their requirements and needs in alignment with business strategies
• Affiliation with various professional forums within the industry to provide opportunities for interaction and best practice sharing
• Prior experience in Talent management / Learning & Development / OD, experience in people development & coaching as an HR Business Partner

Competency Mapping

Job Analysis, job descriptions & Behavioural /Leadership competency framework for the delivery organisation, enabling fictions and the sales organisation. Embeddeding them in various stages of the Employee Life cycle Training, PMS, IJP & Hiring

Coaching

• Ability to coach DRs through their challenges & issues to continuously enhance performance & behaviours on delivery of tasks
• Ability to coach peers and seniors, and providing coaching to stakeholders to discover possibilities/ solutions to their business problems/ glitches

Analytical Thinking & Decision Making Skills

• Knowledge and experience of conducting gap analysis and training needs analysis to be able to meet stakeholder needs and requirements and be able to provide solutions and suggestions for needs and problems.
• Ability to establish facts and develop conclusions and recommendations following detailed assessment and analysis obtained from Diagnostics done for various development projects within the organization from an OD perspective
• Ability to make, communicate and deploy decisions related to people and processes and to control, monitor and evaluate the effectiveness of the decisions implemented
• Ability to make tough and rational decisions while dealing with various business needs of stakeholders, even under stress

Conceptualizing

• Ability to conceptualize on interventions relevant to providing solutions to stakeholders and the leadership within the organization
• Ability to analyze and form strategies on developing processes, creating and designing interventions to manage and enhance Leadership capability and Talent Management within the organization
• Provide creativity and innovation in OD work; take risks within context of overall strategy to initiate change and improvement

Content Designing & Development

• Knowledge and experience of content designing for a variety of interventions related to people development and in turn contributing to organization culture and effectiveness
• Ability to design modular content through a variety of mediums and customize content framework and delivery to suit the stakeholder requirements and ensure favourable learning transfer environment and to enable ongoing learning
• Knowledge and experience of identifying and setting measures to gauge effectiveness of interventions implemented and delivered
• Knowledge and experience of levels of evaluating performance through training and interventions

Facilitation skills

• Demonstrate experienced ability to facilitate interventions for mid to senior levels within the organization through Instruction Design and Training Delivery skills
• Presentation skills to be able to present data and project plan effectively to business/ key stakeholders as well present content delivery in an effective manner
• Ability to make impactful presentations and influence opinions across the organisation
• Ability to facilitate interventions for senior levels within the organisation

Customer Centricity: (core)

Customer orientation is a key competency required for this role.

• Consistently place a high value on customers (internal and external) and all issues and factors that relate to customer experience/ stakeholder expectations and needs
• Ensure delivery of all promises and commitments made to the customers/ stakeholders
• Required to maintain high confidentiality with sensitive information and data and display integrity

People Management

Performance management

• Conduct effective and meaningful performance conversations with DRs with equity and emphasis on behaviours
• Good understanding and direct experience of best practice in people management, including performance management
• Ability to provide feedback in constructive, firm and outcome focussed manner

Influencing & Negotiating Skills

• Ability to have discussions with stakeholders and team members on discussing realistic timeliness for project delivery and implementation of various interventions by getting an appropriate buy-in
• Experience with a variety of vendors and an ability to engage and manage vendor relationships
• Client Relationship Management and Consulting Skills to be able to have a consultative approach to stakeholder needs and requirements
• Influencing and communication skills, internal marketing and demonstrable capability in relationship building at all levels

Preferred candidate profile

• Graduation required
• Post Graduate Qualification in HR or related field required
• Minimum of 10 years' experience in an OD or related (People and Leadership Development and Talent Management) field
• Experience in conducting Assessment /Development Centres. Certification preferred.
• Good experience and certification in Project Management preferred
• Certification on a variety of psychometric tools (preferred)- MBTI. DISC. Hogan
• Experience in creating & executing Culture Journeys . Certification preferred.(LSI/GSI/OCI)
• Coaching certification (ICF/CFI)

Job Title
: Organizational Development Manager

Location
: Bangalore, India

Work mode
: In-Office

About us:

Sarvoham Animal Foundation is a dedicated non-profit organization committed to the welfare and protection of animals, with operations in both the USA and India. We provide shelter, medical care, and rehabilitation for animals in need. Our mission is to rescue, heal, and find loving homes for abandoned, abused, and neglected animals.

Overview:

The
Organizational Development (OD) Manager
will lead the development and implementation of systems, processes, and capacity-building strategies to enhance organizational efficiency, staff performance, and long-term sustainability. The role is both strategic and hands-on, supporting the growth of the organization through internal strengthening.

Key Responsibilities:

Systems & Process Design

• Design and implement Standard Operating Procedures (SOPs) for core functions (animal care, HR, operations, administration, donor management, etc.)
• Evaluate and improve workflow efficiency across teams.
• Develop knowledge management tools and systems (e.g., internal manuals, resource libraries).

Capacity Building & Training

• Assess staff skills and identify organizational capacity gaps.
• Develop and deliver internal training programs for staff and volunteers.
• Support team leaders in building functional reporting structures and accountability systems.

Performance & Impact Monitoring

• Set up frameworks for measuring internal performance, service delivery, and staff KPIs.
• Support M&E efforts by designing dashboards or tracking tools in collaboration with relevant teams.

• Provide analysis and recommendations for process improvements.

• Internal Communication & Change Management

• Foster a culture of learning, transparency, and collaboration.
• Lead change management initiatives when introducing new systems or tools.
• Facilitate cross-departmental coordination for smoother operations.

HR & Organizational Support

• Support recruitment planning, onboarding, and role clarity efforts.
• Collaborate with leadership to improve organizational structure and staffing models.
• Assist in building succession plans and leadership development pipelines.

Required Qualifications

Education & Experience

• Bachelor's or Master's degree in Social Work, Development Studies, Organizational Psychology, Public Administration, HR, or a related field.
• 4+ years of professional experience in organizational development, capacity building, nonprofit operations, or process design (NGO experience strongly preferred).

Skills & Attributes

• Proven ability to analyze systems and implement scalable solutions.
• Strong facilitator and trainer; able to engage diverse stakeholders.
• Excellent documentation and process-writing skills.
• Strong interpersonal skills with an empathetic and collaborative approach.
• Familiarity with tools like Google Workspace, Asana, Trello, Notion, Airtable, or other workflow platforms.

Preferred

• Experience working in animal welfare, healthcare, education, or community-based programs.
• Familiarity with fundraising, donor CRM systems, or grant compliance processes.

If you're passionate about building strong, mission-driven organizations and have a talent for turning ideas into efficient systems, we'd love to hear from you. This is a unique opportunity to play a foundational role in shaping how our nonprofit operates, grows, and creates lasting impact. Join us in strengthening our internal capacity so we can focus more of our energy on what matters most — serving animals and communities in need.

HR Transformation, Training, Assessment & Development Centre, behavioral assessments .

The candidate should be thorough on doing Training Needs Analysis and coordinating and delivering programmes.

Exclusive Plant Training and L&D profiles

Role & responsibilities

* Deliver training in soft skills, behavioral, compliance, and leadership development.

* Design training modules, content, and evaluation frameworks.

* Facilitate Training of Trainers (ToT) programs.

* Mentor employees and supervisors to support their growth.

* Assess learning effectiveness and provide recommendations for improvement.

Preferred candidate profile

* Graduate with 5 to 7 years experience in training, preferably in the apparel industry or NGOs.

* Certified in L&D, soft skills, behavioral, or compliance training.

* Proven ability in content development, facilitation, and mentoring.

* Strong expertise in assessment and evaluation methodologies.

Desired Requirements :

Performance Management :

• Design and implement enterprise-wide performance management frameworks aligned with business objectives.
• Drive KPI setting, goal alignment, and performance reviews for corporate and functional teams.
• Partner with senior leaders to translate strategic priorities into measurable operational goals.
• Identify performance gaps, conduct root cause analysis, and drive continuous improvement initiatives.
• Monitor and analyze business performance data to recommend process and system enhancements

L&OD :

• Oversee the end-to-end training lifecycle, including TNA (training needs analysis), content creation, delivery, and post-training evaluation.
• Partner with internal stakeholders to drive functional and behavioral skill development programs.
• Design, develop, and deliver learning programs aligned with business needs and employee development goals.
• Manage vendor relationships and external facilitators to deliver specialized training modules
• Hands-on experience in change management, performance management, and leadership development.
• Proficient in instructional design, digital learning tools, and learning analytics.
• Lead OD interventions such as employee engagement, succession planning, performance management, and leadership development.
• Facilitate culture-building programs and change management initiatives across corporate teams
• Utilize data and analytics to measure the impact of OD initiatives and recommend improvements

Rewards & Recognition (R&R):

• Design and manage R&R programs that align with business outcomes and values.
• Ensure fairness, transparency, and consistency in recognition frameworks across corporate functions.
• Track effectiveness and adoption of R&R programs through metrics and employee feedback.

Experience:

Post MBA (
MBA Mandatory
)

• 3+ Years-Consultant
• 6+ Years-Manager

Location: Hyderabad

Required Skills:

• Experience in Organizational Development(OD)
• Experience in Operating Model (OM)
• Large scale transformation.
• Consulting experience is a must.