266 Organizational Development jobs in India

Job Summary:

The Organizational Development (OD) personnel is responsible for designing, implementing, and evaluating initiatives that enhance organizational effectiveness, build leadership capability, and support cultural transformation. This role partners closely with business leaders and HR to enable change, develop talent, and drive strategic initiatives aligned with business goal. 

1. OD Strategy & Planning

• Develop and implement OD strategies aligned with the organization’s mission, vision, and values.
  
• Conduct organizational assessments and diagnostics to identify development opportunities.
  

2. Talent Management & People Development

•    To strengthen the Talent Review Mechanism and conduct Talent Review Talk and Talent Advancement Panel for Plant HODs and Plant Heads
  
•   To Roll out IDPs in line with TRT and TAP
  
• To establish Leadership Development Program for HO Employees
  
• To establish the culture of mentoring with the Organization
  
• Identify key positions in the Plants and Regional office. All the key positions in the region to be filled internally.
  

3. Capability Building & Learning Interventions

• To strengthen the Learning initiatives and taking it to the next level by supporting Training coordinators and ensuring that all the existing initiatives are on track.
  
• To complete assessment and Individual Development plan in Plants
  
• To drive capability building initiatives across plants.
  

4. Diversity Initiative & NAPs

• Enhancing the initiative by promoting the recruitment of female employees and advancing their career development opportunities
  
• Increase the number of apprentices under NAPs and NATS in all Plants
  
• Enrollment of eligible Trainees/workmen in education program
  

5. Leadership & Talent Development

• Design and manage leadership development programs across levels (emerging leaders to senior leadership).
  
• Build competency frameworks and learning pathways for talent acceleration.
  
• Facilitate succession planning and talent reviews with business leaders.
  

6. Culture Building

• Plan and execute engagement surveys (e.g., pulse surveys, Great Place to Work).
  
• Analyze results and drive action planning to enhance organizational climate and employee experience.
  
• Champion diversity, equity, and inclusion (DEI) initiatives.
  

7. Organizational Design & Workforce Planning

• To integrate Standard Manning with Organization structure
  
• To finalize Organization Chart structure.
  
• To Standardize roles and identify Key Roles across all Plant.
  

8. Data Analysis & Reporting

• Leverage data from engagement surveys, performance reviews, and HR analytics to recommend improvements.
  
• Provide regular reports on OD initiatives, learning outcomes, and progress on key goals.
  

Qualifications & Experience:

• Master’s degree in HR, Organizational Psychology, or related field.
  
• 5+ years of experience in HR/OD, preferably in a large or matrixed organization.
  
• Experience in designing and delivering OD and learning programs.
  

1. - The incumbent will lead the Career Architecture team which is responsible for designing organization models that are best suited to the evolving business needs as well as the career aspirations of employees;

This includes but is not limited to:

1. Creation of structures, roles and competency models aligned to emerging areas of work and business context
2. Driving the alignment of career architecture to the talent management life cycle - from recruitment to performance management, role changes and career development
3. Providing architectural insights to business during critical initiatives such as mergers, acquisitions and other organizational changes
4. Partnering with multi-functional teams to create geo-specific models factoring in the local employment laws, trends and talent pools
5. This will involve managing a small team within the OD Center of Excellence and working closely with other COE functions, HR Business partners in addition to senior representatives from the Business Units

Job Title: Organizational Development Specialist

Sambodhi Capacity and Learning Institute is dedicated to unlocking human potential through innovative technology, scalable solutions, and collaboration with communities and institutions. Our mission is to drive sustainable development by delivering impactful training and educational programs that foster growth at all levels.

Job Description:

We are seeking a skilled Training Manager to join our team. The ideal candidate will have expertise in instructional design, training facilitation, and curriculum development.

Key Responsibilities:

• Create engaging training materials and workshops to enhance employee skills and organizational capacity.
• Assess training needs and evaluate program effectiveness to ensure alignment with organizational goals.
• Collaborate with stakeholders to design and deliver training initiatives that meet business objectives.

Required Skills and Qualifications:

• Expertise in instructional design, training facilitation, and curriculum development.
• Strong communication and presentation skills.
• Experience in training coordination, employee development, or adult education.
• Ability to assess training needs and measure program impact.
• Strong organizational skills with the ability to manage multiple projects.
• Proficiency in using technology and virtual platforms for training delivery.
• Ability to work independently in a remote environment.
• Bachelor's degree in education, human resources, or a related field; advanced certifications in training or instructional design are a plus.

1. - The incumbent will lead the Career Architecture team which is responsible for designing organization models that are best suited to the evolving business needs as well as the career aspirations of employees;

This includes but is not limited to:

1. Creation of structures, roles and competency models aligned to emerging areas of work and business context
2. Driving the alignment of career architecture to the talent management life cycle - from recruitment to performance management, role changes and career development
3. Providing architectural insights to business during critical initiatives such as mergers, acquisitions and other organizational changes
4. Partnering with multi-functional teams to create geo-specific models factoring in the local employment laws, trends and talent pools
5. This will involve managing a small team within the OD Center of Excellence and working closely with other COE functions, HR Business partners in addition to senior representatives from the Business Units