Organization Development Manager

• Develop enablers for effective organization design through optimal role design job evaluation and competency mapping.
• Conduct Manpower productivity and other related studies for workforce productivity improvement.
• Working on structural enablers to drive empowerment productivity innovation and effective ways of working.
• Champion efforts to attract retain and develop the best employees within DFPCL by driving employee value proposition for DFPCL

• 10 12 years of HR experience with experience working in OD.
• Experience in change management preferred.
• Experienced in working with senior managers and leadership teams.

• Organization Structure & Role Design
• Create buyin for the new structure across the levels in the sectors/ units/ functions for its seamless implementation.
• Develop appropriate job descriptions for the roles that reflect the accurate responsibilities and expectations of the role.
• Anchor Job Evaluation governance and methodology for the organization to ensure effective grading and designation framework for the organization and ensure job evaluation of any new roles to align within the existing framework.
• Define the competency framework for all the roles and run assessment against the competencies to find perfect/ near fit for the role.
• Manpower Productivity and related Enablers
• Lead projects for improvement of workforce productivity across corporate sector and manufacturing units.
• Conduct deep dive process study technology requirements and process simplification mechanisms to identify areas of improvement for manpower productivity along with internal stakeholders/ external partners.
• Identify workforce deployment models for specific business context through external market research and drive implementation if suitable to our context.
• Other Structural Enablers
• Responsible for crafting and delivering enablers for effective organization design through initiatives to drive empowerment through the DoA framework productivity innovation and effective ways of working.
• Driving Employee Value Proposition
• Communicate the elements of the Employee Value Proposition to current and potential employees.
• Continuously review and track the EVP for course corrections in any initiatives and bring new initiatives as needed.

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