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