PREFERRED - EARLY JOINER'S

Our Client, they're more than a company-they're a movement. A movement that's pushing the boundaries of what's possible in electric mobility. From engineering India's most advanced and fastest EV Products to designing The World's Most futuristic EVs, they thrive on innovation, audacity, and the relentless pursuit of performance.

They're a diverse team of trailblazers, engineers, designers, creatives and visionaries-united by a shared obsession: to craft machines that are not only sustainable but exhilarating.

Here, radical design meets intelligent technology, and every line of code or bolt of hardware brings us closer to reshaping the future of mobility.

Their mission is to accelerate the evolution of mobility across the globe - and they're just getting started.

Their culture is powered by innovation, integrity, speed, and a relentless drive to be the BEST - Bold, Empowering, Stimulating, and Transformative.

About the Role

The AM - OD will be responsible for executing organizational development programs and frameworks that support business growth, employee development, and cultural alignment. The role demands hands-on involvement in real-time projects, ownership of OD tools and interventions, and measurable impact through data-backed outcomes.

Reports to - AVP - Organizational Development

Job Objective & Key Interactions

1. Organizational Diagnostics & Design

Responsible for:

- Conducting organizational assessments (e.g., structure, process, capability gaps) in collaboration with HRBPs and Functional Heads

- Analysing business and people data to diagnose systemic issues (e.g., high attrition, low engagement, leadership gaps).

- Designing org structures, role clarity frameworks, and decision-rights models based on findings.

Accountable for:

- Delivering diagnostic reports with clear recommendations within agreed timelines.

- Designing fit-for-purpose OD interventions and securing buy-in from stakeholders

2. Change Management & Transformation Projects

Responsible for:

- Supporting the AVP in designing change management plans for enterprise initiatives (e.g., digital transformation, M&A, policy changes).

- Creating change communication toolkits (FAQs, manager guides, decks).

- Conducting impact assessments and stakeholder analysis for key change initiatives.

Accountable for:

- Executing change initiatives as per the project roadmap.

- Monitoring adoption metrics (utilization, feedback) and escalating resistance issues early

3. Talent Management & Succession Planning

Responsible for:

- Coordinating and executing the annual talent review process - including preparation of talent grids, succession charts, and talent calibration sessions.

- Maintaining updated leadership and critical role succession plans in the HR system.

- Facilitating career path design for select roles/functions in partnership with HRBPs and business leaders.

Accountable for:

- Ensuring timely closure of talent review cycles and submission of action plans.

- Monitoring progress of successors' development plans quarterly.

4. Capability Building & Learning Design

Responsible for:

- Identifying skill gaps across functions based on performance and feedback data.

- Designing targeted development journeys (e.g., new manager development, HiPo tracks, functional academies)

- Liaising with external vendors or internal trainers to execute learning programs.

Accountable for:

- Measuring ROI of learning programs using Kirkpatrick/other models.

- Driving 70:20:10 learning approach across development interventions.

5. Employee Engagement & Culture Building

Responsible for:

- Leading the annual engagement survey roll-out in partnership with external vendors and internal communication

- Driving post-survey action planning with departments and tracking implementation status.

- Supporting AVP in designing culture interventions (e.g., values embedding, recognition programs, listening strategies).

Accountable for:

- Achieving >90% response rate in surveys and 100% completion of action planning.

- Driving data-backed culture dashboards to leadership on a quarterly basis.

6. OD Tools, Frameworks, and Analytics

Responsible for:

- Managing OD tools like competency frameworks, assessment centres, psychometric instruments (MBTI, DISC, Hogan, etc.).

- Supporting performance enablement frameworks (OKRs, KRAs, feedback loops) in alignment with business strategy.

- Building and maintaining dashboards (Power BI, Excel) to track talent KPIs.

Accountable for:

- Keeping all OD tools updated, aligned, and communicated to HRBPs and business units.

- Delivering monthly and quarterly reports on OD effectiveness to AVP

Skills / Knowledge / Certifications

Skills & Competencies:

- Strong facilitation skills for leadership and talent workshops.

- Proficiency in MS Excel, PowerPoint, data visualization (Power BI/Tableau preferred).

- Sound understanding of behavioral and competency assessments.

- Project management capabilities with proven ability to handle multiple OD interventions simultaneously.

- Strong interpersonal skills and executive presence to work with senior leaders.

Preferred Certifications (not mandatory):

- Prosci Change Management Certification

- Certified OD Practitioner

- MBTI, Hogan, DISC, or other psychometric tools

Education / Experience

- Master's degree in HR, Organizational Psychology / Development or related field.

- 8 - 10 years of experience in OD, Talent Management or strategic HR Roles preferably in automotive or manufacturing / retail / FMCG / FMCD environments.

- Prior experience in running OD Cycles Independently in a mid-to-large organization

- Have experience of working with Startups / fast paced growing organizations

- Strong collaboration, stakeholder management, and cross-functional communication skills.

- Commitment to safety, sustainability, and ethical business practices.

Key Performance Indicators (KPIs)

KPI Area / Metric / Target

Talent Reviews / Completion of process & action plans / 100% on time

Engagement Survey / Response Rate/ >90%

Capability Programs / Participant feedback (Level 1 / 2) / >/= 4.2/5

Succession Planning / Coverage for critical roles / 95%+

OD Projects / Completion within timeline & impact / 100% on time with documents results