About The Job Org Development Manager The Organizational Development (OD) Manager plays a critical role in shaping the organization&aposs effectiveness, culture, and talent development strategies. This role leads the design, implementation, and governance of OD frameworks and programs that support enterprise-wide transformation, talent retention, and leadership development. The ideal candidate is a strategic, analytical, and collaborative professional with strong expertise in organizational design, change management, and performance systems. Key Responsibilities 1. Enterprise Organization Design Lead organization design initiatives aligned with business strategy and operating models Collaborate with leadership to recommend optimal structures and capability mapping 2. Enterprise Pulsing, Diagnosis & Interventions Drive enterprise-wide diagnostics through employee engagement surveys and pulse checks Analyze trends and lead interventions to address culture, engagement, or performance gaps 3. Enterprise Change Management Develop and implement change management strategies for major enterprise initiatives Guide change agents and support stakeholder alignment across all levels 4. Retention Planning Governance Lead the design and implementation of retention programs and risk assessments Work with HR Business Partners and leaders to address high-risk turnover areas 5. Enterprise Succession Planning Manage succession planning framework and tools across key leadership and critical roles Facilitate talent calibration and development planning sessions 6. Enterprise Key Talent Reviews Conduct talent reviews and assessments on promotions, internal mobility, and development plans Maintain updated key talent pipelines and support leadership decisions with insights 7. Performance Management Program Design Lead design and implementation of performance management strategies, tools, and timelines Ensure alignment with enterprise goals, KPIs, and continuous feedback principles 8. Competency Framework Development & Governance Oversee creation, validation, and integration of enterprise competency models Partner with HR and business units to embed competencies in performance, recruitment, and development 9. Career Pathing Framework & Governance Develop clear, structured career paths across job families and levels Align career progression with development planning, promotion criteria, and learning programs 10. Culture Building Champion the organizations values, mission, and desired culture Lead or co-lead enterprise culture programs, campaigns, and initiatives Qualifications Bachelor&aposs Degree in Psychology, Human Resource Management, Organization Development, or related field; Masters degree is a plus At least 710 years of progressive HR or OD experience, with at least 3 years in a managerial capacity Strong background in organizational design, talent development, and change management Excellent facilitation, communication, and stakeholder engagement skills Analytical mindset with experience in data-driven decision-making Proficient in MS Office, HRIS platforms, and organizational assessment tools Show more Show less