Organization Design

• Assist in designing and updating organizational structures to align with strategic goals.
• Support role definition and alignment to improve employee engagement and productivity.
• Identify redundancies and inefficiencies, proposing optimization strategies for reporting lines.
• Participate in job leveling and career pathing projects to support employee growth and retention.
• Contribute to evaluating the impact of organizational changes and recommending necessary adjustments.
• Assist in creating and maintaining policies and procedures related to organizational design.
• Organizational Development
• Support the implementation of change management initiatives to ease transitions for employees.
• Contribute to competency framework design and alignment to ensure organizational readiness for current and future needs.
• Plan, coordinate, and deliver technical development programs to enhance employee skills.
• Collaborate on leadership development initiatives, including identifying and preparing employees for leadership roles.
• Measure and analyze the effectiveness of learning and development programs, ensuring alignment with business objectives.
• Assist in drafting HR policies and procedures related to change management and competency frameworks.

Performance Management

• Coordinate and oversee the performance appraisal cycle to ensure timely and consistent reviews.
• Work with teams to set and align KPIs with organizational goals.
• Conduct performance data analysis and reporting to identify trends and areas for improvement.
• Assist in creating and executing performance improvement plans for individuals and teams.
• Promotion and Transfer Process
• Conduct evaluations for promotion and transfer eligibility based on defined criteria and data analysis.
• Collaborate with HR teams, technical managers, and leadership to finalize promotion and transfer decisions.
• Maintain records and provide insights to ensure fairness and alignment with organizational goals.
• Stakeholder Collaboration
• Partner with HR Operations, Talent Acquisition, and technical managers to gather and analyze data for decision-making.
• Act as a liaison between the People and OD Section Head and other departments to ensure smooth execution of processes.

Reporting and Analytics

• Prepare detailed reports on organizational development initiatives, performance metrics, and promotion cycle outcomes.
• Use data-driven insights to recommend improvements in organizational design, learning programs, and performance management.