Organizational Assessment and Diagnosis:

• Conduct organizational assessments to identify performance gaps, cultural issues, and development opportunities.
• Use tools such as surveys, interviews, focus groups, and data analysis to gather insights and feedback.
• Provide recommendations based on assessment findings to address organizational challenges.

Change Management:

• Lead and manage organizational change initiatives, ensuring smooth transitions and minimal disruption.
• Develop change management strategies and communication plans to support large-scale transformations.
• Collaborate with leaders to ensure buy-in and effective execution of change initiatives.

Leadership Development:

• Design and implement leadership development programs to enhance management and leadership capabilities.
• Facilitate coaching, mentoring, and training initiatives to develop leaders at all levels of the organization.
• Assess the impact of leadership programs and make adjustments based on feedback and results.

Employee Engagement and Culture:

• Develop and promote programs that foster employee engagement and a positive workplace culture.
• Design strategies to improve employee morale, retention, and alignment with organizational values.
• Collaborate with HR to develop initiatives that support diversity, equity, and inclusion (DEI).

Talent Management and Succession Planning:

• Design talent management programs that identify high-potential employees and prepare them for future leadership roles.
• Collaborate with HR to develop career paths, succession plans, and talent development initiatives.
• Implement strategies to retain top talent and ensure the development of key skill sets.

Training and Development:

• Design, deliver, and evaluate training programs that support organizational goals and individual development.
• Facilitate workshops and development sessions focused on topics such as team building, communication, conflict resolution, and leadership.
• Measure the effectiveness of training programs and make recommendations for improvement.

Performance Management:

• Develop and enhance performance management processes that align employee performance with organizational goals.
• Implement tools and systems for goal-setting, performance reviews, and feedback.
• Train managers and employees on effective performance management practices.

Team Development and Facilitation:

• Facilitate team-building activities and workshops to improve team dynamics, communication, and collaboration.
• Support teams in resolving conflicts and improving group performance.
• Conduct interventions to address specific team challenges or underperformance.

Strategic Planning and Alignment:

• Work closely with senior leaders to align organizational development initiatives with the company's strategic objectives.
• Support the development and execution of strategic plans and organizational restructuring efforts.
• Provide expertise in workforce planning and organizational design.

Data Analysis and Reporting:

• Analyze data related to employee engagement, performance, and development to identify trends and opportunities for improvement.
• Report on the progress and effectiveness of OD programs, providing insights to leadership.
• Use data to support decision-making and recommendations for organizational improvement.

Qualifications:Education: Bachelor’s degree in Organizational Development, Human Resources, Psychology, Business, or a related field (Master’s degree preferred).Experience: Typically requires 5-7+ years of experience in organizational development, talent management, or a related field.Certifications: Certifications in organizational development (ODCP), change management (Prosci or ACMP), or human resources (PHR, SPHR) are beneficial.Skills:Strong understanding of change management principles and practices.Excellent facilitation, coaching, and communication skills.Ability to analyze data and translate findings into actionable insights.Proficiency in performance management, leadership development, and team-building strategies.Experience with employee engagement initiatives and cultural transformation.Strong project management and organizational skills.Core Competencies:Strategic thinking and the ability to align development programs with organizational goals.High emotional intelligence and interpersonal skills to build relationships across all levels of the organization.Leadership and influence, with the ability to drive change and development initiatives.Problem-solving and decision-making skills, with a focus on continuous improvement.Work Environment:May work in a corporate office or remotely, depending on the organization.Regular collaboration with HR teams, department heads, and senior leadership.Occasional travel may be required to facilitate training or attend meetings.