Senior Manager -OD

Role & responsibilities

Organization Design & Manpower Planning

• Develop organization structures and manpower plans aligned with project phases, plant capacity and operational requirements.
• Define roles, responsibilities, reporting relationships and spans of control.
• Prepare manpower ramp-up plans for commissioning and steady-state operations.
• Review manpower productivity and optimize organization structures based on business requirements.

Competency & Job Architecture

• Develop competency frameworks for technical, functional, behavioural and leadership roles.
• Drive Job Descriptions, role clarity and competency mapping for critical positions.
• Identify critical roles and define competency requirements for each project/plant function.
• Establish assessment and development mechanisms for identified competency gaps.

Talent & Leadership Development

• Build leadership development and succession plans for key positions.
• Develop talent identification, career progression and high-potential employee frameworks.
• Partner with business leaders to strengthen internal talent pipelines.
• Design development interventions for first-time managers, plant leaders and functional heads

HR Systems & OD Interventions

• Support implementation and continuous improvement of PMS, goal setting, performance management, career development and employee engagement systems.
• Develop OD interventions based on employee feedback, business requirements and organizational data.
• Establish recognition, engagement and culture-building initiatives suitable for a manufacturing environment.
• Support HR policy and process design for the new organization.

Learning & Development (L&D)

• Design company-wide training strategies and annual L&D plans.
• Implement leadership academies, skill-upgrade programs, and career pathways.
• Evaluate training ROI and organizational capability outcomes.

HR Operations & Policy Management

• Develop and update HR policies, SOPs, and governance frameworks.
• Ensure statutory compliance, audits, and risk mitigation.

Employee Experience & Engagement

• Drive engagement frameworks, surveys, and improvement action plans.
• Maintain a positive, transparent, and inclusive workplace culture.
• Manage grievance handling, conflict resolution, and employee relations.

Culture Building & Change Management

• Drive culture-building initiatives aligned with the organization's vision, values and manufacturing philosophy.
• Support change management during project commissioning, workforce transition and implementation of new systems/processes.
• Facilitate communication and employee involvement initiatives to build ownership and alignment.
• Promote a culture of accountability, collaboration, continuous improvement and operational excellence.

Performance & KPI Management

• Monitor HR KPIs: attrition, culture index, hiring cycle, productivity metrics.
• Ensure performance management alignment with company goals.

Stakeholder & Leadership Collaboration

• Collaborate with all business heads to ensure HR and OD support operational needs.
• Provide strategic HR guidance to senior leadership.

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.