Job PurposeThe Manager – Learning & Organizational Development (L&OD) serves as a strategic partner to business leaders in enhancing organizational capability and driving sustainable performance. This role is responsible for leading enterprise-wide initiatives in organizational development, change management, and talent development that align with business objectives and foster a culture of continuous learning and improvement. Goals and Objectives

• Support the Senior OD Officer and HR/OD team in delivering initiatives that drive organizational change and transformation.
• Coordinate and support the design and delivery of impactful learning, leadership, and organizational development programs.
• Promote a culture of learning, collaboration, and continuous development across teams.

Program & Project Management

• Lead and manage multiple organizational development initiatives simultaneously, ensuring alignment with business priorities and timely execution.
• Manage relationships with external vendors, consultants, and service providers supporting OD and L&D programs.
• Build and lead cross-functional project teams with clear roles, responsibilities, and effective collaboration.
• Track milestones, identify potential risks, and implement mitigation strategies to ensure successful outcomes.

Organizational Design, Restructuring & Transformation

• Conduct organizational assessments to identify structural inefficiencies and design optimal operating models aligned with strategic goals.
• Develop stakeholder engagement, communication, and training plans to support successful change adoption.
• Drive organizational culture transformation through targeted interventions and measurable outcomes.

Talent & Leadership Development

• Design and implement integrated talent management frameworks, including performance management, succession planning, and career development.
• Build robust succession pipelines by identifying high-potential talent and developing individualized growth plans for key roles.
• Evaluate program effectiveness through data analytics, participant feedback, and business impact measures.
• Organizational Assessment & Analytics
• Design and conduct organizational health diagnostics using surveys, focus groups, and assessment tools.
• Analyze workforce data (e.g., engagement, turnover, performance) to derive actionable insights.
• Translate data findings into evidence-based OD strategies and initiatives.
• Conduct root-cause analyses of organizational challenges and recommend data-driven solutions.

Design and deliver team-building and development interventions to enhance collaboration and effectiveness.

• Communication & Influence
• Develop and present compelling business cases and OD strategies using data-driven insights.

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