Head - Organisation Capability Development

Role Purpose

The role is responsible for driving the organizations people strategy, capability development, and transformation agenda aligned with long-term business growth. The incumbent will partner with senior leadership to build future-ready organizational capabilities, leadership pipelines, and high-performance culture, while leading organization design, talent integration, learning, and HR digitization initiatives.

Key Responsibilities

1. Strategic Leadership

• Partner with the CEO and senior leadership to translate business strategy into organizational capability and people roadmaps.
• Define and drive long-term organizational development and workforce transformation strategies aligned with business growth and scalability.
• Lead enterprise-wide transformation initiatives including organizational redesign, culture transformation, and operating model evolution.
• Build future-ready capability frameworks supporting digital transformation, business expansion, and global integration.
• Drive leadership development and succession planning for critical roles.
• Act as a strategic advisor to business leaders on organization effectiveness, talent strategy, and change management.
• Define and drive the HR digital transformation roadmap, governance framework, and automation initiatives to enhance agility and operational excellence.

2. Organizational Development & Talent Strategy

• Lead organizational design, workforce planning, and operating model implementation aligned with evolving business needs.
• Design and implement scalable OD frameworks to enhance organizational effectiveness.
• Lead strategic hiring and workforce planning aligned with business growth and critical talent needs.
• Drive talent integration across India and global operations, ensuring seamless cultural and operational alignment during expansions or restructuring.
• Design and implement career development frameworks, leadership development programs, and succession planning initiatives.

3. Learning, Capability Building & Performance Management

• Develop and execute comprehensive learning and capability-building strategies aligned with business goals.
• Institutionalize structured learning frameworks, leadership programs, competency mapping, and skill development initiatives.
• Lead shopfloor capability building through skill matrices, multi-skilling initiatives, OJT programs, and certification frameworks.
• Drive performance management processes including goal setting, KRA/KPI alignment, performance reviews, and calibration.
• Embed a high-performance culture through accountability frameworks and productivity-focused interventions.

4. HR Transformation & Analytics

• Lead HR digitization initiatives including HRMS implementation, performance management systems, and automation across the employee lifecycle.
• Standardize processes to improve governance, compliance, scalability, and employee experience.
• Develop HR dashboards and analytics frameworks to drive data-based decision making on attrition, productivity, and manpower planning.

5. Leadership & People Management

• Build and lead high-performing OD, talent development, and transformation teams.
• Coach and mentor senior leaders and managers to enhance leadership effectiveness and people management capabilities.
• Drive employee engagement and culture-building initiatives.
• Foster a culture of collaboration, accountability, and continuous learning across the organization.

Key Result Areas (KRAs)

• Organizational capability development and transformation initiatives
• Organizational design, workforce planning, and operating model development
• Leadership pipeline, succession planning, and career development frameworks
• Learning & capability building across corporate and shopfloor workforce
• Performance management effectiveness and productivity enhancement
• Strategic hiring and critical talent acquisition
• HR digitization and process automation
• Talent integration and workforce transformation across operations
• HR analytics, dashboards, and data-driven workforce planning

Education & Experience

Education

• MBA from a reputed institute (preferred)
• Engineering or Mathematics/Statistics background desirable

Experience

• 1525 years of experience in Organizational Capability Development, Talent Management, and HR Transformation
• Proven track record in organizational design, large-scale transformation, and capability building
• Experience working in complex, fast-paced, matrixed organizations
• Exposure to talent integration and cross-cultural workforce management