Manager - Organizational Development & Talent Management

The Manager, Organizational Development & Talent Management is responsible for driving organizational effectiveness, capability building, and smooth adoption of change initiatives. The role ensures that people, processes, and culture are aligned with the organization’s strategy, enabling sustainable performance and growth.

Key Responsibilities and accountabilities of the Role:

1) Talent Management

Identifying and recruiting pool of junior managers from hospitality institutes and industry

creating and managing a Talent pipeline in order build the current and future requirements

Playing an important role in mentoring, coaching and grooming the talent pool for Middle Management level while keeping them aligned with the larger organizational goals.

2) Organizational Development (OD)

Design and implement OD strategies, frameworks, and interventions to support organizational growth and transformation.

Conduct organizational assessments (culture, engagement, structure, and capabilities) to identify gaps and improvement areas.

Partner with leadership to align organizational structure, roles, and capabilities with business strategy.

Facilitate leadership development, succession planning, and talent management initiatives.

Drive employee engagement programs and organizational culture-building activities.

Develop toolkits, frameworks, and resources to institutionalize OD & CM practices.

2) Stakeholder & Leadership Engagement

Act as a trusted advisor to senior leaders on organizational design, change, and people-related matters.

Partner with HR and business leaders to co-create solutions aligned with organizational strategy.

Build strong relationships across departments to influence and support business transformation.

3) Measurement & Continuous Improvement

Establish metrics to measure effectiveness of OD and Talent Management interventions.

Monitor employee engagement, change adoption, and organizational effectiveness scores.

Collect feedback and use data to refine strategies, frameworks, and interventions.

Share best practices and continuously improve OD & TM methodologies.

Performance Measures and indicators for the Role

Leadership Pipeline Strength – % of critical roles with identified successors.

Talent Development Coverage – % of employees completing OD/talent programs.

Organizational Design Effectiveness – Reduction in role overlaps, reporting issues, or process inefficiencies after redesign.

Change Adoption Rate – % of employees effectively using new systems/processes within defined timelines.

Resistance Management – Number of escalated change-related issues resolved within SLA.

ROI of OD/CM Initiatives – Cost vs. impact analysis of key initiatives (e.g., reduced attrition, faster project adoption).

OD/CM Initiative Delivery – % of initiatives delivered on time, within scope, and budget.

Education & Experience:

MBA from IIM or any tier 1, tier 2 B-schools is mandatory.

Experience in organizations restricting, optimize spans & layers, and align roles with strategy.

Hands on in practical application of OD & TM principles such as organizational design, change planning, stakeholder engagement, and leadership development.

Assessing readiness, identifying risks, and creating mitigation plans.

Designing, implementing, and analyzing engagement initiatives and surveys.

Influencing and engaging senior leaders, managers, and employees through change.

Applying OD and TM expertise to resolve organizational issues.

Job evaluation methods, competency frameworks, organizational design models.

Ability to analyze engagement surveys, turnover data, workforce planning metrics, and OD impact.

Knowledge of LMS platforms and e-learning design tools.

Skilled in MS Teams, SharePoint, and digital collaboration platforms to drive change communication.

Ability to use Power BI, Tableau, or Excel for OD/TM dashboards.

Language Fluency : English, Hindi, Local Language