Manager-OE (Organization Effectiveness)

Manager – Organizational Effectiveness (OE) Broad Scope & Purpose: The Manager – Organization Effectiveness (OE) will act as a transformative COE role, responsible for shaping a future ready, lean, high-productive organization at BCCL. This role is the custodian of architecting unique roles, conducting job evaluations, and designing agile organizational models that directly influence productivity, profitability, and business agility. By combining market intelligence, benchmarking & proactive insights with GenAI-led interventions, the role will continuously reimagine how the organization is designed, ensuring optimal workforce deployment, and cost-effective structures. The role will also be responsible to drive change management, analytics, and process optimization projects, positioning the vertical as a strategic enabler of business growth. At its core, the role exists to ensure that BCCL is always ahead of the curve—building structures that scale with speed and drive productivity while keeping the workforce agile and future-ready. Key Responsibilities: Role Architecture Design • Maintain and continuously refine the Role Directory by defining, evaluating, and updating Unique Roles and Job Roles across all functions. • Ensure roles are future-ready by embedding new-age skills, digital dexterity, and career pathways into job design. • Partner with HRBPs and business leaders to define the emerging roles and create agile job constructs. Job Evaluation & Role Worth • Anchor structured Job Evaluation exercises to establish relative worth of roles, ensuring consistency, equity, and governance. • Drive market benchmarking and intelligence gathering to ensure BCCL’s role architecture and grading remain competitive, differentiated, and in sync with industry practices. Organization Structure Design • Support the design of fit-for-future organization structures, with clear reporting lines, governance, and role interlinkages. • Conduct spans & layers analysis to simplify hierarchies, flatten structures where possible, and eliminate redundancy. • Provide market insights and comparative benchmarking to recommend lean, agile, and productivity-focused structures. Productivity Analytics & Workforce Effectiveness • Define role-based productivity metrics and norms across all unique roles, building an objective framework for workforce deployment. • Continuously monitor productivity data, identify gaps, and initiate corrective interventions in collaboration with the HR Business Partners & business leaders. • Leverage GenAI-led productivity diagnostics to analyse work patterns, automation opportunities, and optimal manpower design. • Build business cases showing how productivity enhancements translate into improved profitability and organizational agility. Cost & Process Optimization Projects • Execute OE-driven cost optimization and process simplification projects, focusing on structural efficiency rather than transactional fixes. • Partner with business and functional heads to identify overlaps, redundancies, and design leaner operating models that drive measurable savings. • Ensure all initiatives are anchored in the BCCL OE Framework—linking structure, productivity, and cost to business value. Change Management & Workforce Modernization • Lead change management interventions that embed new ways of working, foster agility, and strengthen cultural alignment. • Support adoption of the Gig Workforce Ecosystem and other modern workforce models by creating governance frameworks, policy design, and success measures. • Act as a catalyst for future-of-work practices, integrating innovation, flexibility, and employee experience into OE design. GenAI-Led Organization Effectiveness Interventions • Explore and pilot GenAI-led org effectiveness tools and frameworks to redesign workflows, enhance decision-making, and optimize manpower utilization. • Use AI-powered insights to recommend smarter spans of control, future talent mixes, and productivity-led organization models. • Build predictive models on talent demand, cost implications, and skill shifts to inform strategic workforce planning. Data, Analytics & Insights for Decision Making • Create and publish dashboards covering productivity, role health, spans & layers, workforce mix, and OE project outcomes for leadership. • Generate data-backed insights that influence organizational strategy, enabling leaders to take decisions with clear visibility on trade-offs. Position OE as a business enabler by demonstrating how structure, productivity, and workforce design directly impact profitability. Ideal Candidate Profile: Experience: • 4–6 years of progressive experience with a strong focus on Organization Effectiveness, Org Design, and Productivity Projects. Domain Expertise: • Strong understanding of Organization Design principles (spans & layers, role structuring, workforce sizing). • Hands-on experience with Job Evaluation frameworks, Role Architecture design, and Productivity metrics. • Exposure to large-scale transformation projects (spans & layers redesign, productivity diagnostics, cost optimization, or role architecture) either within a corporate COE or a top-tier consulting environment. • Exposure to Change Management & Transformation interventions, with a bias towards execution. • Awareness of GenAI-led applications in HR/OE, particularly in driving productivity, automation, and workforce optimization. Educational Qualification: • MBA from a Tier-1 institute (IIMs, XLRI, MDI, TISS etc.). • Certifications in data analytics will be an added advantage. D. Desired Competencies: • Organization Design & Productivity Diagnostics: Ability to apply frameworks around role architecture, job evaluation, spans & layers, and productivity metrics to design future-ready org structures. • Analytical & Data-Driven Thinking: Strong capability to interpret organizational data, benchmark market practices, and generate insights that drive leaner, more productive structures. • Change & Transformation Agility: Skilled at managing transformation projects, influencing stakeholders, and driving adoption of new structures, processes, and workforce models. • GenAI & Digital Fluency: Comfort with exploring GenAI/tech-led interventions in OE—leveraging tools and automation to reimagine productivity, manpower design, and decision-making. • Collaboration & Influencing Skills: Strong interpersonal and stakeholder management skills to partner across business, HR, and leadership teams, influencing change without formal authority.