PMS & OD Specialist

Job function

Learning & Development

Designation

Level

Employment Type

Full Time

Experience level

3 to 5 years

Workplace Type

Onsite

Location

Noida, India

Must have skills

Communication Skills

Relationship Building

Stakeholder management

interpersonal skills

Good to have skills

Vendor management

Qualifications

We are seeking a seasoned HR leader years) with deep expertise in designing, implementing and driving Performance Management Systems (PMS), OD, and Learning & Development (L&D) programs. The ideal candidate will also have hands-on experience managing / implementing HRMS solutions to support these initiatives. You will partner closely with leadership to align people processes with business strategy, build capability across the organization, and ensure that performance and learning are embedded in GEMS's culture.

Exposure to leadership development, talent management processes, and handling multi-location learning delivery is essential.

• Qualification: A Full time MBA from a prestigious Business School. A certification in L&D / OD is preferred (e.g., CIPD, SHRM, ASTD etc.).

• Experience: Minimum 10-14 years of progressive HR experience, especially in medium to large organizations.

• Proven experience as an Organizational Development professional or a similar role.

• Experience in designing and delivering training programs and workshops.

• HRMS Proficiency: Hands-on experience with HRMS / HRIS systems (implementation or administration) — especially modules around performance, learning, appraisals, dashboards, reporting.

• Strong knowledge of learning methodologies, adult learning, training tools, leadership development.

• Strong analytical and problem-solving skills, with the ability to think strategically and make data-driven decisions.

• Change management skills: influencing stakeholders at all levels, driving adoption, dealing with resistance.

• Exceptional communication and interpersonal skills, with the ability to build effective relationships at all levels of the organization.

• Thought leadership with respect to HR best practices, current trends in performance management, learning, competency frameworks etc.

• Prior experience working across multiple locations / geographies or with remote teams is a plus.

Job role

1. Organizational Development

• Develop and implement a comprehensive organizational development strategy that aligns with the company's overall business goals and objectives.
• Partner with senior leaders and key stakeholders to identify and address organizational development needs, gaps, and opportunities.
• Design and ensure programs and initiatives that support employee development, talent management, and succession planning.
• Lead cultural transformation initiatives and foster a positive work environment that promotes collaboration, innovation, and continuous improvement.
• Conduct organizational assessments and diagnose organizational issues to identify areas for improvement and develop targeted interventions.
• Collaborate with HRBP and other cross-functional teams to ensure that organizational development initiatives are integrated with other HR programs and processes.

2. Leadership Development

• Manage flagship leadership development programs for mid-level and senior leaders
• Address developmental needs at all levels, including senior leaders and managers to enhance their leadership capabilities.
• Coordinate with external consultants and academic institutions for leadership interventions
• Facilitate executive coaching engagements and 360-degree feedback processes

3. Capability Building

• Build organizational capability: evaluation of current capabilities, building future skills based on the business needs
• Build managerial capability across levels through targeted interventions
• Track ROI of key learning programs and measure impact on business outcomes
• Drive on-the-job learning culture and continuous development through mentoring and knowledge-sharing forums
• Design and lead a comprehensive campus training program aimed at equipping trainees with the skills and capabilities required for successful transition into full-time roles

4. Change Management & Communication

Develop and execute change management strategies to support organizational change initiatives, including function specific interventions, communication plans, training programs, and employee engagement.

5. Stakeholder & Vendor Management

• Engage with business leaders, plant HR managers, and department heads to co-create OD and L&D initiatives
• Manage relationships with external training vendors, consultants, and universities.