2 Career Architecture Jobs

Role Purpose: The Sr. Manager OD will be responsible for conceptualizing, designing, and implementing organization-wide development interventions to build a high-performance, future-ready workforce. The role will focus on driving culture transformation, leadership development, change management, competency frameworks, career architecture, succession planning, and employee engagement initiatives. Key Responsibilities: 1. Organization Development Strategy Design and drive OD strategy aligned with business goals and HR roadmap. Conduct organizational diagnostics to identify gaps in structure, processes, and people practices. Recommend and implement interventions to improve organizational effectiveness. 2. Leadership Development & Talent Management Create and implement leadership development frameworks for different levels (first-line, mid-management, senior leadership). Drive succession planning and talent reviews for critical roles. Facilitate coaching, mentoring, and high-potential programs. 3. Competency Frameworks & Career Architecture Develop and institutionalize competency frameworks for roles across the organization. Build career ladders, role architecture, and internal mobility frameworks. Partner with managers to support employee career pathing and growth. 4. Change Management & Culture Transformation Lead change management initiatives for business transformations, or restructuring. Design programs to strengthen organizational culture and values. Drive employee engagement and inclusion initiatives to build belongingness. 5. Learning & Development Integration Collaborate with L&D team to design behavioral and leadership programs. Implement micro-learning and digital OD interventions. Track learning effectiveness and align with business outcomes. 6. HR Analytics & Insights Use data and analytics to measure impact of OD programs. Provide insights to leadership on organizational health, culture, and engagement. Benchmark OD practices with industry \standards and bring in innovations. Qualifications & Experience: MBA/PGDM in HR / Organizational Psychology /Organization Development from a reputed institute. 1015 years of progressive HR experience with at least 5+ years in OD / HR Transformation roles. Strong expertise in competency mapping, career frameworks, succession planning, and leadership development. Proven track record in managing large-scale change management and culture-building projects. Excellent facilitation, stakeholder management, and consulting skills. Strong analytical, project management, and communication capabilities. Desired Competencies: Strategic Thinking & Business Acumen Change Leadership & Influence Collaboration & Stakeholder Engagement Analytical Problem-Solving Learning Agility & Innovation Strong Facilitation & Coaching Skills Why Join Us? Opportunity to build and lead OD practices in a fast-growing organization. High visibility role working with senior leadership and business heads. Platform to introduce new-age HR and OD practices. Culture that values innovation, collaboration, and people development. Interested candidates are invited to submit their resumes to Nava Jyothi via email at nava.jyothi@sitaramspinners.com & WhatsApp @ +918897853143.

Job Title: Learning & Development Career Architecture & Internal Mobility Location: Bangalore, India Experience: 12+ Years Compensation: Up to 22 LPA Notice Period: 3060 Days About the Role: We are seeking a highly experienced and strategic Learning & Development (L&D) professional to lead initiatives around career architecture, internal mobility, and talent development. The ideal candidate will bring a strong background in training needs analysis, content development, and solution implementation with hands-on experience in platforms such as Workday Career Hub and SAP SuccessFactors Career Worksheet. Key Responsibilities: Career Architecture & Internal Mobility Define job role structures, levels, and functional tracks across the organization. Create, validate, and manage role-skill profiles for all job families. Drive adoption of self-assessment tools and manager-led skill validations. Map transferable skills to facilitate internal career mobility. Identify and promote adjacent roles to support employee growth. Design structured job rotation programs and bootcamps for key transitions. Align career paths with current and future business skill needs. Program Management & Change Enablement Define program goals, deliverables, and governance aligned with enterprise objectives. Plan and manage budgets, timelines, and team resources for L&D initiatives. Lead stakeholder engagement and communication for successful adoption. Identify risks and implement mitigation strategies. Track KPIs and program success metrics to ensure business outcomes are achieved. Data, Analytics & Reporting Monitor usage, adoption, and completion rates of skill profiles. Gather and interpret feedback for ongoing framework improvements. Ensure data compliance and integrity within learning systems. Provide analytical reports to leadership on trends and development gaps. Learning & Development Strategy Conduct training needs analysis (TNA) at individual, team, and organizational levels. Design and deliver impactful learning interventions (in-person, virtual, and blended). Evaluate training effectiveness using measurable KPIs and learner feedback. Lead L&D innovation and continuous improvement projects. Source and manage external training partners for specialized programs. Required Skills & Qualifications: Minimum 12 years of experience in L&D, career architecture, and talent development. Proven experience with Workday Learning, Workday Career Hub, and SAP SuccessFactors Career Worksheet. Strong expertise in training needs analysis, content development, and program implementation. Exceptional stakeholder management and communication skills. Proficiency in data analytics and MS Office Suite (Excel, PowerPoint). Ability to engage with and influence senior leadership. Experience leading enterprise-wide L&D programs across cross-functional teams.