Lead Organizational Development Talent Management

Job Title: Lead Organizational Development & Talent Management (OD & TM)

Experience: 8–10 years

Location: Mumbai – Mahalaxmi (Work from Office)

Role Purpose

To design, drive, and execute Talent Management, Organizational Development, Employee Engagement, Diversity, Equity & Inclusion (DEI), and Employee Experience initiatives to enable Ion Exchange’s transformation and growth agenda. This role will be instrumental in building leadership pipelines, enabling internal mobility, fostering a high-performance culture, and supporting organization design and change interventions.

Key Responsibilities

1. Talent Management

• Manage Talent Review and Succession Planning process across functions and levels.
• Facilitate Talent Review Councils with business leaders to identify, calibrate, and plan for Hi-Potentials and successors.
• Conduct training and enablement sessions for managers on talent identification, development, and internal mobility principles.
• Design and implement frameworks for Career Paths, Internal Career Mobility, and Individual Development Plans (IDPs).
• Execute Fast Track Talent Programs, including assessment and development centers for HiPo employees.
• Support the design and review of Talent Management policies, including mobility, career progression, and HiPo nominations.
• Partner with leadership on critical talent retention strategies.

2. Organizational Development (OD)

• Drive Organization Design (OD) interventions, including Org Design, role clarity, structural changes, and capability alignment.
• Lead initiatives in Job Evaluation (JE) and leveling frameworks to ensure internal equity and role benchmarking.
• Support the institutionalization of the company’s Values and Culture, including defining behavioral anchors and embedding through systems.
• Facilitate change management strategies for key business and digital transformation initiatives
• Lead the design and execution of employee listening initiatives.
• Partner on building leadership team effectiveness, design and facilitation of OD workshops, interventions, and diagnostics.

3. Employee Engagement & Experience

• Develop and manage the Employee Engagement strategy, including annual surveys, pulse checks, and focus group insights.
• Work with cross-functional teams to drive action plans and initiatives to improve engagement scores.
• Build the Employee Experience (EX) framework, mapping critical “moments that matter” across the employee lifecycle.
• Champion a culture of continuous feedback, recognition, and positive work climate.

4. Diversity, Equity & Inclusion (DEI)

• Support the execution of the DEI roadmap with initiatives focused on gender inclusion, generational diversity, and inclusive practices.
• Design and drive awareness campaigns, sensitization workshops, and forums for allyship and belonging.
• Support data-driven monitoring and reporting of DEI progress and outcomes.

5. HR Capability & Process Maturity

• Work with HR and business leaders to uplift HR capability, maturity of TM and OD processes, and HR’s strategic impact.
• Collaborate across COEs (e.g., L&D, C&B) to ensure integrated talent solutions aligned with future capability needs.

Desired Profile

Qualifications

Postgraduate in Human Resources, Organizational Psychology, or related field from a reputed institution.

Experience

• 8–10 years of experience in Talent Management and OD.
• Exposure to Talent Review processes, assessment centers, career frameworks, and org design.

Skills & Competencies

• Strong understanding of OD and Talent Management frameworks
• Excellent facilitation, stakeholder management, and project execution capabilities.
• Strategic mindset with strong execution rigor and analytical ability.
• Comfort working in ambiguous and evolving environments with a transformation agenda.

Why Join Ion Exchange?

• Opportunity to lead high-impact HR initiatives in a company undergoing strategic transformation.
• Drive change in leadership capability, employee culture, and HR maturity.
• Work closely with senior leadership and the CHRO in shaping the future of the organization.