42 Organizational Design Jobs - Page 2

As an OD Consultant at KPMG Global Services (KGS) in the Human Capital Advisory (HCA) practice, you will be responsible for collaborating closely with clients to create and execute organizational design and workforce planning strategies that align with their unique business objectives. Your role will involve evaluating the existing organizational structures of clients, pinpointing areas for enhancement, crafting efficient organizational models, formulating workforce plans, and delivering continuous guidance and assistance to clients throughout the process. The ideal candidate for this position will showcase proficiency in analytical thinking, problem-solving capabilities, and project management expertise. Moreover, excellent communication and presentation skills are essential, along with a profound comprehension of organizational design, workforce planning, and change management principles.,

As an HR Manager at blueBriX, you will play a crucial role in redefining the conventional approach to Human Resources. Unlike traditional HR roles focused on enforcing rules, at blueBriX, we are looking for someone who can lead the way in shaping a progressive organizational culture. Our company is not just about maintaining the status quo. We are at the forefront of revolutionizing digital health platforms, reinventing care delivery, building trustworthy workflows, and developing cutting-edge AI tools. To support our ambitious mission, we need an HR Manager who is not afraid of challenges and is ready to drive change. In this role, you will have the opportunity to break away from generic job descriptions and standard evaluations. You will be tasked with creating a career development framework that empowers employees rather than constrains them within a corporate structure. Handling performance issues will be part of your responsibility, and you will do so with professionalism and tact, avoiding unnecessary drama. As an HR Manager at blueBriX, you will be a key player in shaping our organizational culture, compensation philosophy, organizational structure, and internal communications. Your impact will extend beyond written policies to influence how people work, communicate, innovate, and lead within the company. While strategic decision-making and leadership will be central to your role, you will also be involved in the operational aspects of HR, such as crafting policies, managing offers, analyzing metrics, and conducting performance reviews. Demonstrating a hands-on approach to these tasks will be essential in establishing your credibility and leadership within the HR function. This role is based in Kochi, emphasizing the importance of physical presence and active engagement with the team. We believe that being among your colleagues fosters collaboration, energy, and a deeper understanding of the organization's dynamics. Hybrid work arrangements are not feasible for this position, underlining our commitment to in-person collaboration and leadership. If you are a forward-thinker who views HR as a catalyst for growth and innovation, rather than just a compliance function, blueBriX is the place for you. We are seeking a resilient and visionary leader who can navigate challenges with integrity, make tough decisions, and inspire others to excel. Join us in redefining the role of HR and making a real impact on our organization's success.,

Looking for a dynamic HR Business Partner with 5-8 years of experience who can drive strategic business partnering and lead talent management initiatives across teams. Key Skills: Strategic HR Business Partnering Talent Management & Development Stakeholder Management Organizational EffectivenessResponsibilities: Strategic HR Business Partnering: Act as a trusted advisor and consultant to assigned business units and leadership, understanding their strategic objectives, challenges, and talent needs. Translate business priorities into actionable HR strategies and initiatives that drive business results and foster organizational growth. Provide expert guidance and support on a wide range of HR matters including workforce planning, organizational design, change management, and employee relations. Analyze HR metrics and data to identify trends, diagnose root causes of HR challenges, and propose data-driven solutions to improve business performance. Contribute to the development and implementation of company-wide HR policies, programs, and practices. Talent Management & Development: Lead and implement comprehensive talent management initiatives, including performance management cycles, talent reviews, succession planning, and leadership development programs. Partner with managers to identify key talent, assess development needs, and create tailored development plans to build a strong talent pipeline. Drive employee engagement initiatives to foster a positive work environment, enhance employee satisfaction, and improve retention. Oversee onboarding and offboarding processes, ensuring a seamless and positive experience for employees. Facilitate training and development programs to enhance employee skills and capabilities, aligning with organizational goals. Stakeholder Management: Build strong, collaborative relationships with senior leaders, managers, and employees across all levels of the organization. Effectively communicate HR strategies, policies, and initiatives to diverse audiences, ensuring understanding and buy-in. Influence and coach managers on effective leadership practices, performance management, and employee development. Address and resolve complex employee relations issues, grievances, and disciplinary matters with fairness and in compliance with legal requirements. Organizational Effectiveness: Collaborate with business leaders to optimize organizational structures and processes, enhancing efficiency and productivity. Drive change management efforts, guiding teams through transitions and ensuring smooth adoption of new initiatives. Promote and embed the company's values and culture, ensuring they are reflected in daily operations and employee interactions. Identify opportunities for process improvement within HR and across the business to enhance overall organizational health.

You have an exciting opportunity with one of the leading conglomerate companies based out of Navi Mumbai for the position of Senior Human Resources Manager. With 12-17 years of experience and an MBA (full time) education, you will be responsible for aligning HR initiatives with business priorities, fostering a high-performance culture, and ensuring seamless HR service delivery. Your role will involve acting as a strategic partner to the business by aligning HR initiatives with organizational goals, managing end-to-end HR functions, enhancing employee experience, and driving organizational effectiveness. You will serve as a trusted advisor to senior leaders, providing guidance on talent strategy, workforce planning, and organizational design. As the Senior Human Resources Manager, you will drive the execution of talent management initiatives, including succession planning, leadership development, and competency frameworks. You will support leaders in promoting a performance-driven culture by facilitating performance conversations and development discussions. Additionally, you will lead change management initiatives to ensure the smooth adoption of new policies, processes, and systems. If your profile matches the role criteria, we will share the detailed job description with you.,

We are seeking an HR Business Partner (OD and L&D) to join our client's team and spearhead impactful initiatives focusing on organizational development, learning, and fostering a positive company culture. The ideal candidate will collaborate with leadership to drive OD strategies, talent planning, and promote a culture of continuous learning. This pivotal role involves aligning HR frameworks with business objectives, leading learning and development endeavors, enhancing employee engagement, and implementing change management strategies. Responsibilities: - Serve as a trusted consultant to business leaders, translating their needs into effective HR strategies. - Drive workforce planning, succession planning, and organizational design efforts. - Utilize HR data and insights to facilitate decision-making and foster continuous improvement. - Lead comprehensive L&D programs, from identifying skill gaps to evaluating training outcomes. - Develop and implement impactful learning journeys, leadership development initiatives, and digital learning programs. - Collaborate with various business units to ensure that learning initiatives are in sync with organizational objectives. - Collaborate with cross-functional leaders to steer transformation and change management initiatives. - Advocate for OD interventions that enhance capabilities, culture, and organizational agility. - Oversee performance management processes such as goal-setting and feedback cycles. - Support managers in creating coaching and development plans to unlock employee potential. - Shape talent development strategies and identify high-potential talent pools. - Cultivate an engaging and inclusive work culture through targeted programs and feedback mechanisms. - Act as a custodian of culture by integrating DEI principles into programs and practices. Requirements: - Postgraduate degree in HR, Organizational Development, or a related field. - Minimum of 8 years of progressive HR experience, with a focus on OD and L&D. - Demonstrated success in designing and executing learning strategies in fast-paced, large-scale environments. - Strong stakeholder management, facilitation, and analytical skills. - Proficiency in Indian labor laws and HR operations. - Hands-on experience with HRIS systems (preferably BambooHR) and digital learning tools. Preferred Qualifications: - Certifications in SHRM, ATD, or similar. - Experience with e-learning platforms and leadership development programs. Joining this role presents an exciting opportunity to influence how individuals develop, lead, and adapt within a dynamic organization. If you excel at the convergence of strategy, people, and performance, this role could be your next significant career advancement.,

As a visionary and accomplished Human Resource Director, you will be responsible for leading the human resources strategy and fostering a high-performance, inclusive culture within our organization. With over a decade of progressive HR experience and an advanced degree in Psychology, Sociology, or Law, you will demonstrate a strong understanding of human behavior, systems, and governance. In this strategic leadership role, you will leverage your expertise in workforce planning, organizational development, employee engagement, legal compliance, and cultural transformation. Collaborating closely with senior leadership, you will ensure that human capital initiatives align with the company's business objectives. Your key responsibilities will include overseeing all HR verticals such as talent acquisition, performance management, learning & development, and succession planning. You will also champion employee engagement, diversity, equity, and inclusion (DEI) initiatives while ensuring compliance with employment laws, labor regulations, and internal policies. Additionally, you will provide strategic guidance on organizational design, change management, and leadership development. Handling employee conflicts and grievances with fairness, empathy, and legal insight will be a crucial part of your role. You will also be expected to develop data-driven HR strategies utilizing advanced analytics and reporting tools and represent the organization in external HR forums, regulatory interactions, and audits. To qualify for this role, you must possess a Masters degree in Psychology, Sociology, or Law (PhD highly preferred) along with at least 10 years of robust HR leadership experience. A proven track record in designing and implementing strategic HR frameworks, expertise in labor law, behavioral science, and HR best practices, as well as exceptional communication, negotiation, and leadership skills are essential requirements for this position.,

As a People Analytics Specialist, you will work in close collaboration with the Regional HR Business Partner to integrate data from multiple systems for comprehensive analysis. Your role will involve partnering with business leaders to align HR strategies with operational goals. You will provide strategic HR guidance on workforce planning, talent development, and organizational design, presenting findings and data-driven recommendations to senior management and other key stakeholders. Staying up-to-date with the latest trends, tools, and best practices in people analytics and HR technology will be essential. You will be responsible for continuously improving data collection processes, reporting standards, and analytical techniques. Serving as the Single Point of Contact (SPOC) for all HR operational activities for the region, you will play a crucial role in ensuring seamless coordination. In the realm of People Metrics & Insights, you will measure and track key HR metrics to derive insights on workforce trends and business outcomes. Your duties will involve collecting, analyzing, and interpreting HR data related to employee performance, turnover, recruitment, engagement, training and development, attrition, and retention. Additionally, you will collaborate closely with HR teams to gather and analyze data, facilitating data-driven decisions in areas such as talent acquisition, employee engagement, and performance management.,

The Director, Organizational Design and Workforce Planning will lead the strategic implementation of organizational design and workforce planning technologies, processes, and tools. You will ensure that the organizations structure, talent strategies, and workforce planning capabilities align with the company's long-term goals and business priorities. Partnering with Organizational Effectiveness and HR, you will drive end-to-end assessment, design, deployment, and sustainability of organizational design and workforce planning. This role is both strategic and operational, requiring cross-functional collaboration and an innovative approach to managing change in a dynamic environment. Your main responsibilities will include designing and implementing a scalable, enterprise-wide organizational design and workforce planning strategy that supports business objectives. Acting as a trusted advisor to leadership, you will provide insights and recommendations on workforce analytics, talent gaps, and organizational design best practices. Additionally, you will co-lead the end-to-end implementation of organizational design and workforce planning technology, collaborating with IT and HR teams to ensure seamless system integration and data accuracy. You will drive user training, system optimization, and technology adoption across the organization. Furthermore, you will develop, standardize, and continuously improve processes and tools for workforce planning and organizational design. This will involve creating frameworks to analyze and model workforce scenarios, organization structures, and succession planning. You will build tools to enable leaders and HR teams to proactively address talent needs and workforce gaps. Overseeing the collection, analysis, and interpretation of workforce and organizational data to guide decisions will be crucial, partnering with HR/Workforce analytics team to generate actionable insights from workforce data, trends, and benchmarks. Ensuring data quality and consistency across organizational systems and reporting will also fall under your purview. Collaborating closely with Org Effectiveness Leaders, HR Business Partners, Finance, and other stakeholders to ensure workforce plans are integrated into budgeting and strategic planning processes will be a key aspect of this role. The ideal candidate will possess a Bachelor's degree in industrial/organizational psychology, Organizational Development, or a related field. Certification as a Change Management Practitioner (Prosci) or Certified Change Management Professional (ACMP) would be preferred. Proven experience in organizational design, workforce planning, or related fields, with leadership experience, is required. Strong experience in implementing HR technologies and workforce planning tools, expertise in workforce analytics, organizational modeling, and change management are essential. The ability to collaborate in a global environment, work across functions and business units, and influence senior leadership is crucial. Exceptional problem-solving, communication, and project management skills are necessary, along with the ability to communicate effectively at all levels in the organization. Competence in multi-tasking, managing demands across numerous projects and client groups, creating clear, concise, and convincing communications and presentations, and working with objectivity in an ambiguous, high-change environment are also important qualities. Being a creative problem solver with high intellectual curiosity, possessing excellent consulting skills with a client-focused mindset, and having strong business acumen, project management, critical thinking, and problem-solving skills are valued attributes. At McCormick, you will be part of a team united by flavor and driven by results. As an employee, you will have the opportunity to contribute to something bigger than yourself, influencing the company's direction and growth. With a passion for flavor, a history of leadership and integrity spanning 130 years, competitive and comprehensive benefits, and a culture built on respect and opportunities for growth, there are many reasons to consider a career at McCormick.,

Key Responsibilities: Strategic Partnering: Serve as a trusted advisor to Tech & Product leadership, aligning people initiatives with business objectives. Performance & Talent Management: Lead the performance management process including annual reviews, continuous feedback, variable pay cycles, and talent calibrations. Organizational Design: Partner with leaders to design optimal team structures, reporting lines, and future workforce plans that support scale and agility. Coaching & Capability Building: Coach team leaders and managers to enhance leadership effectiveness, team engagement, and a culture of ownership. Change & Transformation: Drive change management initiatives across org design, systems implementation, and cultural transformation. Diversity & Inclusion: Collaborate with TA and COEs to drive inclusive hiring and retention strategies across tech/product verticals. Data-Driven Decisions: Generate and analyze HR dashboards and business unit reports to identify trends, risks, and opportunities. HR Technology Adoption: Champion HR tech tools (e.g., OKRs, LMS, PMS) and collaborate with product/HR tech teams for seamless adoption. Policy & Process Excellence: Continuously evaluate and recommend improvements to HR policies, programs, and practices for better efficiency and impact. Project Management: Lead and execute cross-functional HR projects and interventions tailored to the needs of the Tech/Product business units. Employee Engagement: Act as a strategic business partner by applying problem-solving skills to address employee grievances and resolve issues. Lead skip-level meetings and track engagement and sentiment metrics to implement initiatives that enhance employee well-being. Education - MBA from Premiere Institute (Tier 1 or Tier 2) Industries Preferred - Saas/IT/Ecommerce/FMCG/FMCD/Retail/Fintech

Overview As a Human Resources Business Partner (HRBP) at PepsiCo, you will work closely with business leaders and teams to drive the people agenda and provide strategic HR support. You will play a pivotal role in aligning HR practices with business objectives, ensuring a high-performing, engaged, and inclusive workforce. This role requires a mix of strategic thinking and hands-on execution to drive business results through talent management, employee relations, and more. Responsibilities Business Partnership: Partner with business leaders to understand their objectives, challenges, and people needs. Provide guidance on HR strategies that support business goals and operational effectiveness. Influence leadership decisions with data-driven insights and HR best practices. Talent Management: Support in talent management processes including talent reviews, leadership development. Identify gaps and create solutions to build and sustain a high-performance culture. Develop and implement strategies to attract, retain, and develop top talent. Employee Engagement & Culture: Foster a culture of engagement and drive inclusion for growth Work with managers to improve employee satisfaction (OHS - org health), retention, and productivity. Manage and execute programs that improve organizational culture and employee morale. Change Management Support business transformation and change initiatives, ensuring smooth transitions for employees and teams. Advise on organizational design and structure to ensure efficiency and alignment with business goals. Provide coaching to leaders and managers to build their leadership capabilities and improve team effectiveness. Employee Relations & Conflict Resolution: Act as a trusted advisor in handling employee relations issues and conflict resolution. Ensure compliance with legal and regulatory requirements, internal policies, and ethical standards. HR Metrics & Reporting: Utilize HR analytics to assess trends, provide insights, and recommend actions to improve business and people outcomes. Monitor and track key HR metrics (e.g., turnover, engagement, performance) and implement corrective actions as needed. Learning & Development: Collaborate with Learning & Development teams to create and implement training programs to develop the skills of managers and employees. Promote continuous learning and professional growth within teams. Qualifications Experience: Minimum 2-5 years of progressive HR experience in a business partner or generalist role, ideally within a fast-paced global or multinational organization. Education: Bachelor's degree in Human Resources, Business, Psychology, or related field advanced degree (e.g., MBA, HR certifications) preferred.

To lead the People function by partnering with senior leadership to build scalable systems, enhance performance & cultivate a feedback-driven culture in a hybrid distributed work environment aligned with the company’s rapid growth and strategic goals

Job Requisition ID # 25WD89688 Position Overview Our People Consulting team provides expert consulting services and support to people managers which help to create high performing teams and drive positive employee experiences. The Director, People Consulting, APAC will have dual responsibility for leadership and evolution of the APAC People Consulting team, as well as act as a strategic APAC People partner to leaders and PPL Stakeholders, ultimately setting up APAC for future growth. Responsibilities Development of Regional People Strategy through understanding of the Global PPL and business strategic priorities and the opportunities and needs across APAC and interpret them into regional actionable strategic priorities Act as a strategic partner for regional leadership, in partnership with division People Business Partners, to align activities with business needs, and to translate people plans into regional outcomes Provide leadership guidance in the areas of: local leadership pipeline development aligned to divisional talent plans, location strategy guidance, organizational design and planning Responsible for leadership and development of the regional People Consulting team, ensuring that services are provided in a competent, impactful and scalable way.Selection, mentoring, coaching, performance management and assessment, and rewards and recognition, producing high performance outcomes. Participate as part of the Global People Consulting Leadership team helping to align people consulting capabilities and services globally, also participating in the broader PPL extended leadership team ensuring that we deliver against manager and employee experience needs for Autodesk Oversight of Manager Enablement activities both 1:1 and at scale, ensuring people managers and leaders are provided with expert and scalable support on a wide variety of talent issues Oversee Employee Relations work across the geo, ensuring risk, cost and business needs are assessed and in balance, ensuring compliance with local laws. Provide coaching to team on handling/resolving complex ER and performance issues, including oversight of post investigation plans Champion regional needs to provide input the broader planning process within the People and Places organization. Ensure People and Places Leadership and other stakeholders are informed about regional needs, trends and opportunities. Oversee local implementation of workforce plans and people plans as needed Drive plans to support regional growth and transformation Work across all levels of leadership in the geo to provide executive and leadership development coaching Understand and analyze data representing workforce needs and trends and represent data to key stakeholders Oversee the India growth strategy in partnership with People and Places COEs, People Business Partners and Business Stakeholders. Help to drive Autodesk India as a top employer of choice Partner with geo and global COEs to provide SME support across geo Participate global team meetings, leadership meetings when required and act as regional voice to contribute to the Global People Consulting strategy Ensure global consistency for all global People and Places programs, processes and policies Minimum Qualifications Experience leading a team of HR professionals across multiple countries in APAC Strong knowledge of talent market trends across APAC with a particular expertise in India Experience leading in hi-growth environments Experience leading in both a partnership model and a services model Strong Employee Relations knowledge and the ability to understand and apply employment legal requirements and country/culture differences across all of APAC A consultative approach to diagnose, coach and problem solve on a wide range of talent topics including Org design, Location/workforce planning and change management. An analytical and innovative mindset to continue to transform and develop the APAC People Consulting function, leveraging technology to continue to scale and support evolving business/manager needs Ability to build relationships and influence a wide range of partners #LI-BV1 Learn More About Autodesk Welcome to Autodesk! Amazing things are created every day with our software - from the greenest buildings and cleanest cars to the smartest factories and biggest hit movies. We help innovators turn their ideas into reality, transforming not only how things are made, but what can be made. We take great pride in our culture here at Autodesk - our Culture Code is at the core of everything we do. Our values and ways of working help our people thrive and realize their potential, which leads to even better outcomes for our customers. When you're an Autodesker, you can be your whole, authentic self and do meaningful work that helps build a better future for all. Ready to shape the world and your future Join us! Salary transparency Salary is one part of Autodesk's competitive compensation package. Offers are based on the candidate's experience and geographic location. In addition to base salaries, we also have a significant emphasis on discretionary annual cash bonuses, commissions for sales roles, stock or long-term incentive cash grants, and a comprehensive benefits package. Diversity & Belonging We take pride in cultivating a culture of belonging and an equitable workplace where everyone can thrive. Learn more here: Are you an existing contractor or consultant with Autodesk Please search for open jobs and apply internally (not on this external site).

WRI India, an independent charity legally registered as the India Resources Trust, provides objective information and practical proposals to foster environmentally sound and socially equitable development. WRI India s mission is to move human society to live in ways that protect Earth s environment and its capacity to provide for the needs and aspirations of current and future generations. Through research, analysis, and recommendations, WRI India puts ideas into action to build transformative solutions to protect the earth, promote livelihoods, and enhance human well-being. We are inspired by and associated with World Resources Institute (WRI), a global research organization. Currently over 250 researchers are working with WRI India in our offices at Delhi, Mumbai and Bengaluru. About the Role: We are seeking a dynamic and experienced Leadership Coach to design and deliver personalized coaching sessions for senior leaders and managers within the Food & Land Waste vertical at WRI India. This engagement focuses on enabling leadership effectiveness through targeted behavioral development, including emotional intelligence, adaptive leadership, and performance management. Key Responsibilities: Facilitate six (6) one-on-one leadership coaching sessions (1 hour each) for senior leaders and managers. Build leadership capabilities in areas such as: Emotional Intelligence Adapting to different personalities Goal setting and outcome-oriented leadership Conducting performance conversations Driving employee motivation and improving manager-reportee relationships Customize coaching plans to align with the unique context of WRI India s Food & Land Waste vertical. Provide guidance and actionable feedback to help leaders achieve measurable developmental outcomes. Coordinate closely with internal points of contact and ensure compliance with WRI India s coaching objectives and standards. Maintain confidentiality and professionalism in all coaching interactions. Skills and Qualifications: Certified Leadership Coach (e.g., ICF, EMCC, or equivalent credential preferred). 7-10 years of coaching experience with senior professionals or teams. Deep understanding of emotional intelligence, leadership behaviors, and organizational dynamics. Proven ability to drive transformation through structured coaching. Experience working with mission-driven organizations, NGOs, or research institutions is an advantage. Strong interpersonal skills and cultural sensitivity.

AGR Knowledge Services Pvt. Ltd is into Research and Consulting providing outsourced research solutions to some of the worlds largest manufacturing, financial services, consulting, and technology companies. Our team has accomplished more than 3000 assignments for over 250 global clients with over 2/3rd of the revenue coming from repeat clients. AGR derives its unique global research expertise by leveraging three decades of strategic consulting pedigree from its parent company. Title: OD Consultant Location: Mumbai (Sion); Work mode : Work from the office (no WFH or hybrid) AGR has secured the exclusive mandate to set up and manage a Global Capability Centre (GCC) in India for our client Merak Capital (). The HR Consultant role will be a part of this GCC. Merak Capital is a technology investment firm licensed by the Capital Market Authority of Saudi Arabia and based in Riyadh. It manages Venture Capital and Private Equity funds, with investments from across the region in various technology verticals such as FinTech, Logistics, E-Commerce, and others. The OD Consultant will provide expert guidance and deliver innovative solutions across various HR Projects, including Organizational design, Rewards and Recognition, compensation restructuring etc. This role requires a strategic thinker with strong analytical and presentation skills to support business objectives and drive organizational effectiveness. Key Responsibilities 1. Organizational Development (OD) Conduct assessments to identify organizational development needs. Design and implement programs to enhance organizational performance and employee engagement. Facilitate change management initiatives to ensure smooth transitions during structural or cultural shifts. 2. Organizational Design Develop and optimize organizational structures to align with business goals. Collaborate with leadership to define roles, responsibilities, and reporting lines. Provide recommendations on workforce planning and talent allocation to improve efficiency. 3. Policy Development Draft, review, and update HR policies to ensure compliance with local labor laws and industry best practices. Develop procedures and guidelines to support consistent policy implementation. Communicate policy updates effectively across the organization. 4. Rewards and Compensation Design competitive compensation structures and benefits packages to attract and retain top talent. Conduct market benchmarking to ensure alignment with industry standards. Develop and implement reward programs to recognize employee contributions. 5. HR Analytics and Reporting Analyze HR metrics to identify trends and provide data-driven insights. Present findings and recommendations to leadership to inform decision-making. Monitor the effectiveness of implemented HR strategies and initiatives. 6. Presentation and Communication Prepare and deliver high-impact presentations to stakeholders, including senior leadership. Facilitate workshops and training sessions to support HR initiatives. Ensure clear and effective communication of HR programs and policies across all levels of the organization. Qualifications and Skills Education: Bachelors degree in Human Resources, Business Administration, or related field. Masters degree or HR certifications (e.g., SHRM-CP, CIPD, or equivalent) preferred. Experience: 3-4 years of experience in OD, organizational design, and compensation and rewards. Technical Skills: Proficiency in HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint). Strong analytical skills with the ability to interpret complex data. Core Competencies: Expertise in organizational development and design principles. In-depth knowledge of policy creation and implementation. Comprehensive understanding of rewards and compensation frameworks. Excellent presentation and facilitation skills. Strong interpersonal and communication skills to engage effectively with diverse stakeholders. Ability to manage multiple projects and meet tight deadlines. Additional Notes: Experience in KPI/KRA design, HR Analytics, HR Metrics, Designing Compensation Structure, Formulating Orgn Hierarchy & policies, Framing Reward & Recognition policy is a must have exposure.

Role & responsibilities Expected to be an SME, collaborate and manage the team to perform. Responsible for team decisions. Engage with multiple teams and contribute on key decisions. Provide solutions to problems for their immediate team and across multiple teams. Contribute to the analysis and design/re-design of business processes Preferred candidate profile Must To Have Skills: Proficiency in SAP Global Trade Services. Strong understanding of business processes and their impact on performance. Experience in analyzing and designing/re-designing business processes. Knowledge of organizational design principles. Experience in gathering requirements and understanding business needs.

People Advisory Services shapes and delivers the part of business strategy that depends on people. As a PAS professional, you will have the opportunity to work with global clients to understand and address some of their largest and most complex people related challenges, and ultimately improve and drive sustainable business results. We focus on engagements that relate to performance, talent, systems, reward, mobility and analytics. In joining PAS - a global network, youll also gain valuable experiences and a wealth of knowledge by working across capabilities, service offerings, sectors and geographies. So whenever you join, the exceptional EY experience lasts a lifetime. The opportunity As a member of the PAS team focused on HR and business performance, you will join a talented group of professionals that help support the design and implementation of HR operating models and organizational structures, improve HR process efficiency, manage people risks, support change efforts to help organizations to successfully transition to a future state, and advise organizations on a range of challenges that are associated with a merger, acquisition, divestiture and/or carve-out. Our key capabilities include: Organizational Change Management Organizational Design HR Operating & Delivery Model HR Process Efficiency & Policy Transactions Your key responsibilities As a Manager, you will be a key resource on business transformation projects. In this role, you should be able to deliver quality client service, deliver insightful solutions and balance multiple priorities. You will also be expected to have excellent communication skills, integrate into and lead new teams, and rapidly establish relationships. Demonstrate technical competence in our capabilities (Organizational Change Management, Organizational Design, HR Operating & Delivery Model, HR Process Efficiency & Policy and Transactions) and take a practical/business driven approach to solving complex client challenges Contribute to generating profitable revenue through identifying follow-on engagement opportunities and developing lasting relationships with clients Lead project work streams from planning through to implementation - managing project resources and budgets effectively Be able to influence and persuade clients and stakeholders to gain support for any major change initiatives and/or decisions Take a practical approach to solving issues and gaining client agreement Encourage and facilitate collaboration amongst team members, and promote an inclusive working environment Identify and effectively manage and mitigate any risks and issues Contribute to business development and client pursuit activities by preparing proposals and delivering presentations for potential clients Provide coaching and development opportunities for junior resources and peers, and act as a visible role model for our people Skills and attributes for success Excellent managerial, organizational, analytical and communication skills Experience in Organizational Change Management, Organizational Design, HR Operating & Delivery Model, HR Process Efficiency & Policy and Transactions To qualify for the role you must have Post graduate degree or equivalent with a specialization in Human Resources (India or abroad) from a Tier 1 Institute. 6 - 9 years of experience in HR role (recruitment, organization structuring, manpower planning, compensation and benefits, learning and development, performance management etc.) Relevant professional experience, including for example previous work with a global management consultancy firm, niche consultancy or performed an in-house role in which you gained exposure to a large-scale project(s) Ideally you’ll also have Strong communication, facilitation, relationship-building, presentation and negotiation skills. Be highly flexible, adaptable, and creative. Comfortable interacting with senior executives (within the firm and at the client) Strong leadership skills and supervisory responsibility. What we look for People with the ability to work in a collaborative way to provide services across multiple client departments while adhering to commercial and legal requirements. You will need a practical approach to solving issues and complex problems with the ability to deliver insightful and practical solutions.

Job Description Location: India (Bangalore preferred - Onsite is mandatory) Reports To: OCI India Hub Leader Job Type: Full-time, Individual Contributor (IC4 level) Work Hours: Flexible India timezone with collaboration in US and EU time zones Overview of the Role The Program Manager will act as a strategic execution arm for the OCI India Hub Leader, leading high-priority, cross-functional initiatives that are critical to the success and maturity of Oracle Cloud Infrastructure (OCI) in India. These may include programs that are: Strategic and OCI-changing, requiring dedicated focus and execution velocity Resource-gapped initiatives that would otherwise stall or fail without this roles intervention Multi-disciplinary efforts bridging Engineering, HR, Compliance, Real Estate, Facilities, Talent Acquisition, and global stakeholders You will play a horizontal leadership role orchestrating alignment, navigating ambiguity, switching contexts rapidly, and driving outcomes with autonomy, accountability, and precision. Highlights of the Role Drive high-impact strategic initiatives on behalf of OCI India Hub Leader Interface directly with global OCI Leadership, cross-functional leaders, and India-based teams Lead programs that touch organizational design, operations, culture, hiring, facilities, compliance, and governance Be an embedded generalist with a builder mindset part program manager, part strategist, part execution partner Own visibility, communication, data, and stakeholder engagement end-to-end Work autonomously while staying deeply aligned with OCI priorities Measured for success to deliver Operational Leadership Support Lead and coordinate cross-functional programs that align the India Development Center (IDC) with OCIs global roadmap and corporate governance. Support the Hub Leader in driving operational excellence, facilitating local executive meetings, and creating visibility for IDCs goals and challenges. Monitor program risks, dependencies, and progress; ensure clear documentation, tracking, and reporting of outcomes to global and local leadership. People and Community Programs Collaborate with Talent, HR, and Engineering to drive culture, employee engagement, retention, and career development initiatives across OCI India. Support strategic talent initiatives including hiring dashboards, onboarding enhancements, mentorship programs, and technical leadership development. Coordinate regional OCI values, DEI efforts, learning events, and community-building activities. OCI Engineering India Lead Support Act as a programmatic liaison for India-focused external engagements, supporting leadership visibility at forums, client sessions, and industry bodies. Assist in the integration of newly hired leaders and teams into the OCI ecosystem; help build a unified, high-performance organization across locations. Partner with HR and OCI leaders on monthly EVP HR engagements, reporting, and data-driven decision-making. Business Operations and Communication Develop and maintain OKRs, dashboards, and cadence for key business reviews and organizational updates. Prepare strategic and executive-level content for internal and external audiences. Coordinate governance and compliance programs regionally and support internal audits, reviews, and best practice implementation. Reporting Line and Stakeholder Engagement You will report directly to the OCI India Hub Leader and partner with: OCI Global Program Management Office (PMO) Engineering, Talent Acquisition, HR, Finance, and Compliance teams in India and globally OCI VPs/SVPs and regional business partners Career Level - IC4 Responsibilities Manage the development and implementation of initiatives involving departmental or cross-functional teams focused on the delivery of OCI India Hub activities. Plan and direct schedules and monitor budget/spending. Monitor the programs from initiation through delivery. Organize the inter departmental activities ensuring completion of the project on schedule and within constraints. Key Duties and Responsibilities Strategic & Operational Programs Lead, track, and report on multi-quarter initiatives that drive India Hub alignment with OCIs global product roadmap, organizational maturity, and operational goals Collaborate with leadership to shape initiatives like regional OKRs, site-wide initiatives, cost efficiency, and cross-functional problem solving Run local executive meetings, reviews, and visibility forums. Bring structured data and insights to leadership decisions People & Culture Programs Partner with HR and Talent to drive initiatives around employee engagement, career development, leadership programs, DEI, and OCI values adoption Drive College, Campus hiring and recruitment programs Build and run India-wide forums, learning series, mentoring initiatives, and community-driven efforts Support talent up-leveling and succession planning with data-driven dashboards and talent tracking Facilities & Real Estate Alignment Shadow or co-lead workplace expansion, renovation, and optimization projects Coordinate between real estate, security, facilities, and workplace teams to ensure zero downtime, employee safety, and experience Help enforce SEZ and compliance requirements and contribute to workplace sustainability goals Data, Reporting & Communication Own creation of dashboards, presentations, and communication artifacts for internal and external audiences Visualize complex programs in executive-friendly formats; run program reviews and retrospectives Be the central node for status, escalation, and executive updates Stakeholder & Vendor Collaboration Act as a force multiplier for leadership, managing matrixed relationships with Engineering, Legal, Finance, Procurement, and global centers of excellence as required in HUB activities Collaborate with vendor teams on training, knowledge transfers, SLA adherence, and cost-performance tracking Handle sensitive topics like compliance incidents, people issues, or facilities escalations with tact and discretion Customer and ISV Engagement Partner with OCI Centralized product management team to understand APAC customers, Partner with pre-sales teams on customer requirements and engineering interface to the ISV teams Partner with Engineering Engagement Partner with OCI Architecture team for engineering collaborations Conduct Hackthon events for employee engagement Drive cross team roadmap engagements as necessary through Chief of Staff needs of executive leaders Core Requirements 10+ years of overall experience, with 5+ years in Program Management roles in tech, cloud, or infrastructure Experience in working directly with or reporting to senior executives (SVP, VP) Comfortable navigating ambiguous, high-stakes projects across domains Background in startups, consulting, strategy, or early-stage companies is a strong advantage Strong track record in managing large-scale, cross-functional programs involving engineering, operations, and HR. Experience working in highly matrixed and geographically distributed teams. Strong understanding of regional organizational dynamics, hiring, and operational strategy in a global cloud infrastructure business. Skills and Knowledge Hands-on execution of complex programs across Engineering, HR, Workplace, and Business Operations Exceptional program and stakeholder management skills Strong with data interpretation and storytelling ability to drive decision-making through dashboards, OKRs, KPIs Strong communication verbal, written, executive presentation Advanced skills in Excel, Word One-pager proposals, PowerPoint/Slides, and confluence-based documentation Skilled in metrics-driven program delivery using tools like Confluence, JIRA, Excel Comfortable using communication tools like Slack Knowledge of workplace compliance, SEZ policies, employee experience tools, or facilities tech is a plus Understanding of cloud infrastructure, organizational design, and strategic planning is a plus Comfortable working with senior leadership and managing confidential information Basic Qualifications Bachelors degree in Engineering, Computer Science, Business, Management, or equivalent Certifications in PMP, CSM, or Agile practices (strongly preferred but not mandatory) Preferred Qualifications Masters degree (MBA, M.Tech or similar) Prior experience supporting a regional leader or BU head in a cloud/tech org Familiarity with OCI services or comparable cloud platforms (OCI, AWS, GCP, Azure) Experience supporting talent development or culture-building initiatives in addition to operational programs Familiarity with India Tech ecosystem and regional compliance policies Experience with facilities, RE, and workplace governance a strong plus Ideal Candidate Persona Strategic executor: Can zoom in/out, go deep when needed, and always keep the big picture in mind Builder mindset: Takes incomplete ideas and turns them into structured, operational outcomes Operational athlete: Manages deadlines, meetings, documents, stakeholders, and issues with high precision Culture carrier: Embodies the values of OCI while helping build a strong identity for the India Hub