Deputy General Manager - Learning & Organization Development - Manufacturing

Description:

Job Title: Head Learning, Organization Development & Engagement

• Level: GM / VP
• Function: Human Resources
• Reporting To: Chief Human Resources Officer (CHRO)
• Location: Corporate Office | Travel to Plants: 30-40%
• Industry: Manufacturing / Heavy Engineering / Automotive / FMCG / Process
• Team Size: 8-15 members across L&D, OD, and Engagement COEs

Role Purpose :

To architect and drive the learning, organization development, and employee engagement agenda for a large, multi-location manufacturing organization. The role will build leadership pipeline, strengthen organizational capability, and foster a high-performance culture aligned to business strategy.
Key Responsibilities :

Learning & Development :

- Design and execute the annual L&D strategy covering technical, functional, behavioral, and leadership development for 5000+ employees across plants and corporate

• Build Technical Academy for shop-floor and R&D capability building in partnership with Plant Heads and Operations

• Lead Leadership Development: Hi-Pot programs, succession planning, executive coaching, and CXO-level interventions

• Drive digital learning adoption LMS, e-learning, micro-learning, and VR/AR for technical training

• Own training budgets, ROI measurement, and Kirkpatrick Level 3-4 impact assessment
• Organization Development :

- Lead organization design, role clarity, competency frameworks, and job evaluation for new projects/expansions

• Drive change management for key business transformations: digitalization, plant automation, culture change, M&A integration

• Conduct org diagnostics, climate surveys, and design interventions to improve org effectiveness

• Facilitate leadership team alignment, visioning workshops, and strategy cascades

• Partner with Business Heads on structure, manpower optimization, and productivity improvement

Employee Engagement & Culture :

- Design and own the annual engagement strategy and action planning process basis GPTW, Gallup, or internal surveys

• Drive culture building initiatives aligned to company values recognition programs, communication forums, town halls

• Lead Diversity, Equity & Inclusion charter and employer branding from talent development lens

• Partner with Internal Comms to strengthen employee connect across blue-collar and white-collar workforce
• Talent Management & Succession :

- Own talent review process, 9-box grid, IDP implementation, and leadership pipeline for N-1 and N-2 levels

• Design and run assessment centers, development centers, and mentoring programs

• Partner with TA and HRBPs for critical role succession and internal mobility
• HR Analytics & Governance :

- Establish L&OD metrics: learning hours, coverage, competency index, engagement scores, Hi-Po retention

• Present quarterly dashboards to CHRO and Business Heads with insights and recommendations

• Ensure process compliance and audit readiness for all L&OD interventions

Candidate Profile :

Qualification: MBA/PGDM in HR or MA in Organizational Psychology from Tier-1 institute
Experience: 15-20 years in L&OD with minimum 8 years in manufacturing/process industry
Must Have :

- Led L&OD for multi-location mfg setup with 5000+ employees

• Strong exposure in technical capability building for plants

• Experience in OD interventions, culture transformation, and change management

• Handled unionized environments and blue-collar engagement preferred

• Certified in psychometric tools, coaching, or OD instruments is an advantage

Key Competencies : Strategic Thinking, Stakeholder Management, Influencing Skills, Business Acumen, Change Leadership, Executive Presence

Key Skills : Leadership Development, Succession Planning, Competency Mapping, Org Design, Change Management, Employee Engagement, LMS, Technical Training, Manufacturing HR

CTC Range : Max offered CTC 40 LPA