Ultraviolette - Assistant Manager - Organizational Development

Role Purpose:
The Assistant Manager - OD will be responsible for executing organizational development programs and frameworks that support business growth, employee development, and cultural alignment. The role demands hands-on involvement in real-time projects, ownership of OD tools and interventions, and measurable impact through data-backed outcomes.
Key Responsibilities & Accountability Areas:
1. Organizational Diagnostics & Design
Responsible for:
- Conducting organizational assessments (e.g., structure, process, capability gaps) in collaboration with HRBPs and Functional Heads
- Analysing business and people data to diagnose systemic issues (e.g., high attrition, low engagement, leadership gaps).
- Designing org structures, role clarity frameworks, and decision-rights models based on findings.
Accountable for:
- Delivering diagnostic reports with clear recommendations within agreed timelines.
- Designing fit-for-purpose OD interventions and securing buy-in from stakeholders.
2. Change Management & Transformation Projects
Responsible for:
- Supporting the AVP in designing change management plans for enterprise initiatives (e.g., digital transformation, M&A, policy changes).
- Creating change communication toolkits (FAQs, manager guides, decks).
- Conducting impact assessments and stakeholder analysis for key change initiatives.
Accountable for:
- Executing change initiatives as per the project roadmap.
- Monitoring adoption metrics (utilization, feedback) and escalating resistance issues early.
3. Talent Management & Succession Planning

Responsible for:
- Coordinating and executing the annual talent review process - including preparation of talent grids, succession charts, and talent calibration sessions.
- Maintaining updated leadership and critical role succession plans in the HR system.
- Facilitating career path design for select roles/functions in partnership with HRBPs and business leaders.
Accountable for:
- Ensuring timely closure of talent review cycles and submission of action plans.
- Monitoring progress of successors' development plans quarterly.
4. Capability Building & Learning Design
Responsible for:
- Identifying skill gaps across functions based on performance and feedback data.
- Designing targeted development journeys (e.g., new manager development, HiPo tracks, functional academies).
- Liaising with external vendors or internal trainers to execute learning programs.
Accountable for:
- Measuring ROI of learning programs using Kirkpatrick/other models.
- Driving 70:20:10 learning approach across development interventions.
5. Employee Engagement & Culture Building
Responsible for:
- Leading the annual engagement survey roll-out in partnership with external vendors and internal comms.
- Driving post-survey action planning with departments and tracking implementation status.
- Supporting AVP in designing culture interventions (e.g., values embedding, recognition programs, listening strategies).
Accountable for:
- Achieving >90% response rate in surveys and 100% completion of action planning.
- Driving data-backed culture dashboards to leadership on a quarterly basis.
6. OD Tools, Frameworks, and Analytics
Responsible for:
- Managing OD tools like competency frameworks, assessment centers, psychometric instruments (MBTI, DISC, Hogan, etc.).
- Supporting performance enablement frameworks (OKRs, KRAs, feedback loops) in alignment with business strategy.
- Building and maintaining dashboards (Power BI, Excel) to track talent KPIs.
Accountable for:
- Keeping all OD tools updated, aligned, and communicated to HRBPs and business units.
- Delivering monthly and quarterly reports on OD effectiveness to AVP.
Qualifications:
- Master's degree in Human Resources, Organizational Psychology, or equivalent.
- 8-10 years of relevant experience in OD, Talent Management, or Strategic HR roles.
- Prior experience in running OD cycles independently in a mid-to-large organization.
Skills & Competencies:
- Strong facilitation skills for leadership and talent workshops.
- Proficiency in MS Excel, PowerPoint, data visualization (Power BI/Tableau preferred).
- Sound understanding of behavioral and competency assessments.
- Project management capabilities with proven ability to handle multiple OD interventions simultaneously.
- Strong interpersonal skills and executive presence to work with senior leaders.
Preferred Certifications (not mandatory):
- Prosci Change Management Certification
- Certified OD Practitioner
- MBTI, Hogan, DISC, or other psychometric tools