Deputy Manager/Manager - Organizational Development Strategic Role

Job Description

Dy.Manager/Manager- Organizational Development Strategic RoleEducation and Experience : Any Degree with 8-10 yrs of ExperienceDuties/Responsibilities :- Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.- Experience designing and implementing effective training and development programs- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.- Identifies and incorporates best practices and lessons learned into program plans.- Designs and develops HR training programs for management and employees.- Develops learning activities, audio-visual materials, instructor guides and lesson plans.- Reviews evaluations of training courses, objectives and accomplishments.- Makes assessments of effectiveness of training in terms of employee accomplishments and performance.- Trains employees on HR issues and practices. - Handling OD interventions with excellent interpersonal, relationship management skills & People Management Skills.- Evaluating and managing Organizational Development (OD) strategies and processes; assessing organizational development needs of operating, business and functional units.- Leading the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals; designing and executing key programmatic elements of the OD process; measuring the achievement of established goals.- In partnership with the Director, supporting the individual development planning process for executives and emerging leaders.- Providing a broad range of consultative services to all levels of employees, including policies, procedures, problem solving, dispute resolution, compliance, litigation avoidance.- Consulting with management on performance, organizational and leadership matters. - Managing the performance appraisal and feedback programs; coaching Managers on performance review process and appropriate feedback, language and documentation.- Recommending and implementing policies and procedures based on a thorough knowledge of employment and benefit laws on the national, state & local level, including Canada.- Evaluating and partnering with management to resolve interpersonal and work-related problems and meeting with supervisors and managers to determine effective mediation techniques, such as coaching, job skill training or intervention. - Ensuring effective and legally compliant plans to address employee performance issues, performance improvement plans and other documentation- Developing and conducting training to instruct managers, supervisors, and employees; includes training on supervisory skills, conflict resolution skills, interpersonal communication skills, and effective group interaction skills.- Gathering and assessing feedback from all levels in the organization regarding concerns, areas of improvement, successes and highlights. - Reviewing and revising (as necessary) job descriptions for all positions in the Company and conduct analysis to determine appropriate salary level according to compensation guidelines.- Launching the annual compensation assessment process.- Communicating policies and affirmative action programs and completing compliance forms.- Leading or assisting with training sessions covering specified areas such as those concerned with Employee Development, Policies and Procedures, etc.- Co-anchor the Employee Engagement Survey, understand the reports & share the survey findings with the Large employee work group, Managers & Department Heads - To Create Action plan for Managers based on the improvement drivers & drives the action item by periodic reviews.- To Design employee communication and creates Reward & Recognition programs/work life balance mechanism to build organization culture- To identify key competencies of the organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization.- Focus on the core competencies of the skills required for that specific job role .,

Keyskills :
financeinsurancecustomer serviceneeds assessmentevaluationmisdocumentationpeople managementod interventions