OD Manager (Technology / IT Environment)

The Organization Development Manager partners with technology, product, operations, and People teams to improve how the organization is structured, how teams work, and how change is adopted. The role focuses on organization design, operating model clarity, workforce capability, leadership effectiveness, and transformation execution in a fast-moving digital environment.

This is not a purely HR operations role. Success is measured by improved organizational effectiveness, clearer accountability, stronger adoption of change initiatives, and measurable business outcomes.

Organization Design & Operating Models

• →Lead organization assessments and design recommendations for technology, product, operations, and shared-services teams.
• →Improve role clarity, decision rights, governance, and cross-functional ways of working.
• →Support workforce planning, job architecture, and capability mapping for critical functions.
• →Evaluate spans/layers, team interfaces, and operating rhythms to reduce friction and improve execution.

Change Management & Transformation

• →Partner with program, product, and engineering leaders on organizational changes, restructures, and transformation initiatives.
• →Build change and adoption plans including stakeholder analysis, communications, readiness, manager enablement, and reinforcement activities.
• →Monitor adoption, identify resistance points, and drive corrective actions with business leaders.

Leadership & Team Effectiveness

• →Facilitate workshops on team effectiveness, collaboration, accountability, decision-making, and operating cadence.
• →Coach leaders on organizational effectiveness, change leadership, and scaling teams through growth.
• →Support leadership development initiatives tied to capability and succession priorities.

Analytics & Continuous Improvement

• →Use engagement data, attrition trends, productivity indicators, cycle-time metrics, and workforce insights to diagnose organizational issues.
• →Build dashboards and executive-ready recommendations that translate data into practical organizational actions.
• →Develop repeatable OD frameworks, templates, and governance routines that scale across teams.

Key Deliverables

• →Organization design proposals and implementation roadmaps
• →Operating model and role clarity recommendations
• →Change and adoption plans for major initiatives
• →Organizational diagnostics and capability assessments
• →Facilitated workshop outputs with follow-through actions
• →OD dashboards, governance routines, and effectiveness metrics

Qualifications:

Must-Have

• →Bachelor's degree in Psychology, Human Resources, Behavioral Science, Organizational Development, Business, or a related field.
• →5–8+ years of experience in Organizational Development, Organization Effectiveness, HR Transformation, Change Management, or a closely related discipline.
• →Demonstrated experience leading OD or transformation initiatives in a technology, digital, shared-services, consulting, BPO, fintech, telecom, or similarly fast-paced environment.
• →Strong facilitation skills, including workshops with senior leaders and cross-functional teams.
• →Strong analytical capability with experience interpreting workforce and organizational data.
• →Strong project management discipline (scope, timeline, risk, governance, and benefits tracking).
• →Excellent stakeholder management and communication skills with the ability to influence without formal authority.

Preferred:

• →Postgraduate studies or certifications in Organizational Development, Change Management, Agile, Project Management, or Industrial-Organizational Psychology.
• →Experience supporting product, engineering, operations, or shared-services organizations.
• →Familiarity with HRIS, survey platforms, Tableau/Power BI, Jira/Confluence, or similar collaboration and analytics tools.
• →Experience in matrixed, regional, or rapidly scaling organizations.

Core Competencies:

• →Organization design and operating model thinking
• →Change leadership and adoption planning
• →Systems thinking and organizational diagnostics
• →Facilitation and executive stakeholder engagement
• →Workforce analytics and data storytelling
• →Continuous improvement and execution follow-through
• →Leadership coaching and capability building