We are seeking an experienced Organizational Effectiveness Manager to strengthen leadership capability, performance alignment, and talent sustainability across the organization. This role focuses on designing structured frameworks and programs that support leadership growth, succession continuity, and a cohesive performance culture aligned to business priorities.
Working closely with HR leadership and people managers, the role will contribute to consistent, integrated talent and performance practices that enable cross-functional collaboration, leadership effectiveness, and long-term organizational readiness.
Key Requirements
- 68 years of relevant experience in Talent Management, Organizational Development, L&D, or HR Business Partnering
- Proven experience designing and implementing leadership competency frameworks and development programs aligned to organizational priorities
- Hands-on involvement in succession planning processes, including talent reviews and readiness assessments
- Strong experience managing end-to-end performance management cycles, with the ability to align goals and outcomes across departments
- Strong collaboration, facilitation, and communication skills
- Analytical, structured, and execution-oriented mindset
Key Responsibilities
1. Talent Management
- Develop and implement talent management strategies to attract,retain, and develop high-performing employees.
- Oversee succession planning and career development frameworks.
- Partner with business leaders to identify critical roles and build talentpipelines.
2. Learning and Development
- Design and deliver learning programs that support organizationalgoals and employee growth.
- Implement leadership development initiatives and capability-buildingprograms.
- Monitor training effectiveness and ensure continuous improvement.
3. Performance Management
- Manage the performance management cycle, including goalsetting, feedback, and appraisal processes.
- Provide guidance to people managers on performanceimprovement and coaching.
- Analyze performance data to identify trends and recommendinterventions.
4. Employee Engagement
- Develop and execute engagement strategies to foster a positivework culture.
- Conduct employee surveys and focus groups to measureengagement levels.
- Implement action plans to address engagement gaps and improveretention
5. Organizational Design
- Assess organizational structure and recommend changes to improveefficiency and agility.
- Support change management initiatives to ensure smooth transitions.
- Collaborate with leadership to align structure with strategicobjectives.
6. Corporate Social Responsibility
- Lead Employee's CSR initiatives that align with company values andcommunity impact goals.
- Coordinate volunteer programs and sustainability projects.
