Lead -Team Manager & OD

To align workforce capabilities with long term business goals accessing , developing, engaging  and retaining high- performing employees. The role focusses on workforce capabilities organizational goals to optimize the entire employee lifecycle and build a competitive advantage.

 Key Responsibility Areas 

•  Conduct Skill gap analysis and design programs training, upskilling, and leadership development
•  Design training, upskilling, and leadership programs that close skill gaps, build future leaders, and align employee growth with business goals 
•  Build practical learning tracks for technical and soft skill upgradation
•  Create Leadership Pathways and establish tiered programs for high with advantage. potential employees and new managers 
•  Align job roles, team workflows, and department structures with the main business strategy 

 Succession Planning 

•  Design robust succession planning frameworks and assessment and development aiming to identify critical roles, talent and build high potential teams
•  Design objective talent assessment frameworks and individual development plans centres 
•  Track metrics, monitor readiness timelines and bridge gaps between various functions 
•  Identify critical roles, assessing internal talent objectively and executing targeted development plans to ensure seamless leadership continuity across all organizational levels
•  Focus on future strategic outcomes
•  Prepare back up plans for critical positions 
•  Map leadership depth across multiple functions, business units, and locations 
•  Separate day to day performance from true leadership potential using tools like the 9 5Cs or 5B’s model etc. 
•  Categorize candidates by clear readiness timelines (e.g., ready now, ready in 1 ready in 3 5 years). box grid , 2 years, or ready in 3-5 years 
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•  Create detailed profiles for the critical positions and their performance expectations to determine eligibility requirements and including core responsibilities, key performance indicators, technical competencies, soft and leadership capabilities.

 Learning and Development

•  Identify Skill gaps in the current workforce 
•  Design appropriate learning framework and design to be implemented by the Training Managers across the Organization 
•  Design training programs, coaching sessions, and succession plans to build strong future leaders
•  Analyze and measure learning effectiveness of the trainings rolled out in the organization.

 Employee Retention & Engagement 

•  Run role based surveys for job satisfaction 
• Plan and initiate recognition programs for learning traction and employee growth at various levels 
•  Conduct surveys, focus groups, and data analysis to find operational gaps and cultural weaknesses 
•  Create career growth paths to enforce talent retention