Head Organizational Development

ROLE SUMMARY (PURPOSE)

The purpose of the role is to lead, design, and deliver the talent management framework in line with Muthoot Pappachan s strategic objectives, Purpose, Mission, Vision, Values, and the Muthoot Health Triangle (Mental, Physical & Social Development). The role incumbent is expected to execute strategic, tactical, and operational initiatives for leadership development, total wellness, and top talent programs for talent retention & progression.

KEY RESPONSIBILITIES

Lead, Design & Deliver the Culture Journey

• the organization's purpose, vision, mission, and values across the organization by conducting culture bootcamps.
• organization purpose and values across all talent practices designed for HIPO journeys.
• organization purpose and values in hiring and AC/DC practices.

Lead Design & Deliver the Leadership Development Program

• & deploy an end-to-end framework for the growth of the leadership team (Man Com, Business Heads/ Functional Heads & their direct reports)
• a culture of strengths-based development for the leadership team.
• a journey that entails a holistic development based on the 3 cornerstones of Muthoot Health Triangle Mental, Physical, and Social Well Being
• an individual development plan and help identify coaching support for the leadership team.
• the leadership brand for Muthoot Blue, within and outside the organization.
• and deploy leadership Audit in collaboration with OD Lead
• with Head L&D to deploy learning journeys for the leadership group, based on their individual development plans.

Lead Design & Deliver Top Talent Programs for High Potential High-Performance Team Members

• Define a robust process, which is objectively designed to identify high-potential, high-performance Muthootians.
• Use competency mapping, development centers, and organization objectives to define an end-to-end development journey for the top talent at Muthoot Blue.
• Collaborate with Head L&D to deploy learning journeys based on development center outcomes and IDPs for the top talent identified.
• Design specific journeys for Business Talent and Functional Talent, to facilitate alignment with business objectives and individual career aspirations.
• Define an exclusive club for the top talent which includes first in line for IJP, recognition programs, Live projects, Networking with leadership, etc.

Lead Design & Deliver Assessment & Development Centers

• To build a robust competency framework for Muthoot Blue, with KSA document clearly defining Job Family Competencies, Functional / Technical Competencies, and a Behavioral framework
• Define proficiency levels for competencies wherever required to assess, identify, and develop gaps / strengths.
• Use the competency framework to design assessment and development centers for hiring new talent & developing existing talent at mid management and entry level leadership.
• Design and train teams on Behaviorally anchored rating scale (BARS) to facilitate understanding and assessment of competencies in an AC /DC
• Train and calibrate with internally identified assessors, thereby building a pool of ready to deploy talent.
• Conduct AC / DC validations before deploying them for hiring/ people development projects.

Lead Design & Deliver Succession Planning & Career Development

• Design frameworks to identify critical roles in the organization, based on job evaluation scores and impact business continuity.
• Define successor identification process and successor profiles to fill in for critical roles, including talent readiness in succession plans.
• Design a clear path for all Critical roles, Successor profiles and subsequently all roles across Muthoot Blue
• Provide visibility on career path and development to every Muthootian, by designing a scientific progression path, using the job evaluation scores and parameters.
• Create Ladder, Lattice & Hybrid career paths, thereby providing Muthootians with an opportunity to grow their professional aspiration with Muthoot Blue
• Performance Management and Rewards

Lead the design and implementation of performance appraisal processes, including goal setting, feedback mechanisms, and performance evaluations.

• Partner with various functional heads to identify KPIs and metrics individual, team, and organizational performance.
• Serve as a trusted advisor to senior leadership on performance management-related matters and contribute to strategic decision-making.
• Collaborate with talent acquisition and learning and development teams to integrate performance management practices into recruitment, onboarding and training processes

KEY INTERACTIONS

Internal Stakeholders

• Senior Management
• Business and functional leaders
• People & Culture Team
• Finance
• Procurement
• Legal

External Stakeholders

• External Vendores

KEY ROLE DIMENSIONS

Geographical coverage PAN India

Direct Reportees Upto 3 Nos

KEY SKILLS & BEHAVIOURAL ATTRIBUTES

Key Skills

• Networking Skills & Relationship Management
• & Communication (Written & Spoken) Skills
• MS Office application skills (Proficiency in PowerPoint & Excel)
• of personality profiling (PPA/ DISC/MBTI etc)
• Knowledge of Job Description & Job Evaluation process.
• traits A compassionate individual with a player attitude and a fearless approach towards open & honest conversations.

Behavioral Attributes- Driven and in alignment with our Purpose Transforming the life of the common man by improving their financial well-being and anchored by our core value of integrity, collaboration, and excellence.

EDUCATION / EXPERIENCE

Educational Qualification Graduate / Postgraduate, Desirable MBA (HR)

Experience Overall 15 years with at least 7 years of relevant experience in handling a similar role in a de-centralized matrix structure organization at a national role.