Manager - Organizational Development - India

Core missions:
The role encompasses the following core missions:

Providing for Consultation for Leaders in India on OD topics such as change related issues on managerial topics
Looking at core issues which have  an OD overture across all units
Shaping the perception of leadership in Amdocs India

Assisting in tailoring programmes from Corporate OD to India specific needs
Proactively sharing inputs with the Corporate OD team
Providing senior managers & local HRBPs & HRCs with OD consulting.
Looking at cross India soft skill development needs and liaising with AMLS team to be able to provide for the same.
Assisting the units in their succession management process on critical roles in India
The first two mission entails cultural and behavioral change.  The remaining entails process definition and implementation.
Core competencies/skills
 Professional :



Diagnostic Skills: The OD PM often diagnoses senior managers’ performance as well as that of organizational units
Consulting Skills: The OD PM day-to-day activities involve giving advice to senior managers on leadership, succession, and other issues this person is expert in
Leadership/Managerial:

Execution: In addition to excellent diagnostics and consulting abilities, the OD PM must be able to execute the plans devised
 
 
Main Responsibilities:




Leadership Continuation


Leaders programs (GLs to Director):

Understand the needs across units
Evaluate current offerings from Corporate OD team (for eg. PROMISE, YOD programs, LMCs, GL workshop etc)
Design and build the programs which are required beyond the above
Initiate the program
Manage the program execution
Measure the results and the long-term impact (leadership quality and successions accomplished through the process)


Providing for Consultation for Leaders in India on OD topics such as change related issues on managerial topics
 


Lead cross-India OD and behavioral and culture change

Look at key themes such as (Year of B3 – considering the ESAT survey in India).   Look at mechanisms to engage, develop and empower this group
Put together concept notes on HR new initiatives such as Stay Interviews, revalidation of PEP program, Considering new initiatives that could assist in attrition control which units will be able to adopt. 
Assist HRCs in further evaluation of the exit analysis and benchmark best practices across different organizations and look at trend lines across units which will help us in 
Drive senior managers and managements’ comprehension of leadership topics driven globally such as Leadership Styles, Climate etc.
Do a deep dive on processes such as Upward / 360 look at trends emerging and assist to draw up interventions for managers at the region level
Lead management’s decision-making process using a ‘fair process’ approach
Encourage medium and junior managers to use the leadership terminology


Providing senior managers & local HRBPs & HRCs with OD consulting.
 


Assisting HRCs in looking at core OD issues within their units and assisting them as and when required
Assisting HRCs in designing off sites for their respective teams
Facilitating off sites for units which desire the same
 


Soft Skill development


Analyze needs through the PDPs in the PMP process and look at common needs across units.
Draw up a plan to address the needs
Liaise with Corporate OD and present the needs
Draw out a calendar for execution
Monitor the execution
Analyze the results


Managerial and Leadership Learning Offering


Provide offering guidelines
Select and qualify vendors
Work with AMLS to properly publish and promote the offering
Monitor the budget consumption
Monitor feedback results, and act upon the feedback, if necessary.
Expected experience and knowledge

10+ years of experience
HR experience in global organizations, global consulting firm experience an advantage
Proven consulting experience, focus on consulting senior managers
Experience in cross-organizational change processes, OD consulting
MBA in HR a must along with OD certification
Work environment characteristics –  Has to front end with India Management on above topics and with Corporate OD team
Organizational structure – reports to Director HR India
Interfaces –

In HR: HR Management, Human Resource Business Partners (HRBPs) Directors, HRCs
In Amdocs: Business Units’ Division Presidents (BU DPs), PMO Office
Customer feedback: from management and from employees
Actual vs. planned: number of programs produced and launched, the number of processes involved with consulting
Some of the programs are measured by impact, separately

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