Position Title
General Manager, Organizational Development & HC Analytics
Reports to
Group Chief Human Capital Officer
Role Purpose
Responsible for shaping organizational culture and driving transformative OD initiatives, while leveraging workforce analytics to support data-driven decisions. Oversees OD interventions, the development of an advanced HR analytics function, and execution of strategic workforce planning to strengthen organizational effectiveness and business performance.
Key Accountabilities
- Organizational Development (OD)
- Design and implement OD strategies aligned with business objectives, focusing on culture transformation, agility, and workforce effectiveness.
- Lead change management initiatives to ensure smooth adoption of structures, systems, and behaviors.
- Champion culture-building programs reinforcing organizational values.
- Conduct organizational health assessments and recommend interventions to improve engagement, retention, and performance.
- HR Analytics & Workforce Insights
- Establish and lead a robust HR analytics function delivering predictive and prescriptive insights.
- Develop dashboards, KPIs, and scorecards covering workforce planning, attrition, productivity, DEI, and employee experience.
- Partner with leaders to provide evidence-based recommendations on workforce trends, talent risks, and productivity drivers.
- Build advanced analytics capabilities such as attrition modelling, skills gap analysis, and scenario planning.
- Ensure HR data integrity, governance, and compliance with policies and regulations.
- Strategic Workforce Planning (SWP)
- Translate business strategy into workforce requirements, identify gaps, and design strategies to close them.
- Collaborate with Finance and Business Units on headcount planning, productivity targets, and workforce cost optimisation.
- Lead and develop a high-performing OD & HR Analytics team with expertise in consulting, change management, and analytics-driven HR practices.
Key Deliverables
- Enterprise-wide improvements in organizational effectiveness and efficiency.
- Group-level HR analytics dashboards and workforce reports.
- 3–5 year strategic workforce plan aligned with business goals.
- Actionable insights on attrition, engagement, and productivity.
- Org Design interventions with measurable business outcomes.
Qualifications
- Bachelor’s or Master’s in Human Resources, Organizational Psychology, Business Administration, Data Analytics, or related field.
- Professional certifications in OD, Change Management, HR Analytics, or SWP are an advantage.
Experience
- 12–18 years of progressive HR leadership experience, including 5+ years in senior management.
- Proven expertise in OD, change management, and large-scale transformation.
- Strong HR analytics, workforce planning, and data modelling experience.
- Background in complex, large-scale organisations (aviation, GLCs, or highly regulated industries preferred).
Personality Traits
- Strong business acumen; ability to link people strategies to business outcomes.
- Advanced analytical skills with HR analytics tools (Power BI, Tableau, SAP SuccessFactors).
- Excellent leadership, influencing, and stakeholder management skills.
- Expertise in org design, SWP, and change management.
- Strong communication and facilitation skills; effective across all organizational levels.