Manager - Organisational Development

In less than 3 years of existence, the company has grown to a team of 100+ members and manages some of the leading brands in the country. The founding team brings over four decades of cumulative experience across Digital Strategy, Analytics, Performance Marketing, SEO, and Marketing Technology.

As the first Organisational Development hire, this role is responsible for owning the systems and processes that enable a fast-scaling 100+ person organization to grow without compromising consistency, quality, or culture. This is a build-focused role, involving the design of frameworks, dashboards, and processes that leadership and team leads can operate autonomously. The successful candidate will collaborate directly with leadership to transform scaling challenges into repeatable systems.

• Design and own the core people-systems stack (skill assessment, IDP, KRA/KPI frameworks) to ensure clean scalability as headcount grows
• Build a framework to proactively flag performance, behavior, and culture inconsistencies before they escalate
• Partner directly with Organizational leadership on org design and structure decisions as the company scales
• Work with the Process Excellence team to integrate AI-led dashboarding, automation, and issue-flagging into HR operations
• Design cross-team mechanisms to reduce skill and exposure inequality across client teams
• Run lightweight, scalable development programs for first-time managers (focusing on feedback, coaching, people leadership) designed for minimal ongoing facilitation
• Conduct periodic skill-gap assessments and convert them into actionable, trackable plans

• 5+ years HR experience, with at least 3 years specifically building OD systems/frameworks (not just delivering L&D content) in a fast-scaling services, analytics, or consulting environment
• Must have built and owned frameworks/processes through a real scaling journey, specifically from roughly 50–100 people to 500–1,000+ employees
• Proven ability to build frameworks that are simple to use yet robust enough to withstand scale
• Comfortable with ambiguity, demonstrates process-first thinking, and capable of translating vague leadership requests into concrete systems

• NA

• Stage 1: Apply and submit the application form
• Stage 2: Attempt AI interview (15 min)
• Stage 3: HR Round
• Stage 4: Technical Discussion
• Stage 5: Final Round