Organizational Development (OD) L&D Manager

The OD & L&D Manager plays a critical role in driving organizational growth and transformation by building leadership pipelines, enabling workforce readiness, and leading OD interventions that align structure and capabilities with OnPoint's business strategy. This role ensures OnPoint's workforce is equipped to support ongoing digital transformation and regional expansion.
Responsibilities:
1. Organizational Development (OD) & Change Management
• Lead organizational design reviews, ensuring optimal structure, role clarity, and scalability across regions.
• Drive capability mapping initiatives to define current and future skills required for business growth.
• Conduct role-health assessments and support workforce planning through data-driven insights.
• Design and implement OD interventions (e.g. restructuring, role redefinition, span of control optimization).
• Lead and support change management efforts for business transformations (ERP, AI, productivity).
• Develop and deliver change management toolkits and communication plans to support leaders and employees through change.
• Partner with leadership teams to foster an agile, high-performance, and collaborative organizational culture.
2. Learning & Development (L&D)
• Design and execute company-wide learning strategies, including:
Individual Development Plans (IDP)
Leadership Development Programs (LDP)
NextGen Leadership Program
• Build learning roadmaps for succession planning, future leadership pipelines, and business-critical skills.
• Conduct training needs analysis and design solutions to close skill gaps at all organizational levels.
• Develop learning KPIs, evaluate program effectiveness, and continuously improve based on business impact.
3. Workforce & Talent Planning
• Partner with HR Director and Business Leaders to:
Define workforce plans based on capability requirements and succession priorities.
Integrate talent insights (turnover, readiness, performance) into workforce strategies.
Identify emerging skill gaps linked to digital commerce and regional expansion.
• Support regular talent reviews, readiness assessments, and workforce capability reporting.
4. Stakeholder Management & Collaboration
• Act as a strategic partner to leadership teams, HRBPs, and functional heads.
• Guide senior leaders on OD interventions and workforce transformation initiatives.
• Manage external consultants, trainers, and vendors as needed.
• Report organizational health, workforce capability, and leadership pipeline status to HRD and CEO.