Role & responsibilities

Key Responsibilities

1. Organisation Structure & Role Clarity

Support organisation structure reviews across business and support functions. Map reporting relationships, spans, layers, roles and responsibilities.

Identify overlaps, gaps and unclear ownership across teams.

Support creation and maintenance of organisation charts and role-mapping documents.

Assist in developing and documenting role charters for critical positions.

1. Competency & Role Frameworks

Support development of competency frameworks for key roles. Translate role requirements into observable competencies and behaviours.

Develop competency-based interview questions, assessment guides and evaluation templates.

Support periodic review and refinement of competency frameworks based on business requirements.

1. Hiring & Talent Assessments

Support simplification and standardisation of hiring assessment processes. Develop interview guides, assessment templates and competency-based evaluation tools.

Coordinate and support Internal Job Postings (IJPs), Assessment Centres and Development

Centres.

Analyse assessment outcomes and prepare insights for decision-making.

Maintain assessment data and track consistency and quality of evaluations.

1. Leadership & Talent Development

Support identification of critical roles and potential successors. Assist in creating talent/succession maps and development plans.

Support leadership development interventions through assessments, diagnostics and follow-

through.

Track development actions and outcomes for identified talent.

1. Learning & Development / Ecozen Development Academy

Support the Senior Manager in building the Ecozen Development Academy. Conduct skill-gap and capability-gap analysis.

Coordinate with business leaders and SMEs to identify current and future capability requirements.

Support development of learning journeys, interventions and capability-building programs.

Track participation,



completion and effectiveness of development initiatives.

1. Organisation & Employee Pain-Point Diagnosis

Plan and facilitate structured discussions, focus groups and pain-point workshops with teams. Capture issues related to inter-team dependencies, role clarity, processes, policies and ways of working.

Analyse recurring themes and convert them into actionable recommendations.

Track agreed interventions through to closure.

1. Process & Policy Effectiveness

Review whether existing HR policies and processes are working as intended. Conduct stakeholder discussions and ground-level checks to identify gaps between policy and actual practice.

Document process gaps, root causes and improvement opportunities.

Support implementation and tracking of recommended changes.

1. Ground & Customer Experience Insights

Support mystery shopping, field visits and ground studies across Ecozen's retail/business operations. Observe customer experience, sales practices, team behaviours and process adherence.

Consolidate field observations into structured insights.

Identify people, process and organisation-level improvement opportunities.

1. Organisation Reviews & OD Analytics

Support periodic organisation reviews covering structure, roles, capability and ways of working. Build dashboards, trackers and review decks for OD initiatives.

Analyse people and organisation data to identify trends, gaps and potential interventions.

Track action items and ensure timely follow-up with stakeholders.

1. OD Project Management

Manage timelines, trackers,



stakeholder coordination and documentation for multiple OD projects. Prepare presentations, reports, frameworks and communication material for leadership reviews.

Work closely with HR Business Partners, functional leaders and other HR teams to drive execution.

Support the Senior Manager in converting OD recommendations into implemented solutions.

Key Deliverables The OD Associate will be expected to contribute to:

Organisation structures and reporting maps

Role charters and role clarity frameworks

Competency frameworks and assessment tools

Interview and selection frameworks

IJP, Assessment Centre and Development Centre execution

Talent and succession planning exercises

Capability-gap analysis and Development Academy initiatives

Pain-point workshops and diagnostic reports

Policy/process effectiveness reviews

Mystery shopping and ground-visit reports

Organisation review dashboards and action trackers

OD project reports and leadership presentations

Preferred candidate profile

What We Are Looking For

Experience

25 years of experience in Organizational Development, HR Consulting, Talent Management,

HR Business Partnering, Learning & Development, or a similar role.

Experience in OD/HR projects involving multiple stakeholders will be preferred.

Consulting experience is an advantage but not mandatory.

Skills

Strong analytical and problem-solving ability.

Ability to structure ambiguous problems and convert them into actionable solutions.

Good understanding of organisation design, role design, competency frameworks and talent assessment.

Robust Excel/PowerPoint skills and comfort working with data.

Good workshop facilitation and stakeholder management skills.

Strong written and verbal communication.

Ability to independently manage project trackers, timelines and deliverables.

Comfortable working with senior stakeholders as well as employees at the ground level

📌 Organizational Development Specialist (Pune)
🏢 CIEL HR
📍 Pune