Organizational Development (OD) Section Head

Overview

The Section Head Organization Development is responsible for designing and executing strategic initiatives that promote a culture of continuous learning, employee engagement, and a strong employer brand. This role is critical in advancing AFCO people agenda by ensuring alignment between organizational values and talent development practices. The incumbent will work cross-functionally to build scalable, sustainable interventions in the areas of Learning & Development, Culture Transformation, and Employer Branding. Key Responsibilities

Learning & Development (L&D) : Design, implement, and evaluate learning strategies that directly support business objectives. Oversee digital learning platforms and drive adoption and relevance. Partner with business leaders and HRBPs to conduct training needs analysis and deliver targeted programs. Launch leadership development pathways and capability-building initiatives across multiple career levels. Define and track learning effectiveness KPIs, including learning hours per employee and post-learning application / impact. Culture & Engagement : Drive initiatives that reinforce AFCO cultural values and embed them across the employee lifecycle. Lead employee engagement survey execution, analyze results, and coordinate follow-up action planning with stakeholders. Partner with leaders to build inclusive and psychologically safe workplaces. Design and implement recognition programs and team-building initiatives to boost morale and foster belonging. Employer Branding : Develop and execute AFCO annual employer branding strategy in partnership with Corporate Communications and Talent Acquisition. Manage external presence on platforms such as LinkedIn, Glassdoor, and Instagram to strengthen brand visibility. Create content that reflects AFCO Employee Value Proposition (EVP), highlighting success stories and DEI initiatives. Track and enhance employer branding KPIs, including reach, engagement rates, and brand perception. Qualifications & Requirements

Education : Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree). Experience : 6–8 years of progressive HR experience with a strong track record in Learning & Development, Organizational Culture, and Employer Branding. Solid understanding of instructional design, learning technologies, and program evaluation. Hands-on experience with engagement and culture survey tools (e.g., Gallup, Culture Amp) and employer branding / content creation platforms. Skills & Competencies : Proficiency in MS Office and data analysis / reporting. Strong project management and stakeholder management skills. Excellent communication, presentation, and facilitation abilities. Ability to thrive in a fast-paced, agile, and evolving environment. Success Measures (KPIs) : Learning & Development program participation and completion rates. Improvement in employee engagement index and eNPS. Employer brand visibility, engagement metrics, and sentiment scores. Demonstrated learning impact and ROI on development initiatives. Job Specifications

Data Analysis : Ability to track, interpret, and report on KPIs such as learning hours, eNPS, and brand sentiment. Organizational Development & Change Management – Skills in driving culture transformation, employee engagement, and managing change effectively. Employer Branding & Communication – Proficiency in building employer brand presence, creating EVP-aligned content, and managing digital platforms. Stakeholder Management & Collaboration – Strong ability to engage with leaders, HRBPs, and cross-functional teams to deliver initiatives. Analytical & Data-Driven Decision Making – Competence in using survey tools, KPIs, and ROI analysis to measure program impact. Project & Program Management – Capability to plan, execute, and oversee multiple initiatives in a fast-paced, evolving environment. ROI Evaluation : Measuring impact of L&D and OD programs and linking them to business outcomes. Job Rewards and Benefits

Health Insurance

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