Assistant Manager OD

Department: Human Resources Position: Assistant Manager OD & Culture

Location:
Islamabad Reporting to: Functional Head
- Organizational Development & Culture Job Purpose: To develop and implement integrated Talent Management, Learning & Development, and Performance Management strategies that strengthen organizational capability, build a strong talent pipeline, drive employee performance, and support business objectives. The role also champions AI-enabled learning, digital transformation, and engagment culture initiatives to foster a high-performance and continuous learning culture. Job

Responsibilities:
Talent Management
• Lead the end-to-end Talent Management framework and programs, including framework design, talent identification, assessment, execution, engagement and ongoing talent management.
• Lead talent identification and management, including the development of relevant frameworks, identification of critical talent, and implementation of targeted interventions to support their long-term development and progression.
• Design and manage succession planning for business-critical and leadership roles, including successor identification, readiness assessment and long-term development interventions.
• Drive career development, talent progression and pipeline development for leadership, Sales Excellence and digital talent segments through structured career pathways, succession planning, coaching, mentoring, job rotations and experiential development opportunities.
• Lead the development and management of specialized talent pools aligned with critical business and future capability requirements, including structured identification, assessment, development, engagement and deployment of talent through targeted development programs and experiential learning.
• Conduct research and analysis on employee skills, career development and progression to identify talent gaps, career opportunities and future capability requirements.
• Partner with business leaders to develop and implement targeted talent strategies and interventions for critical functions, roles and talent segments. Learning & Development Strategy & Planning
• Lead the Learning & Development strategy, annual learning plan and Learning Needs Analysis (LNA), translating organizational and function-specific capability gaps into targeted technical, functional, behavioral and leadership development programs aligned with business priorities and future capability requirements.
• Lead and strengthen flagship internal development programs, including Internal Facilitator/Trainer, Sales Excellence, Leadership Development, Coaching and other strategic capability-building initiatives.
• Lead the application of instructional design principles to assess and enhance course design, learning content, instructional approaches, training materials, assessments and learning reinforcement strategies, ensuring engaging and effective learning experiences that support employee performance and organizational objectives.
• Establish and assess training effectiveness and post-training impact, evaluating how effectively employees apply acquired knowledge and skills in their roles and measuring the contribution of learning to improved performance and business outcomes.
• Build and manage strategic partnerships with internal subject matter experts, external consultants, training providers, universities, technology partners and international learning institutions, while benchmarking emerging learning trends, technologies and global best practices to strengthen the organization’s learning ecosystem and capability.
• Oversee Education Assistance, L&D budgeting, policies, governance, procurement, vendor onboarding, dashboards and management reporting, ensuring effective and efficient delivery of L&D operations. Digital Learning & AI-Enabled Capability Development
• Drive the adoption of AI, digital learning, LMS/LXP, e-learning and blended learning to deliver scalable, personalized and engaging learning experiences.
• Design and develop innovative digital learning solutions using AI, modern authoring and multimedia tools, including microlearning, simulations, scenario-based learning and digital learning journeys, while identifying opportunities to automate L&D processes.
• Partner with business and technology teams to translate AI & digital transformation priorities into future-ready workforce capabilities and learning interventions. Performance Management
• Manage the end-to-end quarterly and annual performance management cycle, including system readiness, appraisal processes, timelines and timely closure.
• Drive continuous improvement of the performance management framework and processes, promoting SMART, quantifiable/measurable and outcome-oriented goal setting aligned with organizational and departmental objectives.
• Conduct performance analysis and reporting to support management decision-making, talent identification, employee development and performance-related interventions.
• Manage Performance Improvement Programs (PIPs) and develop strategies to address underperformance, recognize high performers and strengthen a high-performance culture.
• Oversee performance-related surveys and continuous improvement of performance management policies, ensuring relevance, effectiveness and alignment with organizational objectives.
• Lead the development, tracking and monitoring of HR KPIs, analyzing performance trends and coordinating timely reporting to management and the Finance team. Eligibility Criteria (Education, Knowledge, Experience and Skills): Qualification & Experience
• Up to 3–4 years of relevant experience, preferably in Talent Management, Learning & Development, or Performance Management.
• Minimum Bachelor's degree, preferably in Business Administration, Human Resources, or a related discipline. Required Skills & Expertise We are looking for a dynamic professional who possesses the following skills, competencies, and functional expertise:
• Strong knowledge of Talent Management and Learning & Development frameworks, including talent identification, succession planning, career development and capability development.
• Proficiency in LMS, Performance Management Systems (PMS), digital learning platforms and AI-enabled tools, including the development of effective learning materials and digital learning solutions.
• Strong research and analytical skills to assess talent and learning effectiveness, interpret workforce data, and prepare data-driven reports and recommendations.
• Experience in education assistance program administration, HR framework development, policy interpretation and implementation of organization-wide HR projects.
• Advance Research

Skills:
When designing training course materials and assessing employees, skills to identify & use most relevant learning methods for employees' part of Talent management programs. Plans should enhance learning outcomes & trainee engagement.