Lead - Organisational Development, Delhi

Ground Zero; Delhi; On-site; INR 1,500,000 - 2,200,000; Full time

Job summary

Ground Zero in Delhi seeks a Lead - Organisational Development with 8-13 years of experience to shape culture, refine people processes, and groom leaders across the organisation.

The role leads an OD team, conducts salary benchmarking, designs hierarchy and bands, and ensures high engagement. Frequent site travel will gather feedback and strengthen organisation-wide systems.

Qualifications

• Experience leading OD and People functions in fast-growth or multi-site organisations.
• Strong expertise in salary benchmarking, performance management frameworks, leadership development, organisational design, and employee engagement.

Responsibilities

• Lead the OD function and team; diagnose organisational issues and design scalable solutions.
• Oversee salary benchmarking, hierarchy structuring, and band design across the organisation.
• Drive culture, engagement and internal events; maintain high NPS across teams.
• Ensure onboarding effectiveness, and anchor site feedback loops to improve people processes.

Job description

Role: Lead -Organisational Development, Delhi
Experience: 8 to 13 years
Salary: 15 to 22 LPA
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Position Overview

We are seeking a highly experienced, self-driven, and strategic leader to head our Organisational Development (OD) function. This role is responsible for shaping organisational culture, refining people processes, bridging leadership gaps, and grooming the next generation of leaders across the organisation.

As a strategic advisor and operational architect, you will lead an experienced OD team, diagnose systemic organisational issues, lead salary benchmarking and hierarchy structuring, and maintain high employee engagement. Simply out- be the anchor of the organisation. This role involves frequent site travel to build on-the-ground connections, gather direct feedback, and continuously refine organisation - wide systems.

Key Responsibilities

1. Leadership Development & Capacity Building

• Redesign and implement the organization’s Professional Development curriculum and growth arc around core capabilities, including rubric frameworks, AI fluency, and role-specific skill-building.
• Establish robust criteria and systems to groom and build a strong pipeline for the next line of leadership.
• Address and bridge organisational leadership gaps through targeted talent management and development strategies.

2. Culture, Engagement & Internal Events

• Oversee key annual retreats (“Huddle” and “Hive”), maintaining a gold-standard execution bar and driving high overall satisfaction rates.
• Drive strong employee engagement initiatives, maintain regular and strongcheck-ins/pulse check of the employees, and ensure a high Net Promoter Score (NPS) across teams.

3. Performance Management & Compensation Structuring

• Lead the annual performance review cycle end-to-end, setting clear expectations, conducting expert salary negotiations, and maintaining a streamlined process to minimize formal review-related grievances
• Execute comprehensive salary benchmarking and design scalable hierarchy and band structures across the organisation.

4. Organizational Diagnosis, Onboarding & Continuous Improvement

• Proactively diagnose systemic friction points, organisational gaps, and operational bottlenecks, delivering tailored, scalable solutions.
• Conduct site visits and participate in on-the-ground team meetings to gather direct employee feedback and embed operational insights into people processes and strengthen the rapport with the employees.
• Ensure 100% of new hires complete the organisational onboarding program within their probation period.

Candidate Profile

• Experience: Proven track record in leading OD and People functions within fast-paced, high-growth, or multi-site organisations. Extensive experience managing and guiding senior HR and OD professionals.
• Core Competencies: Strong expertise in salary benchmarking, performance management frameworks, leadership development, organisational design, and employee engagement strategies.
• Execution & Ownership: High autonomy, self-driven, and capable of operating with full creative freedom to design and implement gold-standard engagement programs.
• Communication & Negotiation: Exceptional interpersonal and negotiation skills, with the ability to manage complex compensation discussions, build rapport at sites, and navigate organisational dynamics.
• Travel Willingness: Ability and willingness to travel frequently to organisational sites for field-level feedback and team engagement.

For any questions, ping us on WhatsApp chat: [phone]