Manager/Sr. Manager - People Strategy & Organisation Transformation

Medhavi Skills University; Kolkata District; On-site; INR 1,500,000 - 2,800,000; Full time

Job summary

Medhavi Skills University seeks a experienced professional to support organizational design and workforce strategy across the group. You will partner with business leaders to drive transformation, design roles, enhance productivity, and optimize people costs.

You will translate business needs into actionable insights, develop dashboards, and guide leadership with data-driven recommendations and measurable implementation plans to deliver scalable growth.

Qualifications

• Postgraduate qualification in HR, business or related field.
• 6-10 years in organisation development, workforce planning or HR transformation.
• Experience in organisation design, manpower planning and productivity analysis.
• Experience with senior stakeholders and translating requirements into recommendations.
• Experience in multi-location or rapidly scaling organisations is a plus.

Responsibilities

• Drive organisation design, workforce planning and cost optimization initiatives.
• Develop dashboards for headcount, productivity and cost; provide insights.
• Coordinate cross-functional transformation projects with stakeholders.
• Prepare leadership papers and governance materials.
• Measure impact and sustainability of changes.

Skills

Organisation design

Workforce planning

People analytics

Budgeting

Stakeholder management

Education

Postgraduate qualifications in HR/Business

Job description

Job Summary

The incumbent will support the VP - People Strategy Organisation Transformation in building a scalable, productive and future-ready organisation aligned with the Group s business strategy and growth objectives. The role will work with business leaders and functional teams to drive organisation design, strategic workforce planning, manpower productivity, people cost optimization, people analytics and organisation transformation initiatives. The role requires a combination of strategic thinking, analytical capability, business understanding and strong project execution skills. The individual must translate business requirements into actionable insights, recommendations and measurable implementation plans.

Key Responsibilities

A. Organisation Design Effectiveness

• Support organisation design initiatives across business verticals, functions and group entities.
• Analyse organisational structures, reporting relationships, spans of control, layers and role overlaps.
• Identify opportunities to improve organisational effectiveness, accountability, decision-making and operating efficiency.
• Develop organisation charts, role‑mapping documents, responsibility matrices and governance frameworks.
• Support role clarity, job architecture and organisation restructuring initiatives.

B. Strategic Workforce Planning Manpower Productivity

• Partner with business leaders to assess current and future workforce requirements against business plans and growth projections.
• Assess resource utilisation, capacity, productivity and capability gaps.
• Compare existing and proposed manpower requirements and identify opportunities for redeployment, role consolidation and improved utilisation.
• Develop workforce plans, headcount projections and manpower scenarios aligned with business priorities.
• Evaluate workforce requirements against relevant productivity measures, such as operational output, service levels,revenue or enrolments.
• Support a structured manpower budgeting and approval framework.

C. People Cost Workforce Economics

• Analyse employee costs across business units, functions, levels and locations.
• Build manpower cost models covering headcount, compensation, vacancies, new hiring and projected workforce expenditure.
• Identify cost drivers, cost variances and opportunities to improve workforce efficiency without compromising critical capabilities.
• Prepare financial scenarios and business cases for organisational changes, hiring plans and workforce investments.
• Track approved manpower budgets against actual expenditure and forecasts.
• Partner with Finance to validate assumptions, quantify financial impact and monitor realised benefits.

D. Strategic Business Partnering

• Work with business leaders to understand business priorities, organisational challenges and future capability requirements.
• Translate business challenges into organisation, workforce and capability interventions.
• Prepare decision‑support notes and recommendations for leadership discussions.
• Highlight workforce risks, capability gaps, productivity concerns and organisation effectiveness issues during business reviews.
• Establish ownership, timelines and expected outcomes with stakeholders.

E. Organisation Transformation Project Management

• Drive strategic people and organisation transformation projects from diagnosis through implementation.
• Develop project charters, implementation roadmaps, milestone trackers, risk registers and governance mechanisms.
• Coordinate cross-functional initiatives involving business, Finance, People Culture, operations and other relevant stakeholders.
• Monitor implementation progress, manage dependencies and escal…
• Support change impact assessments, stakeholder communication plans and adoption tracking.
• Measure the business impact and sustainability of implemented changes.

F. People Analytics Management Reporting

• Develop dashboards and reports covering headcount, manpower cost, productivity, workforce mix, vacancies and organisational effectiveness.
• Analyse workforce trends and translate data into actionable business insights.
• Establish consistent definitions, reporting standards and data‑validation mechanisms for strategic workforce metrics.
• Prepare periodic leadership reviews highlighting trends, risks, opportunities and recommended interventions.
• Evaluate the effectiveness of workforce investments and organisational changes using data.

G. Leadership Capability Strategy

• Support the identification of critical roles, leadership capability gaps and succession risks.
• Assist in developing frameworks for critical‑role identification, leadership pipeline assessment and succession readiness.
• Analyse future skill requirements and capability gaps arising from business expansion, technology adoption and operating‑model changes.
• Partner with the HR execution team to translate capability priorities into development plans.
• Support strategic talent reviews and leadership workforce planning.

H. Governance Strategic Execution

• Track strategic people initiatives, leadership decisions and agreed organisational actions.
• Maintain a consolidated view of transformation priorities, progress, dependencies, risks and outcomes.
• Prepare leadership presentations, decision papers, business cases and executive summaries.
• Ensure recommendations are supported by validated data, financial implications, risk assessments and measurable outcomes.
• Maintain confidentiality and sound governance when handling workforce information and organisational decisions.

Key Deliverables

• Organisation Effectiveness Review: assessment of structures, reporting relationships, layers, spans and role overlaps.
• Strategic Workforce Plan: current workforce assessment, projected requirements, capability gaps and future manpower scenarios.
• Manpower Cost Productivity Dashboard: consolidated view of headcount, workforce expenditure, productivity indicators and budget variances.
• Workforce Business Cases: data‑backed recommendations for resource deployment, hiring priorities, restructuring and productivity improvement.
• Organisation Transformation Tracker: milestones, accountable owners, dependencies, risks and realised outcomes.
• Leadership Workforce Review: insights on critical roles, leadership gaps, succession risks and future capability requirements.
• Strategic Decision Papers: concise recommendations supported by analysis and implementation plans.

Key Performance Indicators

• Timely completion of organisation and workforce assessments for identified business units.
• Accuracy and reliability of manpower, compensation cost and productivity analysis.
• Quality and action‑ability of workforce planning recommendations.
• Timely preparation of workforce budgets, forecasts and management dashboards.
• Progress against approved organisation transformation milestones.
• Quantified financial benefits and productivity improvements from implemented initiatives.
• Adoption and effectiveness of agreed organisation design and workforce interventions.
• Stakeholder satisfaction with the quality of analysis, recommendations and project delivery.

Performance targets will be agreed with the reporting manager based on business priorities and the availability of reliable baseline data.

Qualifications Experience

• Postgraduate qualification in Human Resources, Business Administration, Management, Finance or a relateddiscipline.
• 6-10 years of relevant experience in organisation development, workforce planning, people strategy, HR transformation, management consulting, business analysis or a related field.
• Experience in organisation design, manpower planning, productivity analysis, workforce budgeting or transformation project management.
• Experience working with senior stakeholders and translating business requirements into structured recommendations.
• Experience in a multi‑business, multi‑location or rapidly scaling organisation is an advantage.
• Exposure to consulting, business transformation or financial modelling is preferred.

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