PMS and OD Specialist

General Energy Management Systems; Dadri; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

General Energy Management Systems seeks an experienced HR leader to design, implement, and drive Performance Management Systems, Organizational Development, and Learning & Development programs. The role partners with senior leaders to align people processes with business strategy, building capability and embedding performance and learning into the culture across multiple locations.

Responsibilities include leading leadership development, executive coaching, change management, and vendor/partner

Qualifications

• 10–12 years of HR leadership experience with emphasis on designing, implementing, and driving PMS, OD and L&D programs.
• Hands‑on experience with HRMS/HRIS systems and leveraging data insights for people decisions.
• Exposure to leadership development, talent management, and multi‑location learning delivery.

Responsibilities

• Develop and drive a comprehensive organizational development strategy aligned to business goals.
• Partner with senior leaders to identify OD needs, gaps, and opportunities and implement targeted interventions.
• Lead flagship leadership development programs and executive coaching engagements.
• Build managerial capability through targeted interventions and track ROI of learning initiatives.
• Develop change management and communication plans to support organizational changes and engagement.

Skills

Performance management

Organizational development

Learning & development

People analytics

Stakeholder management

Change management

Executive coaching

Tools

HRMS/HRIS

Job description

We are seeking a seasoned HR leader (10-12 years) with deep expertise in designing, implementing and driving Performance Management Systems (PMS), OD, and Learning & Development (L&D) programs. The ideal candidate will also have hands‑on experience managing/implementing HRMS solutions to support these initiatives. You will partner closely with leadership to align people processes with business strategy, build capability across the organization, and ensure that performance and learning are embedded in GEMSs culture.

Exposure to leadership development, talent management processes, and handling multi‑location, learning delivery is essential.

Key Responsibilities

1. Organizational Development

• Develop and implement a comprehensive organizational development strategy that aligns with the company's overall business goals and objectives.
• Partner with senior leaders and key stakeholders to identify and address organizational development needs, gaps, and opportunities.
• Design and ensure programs and initiatives that support employee development, talent management, and succession planning.
• Lead cultural transformation initiatives and foster a positive work environment that promotes collaboration, innovation, and continuous improvement.
• Conduct organizational assessments and diagnose organizational issues to identify areas for improvement and develop targeted interventions.
• Collaborate with HRBP and other cross‑functional teams to ensure that organizational development initiatives are integrated with other HR programs and processes.

2. Leadership Development

• Manage flagship leadership development programs for mid‑level and senior leaders
• Address developmental needs at all levels, including senior leaders and managers to enhance their leadership capabilities.
• Coordinate with external consultants and academic institutions for leadership interventions
• Facilitate executive coaching engagements and 360‑degree feedback processes

3. Capability Building

• Build organizational capability: evaluation of current capabilities, building future skills based on the business needs
• Build managerial capability across levels through targeted interventions
• Track ROI of key learning programs and measure impact on business outcomesDrive on‑the‑job learning culture and continuous development through mentoring and knowledge‑sharing forums
• Design and lead a comprehensive campus training program aimed at equipping trainees with the skills and capabilities required for successful transition into full‑time roles

4. Change Management & Communication

Develop and execute change management strategies to support organizational change initiatives, including function specific interventions, communication plans, training programs, and employee engagement.

5. Stakeholder & Vendor Management

• Engage with business leaders, plant HR managers, and department heads to co‑create OD and L&D initiatives
• Manage relationships with external training vendors, consultants, and universities.

Experience in designing and delivering training programs and workshops.

• HRMS Proficiency: Hands‑on experience with HRMS / HRIS systems (implementation or administration) especially modules around performance, learning, appraisals, dashboards, reporting.
• Strong knowledge of learning methodologies, adult learning, training tools, leadership development.
• Strong analytical and problem‑solving skills, with the ability to think strategically and make data‑driven decisions.
• Change management skills: influencing stakeholders at all levels, driving adoption, dealing with resistance.
• Exceptional communication and interpersonal skills, with the ability to build effective relationships at all levels of the organization.
• Thought leadership with respect to HR best practices, current trends in performance management, learning, competency frameworks etc.
• Prior experience working across multiple locations / geographies or with remote teams is a plus.