Assistant Manager- HR Projects and OD

Responsible for executing strategic HR projects across Organization Effectiveness, Culture & Engagement, and Change Enablement. This role involves end-to-end project management, stakeholder alignment and coordination across HR/Functional COEs and cross-functional stakeholders to ensure high-quality deliverables and track outcomes. Provide practical, data-based recommendations and deliver consistent execution while upholding Glenmark’s culture and standards.
Support the Learning, Talent and OD team
1. Culture, Capability & Employee Experience
Support culture diagnostics and benchmarking to identify culture levers and behaviors aligned with the organization's values, and help design and implement related interventions.
Conduct research on Employee Value Proposition (EVP) design and employer branding practices.
Support the standardization, rollout, and governance of the global onboarding program, including training content, facilitator readiness, implementation tracking, and audit processes.
Contribute to building an organization-wide skill inventory framework
2. Employee Engagement & Insights
Drive the employee engagement pulse survey by coordinating with stakeholders and ensuring timely closure of priority interventions.
Support planning and readiness for engagement survey cycles.
Build trackers and dashboards to monitor engagement progress and highlight focus areas for business reviews.
3. HR Interventions & Governance
Support Manage OD project budgets to ensure cost efficiency and compliance with approved allocations.
Facilitate sessions to build stakeholder understanding of key talent processes and systems.
Track program effectiveness through defined metrics and governance dashboards, with regular stakeholder updates.
Maintain governance through structured documentation, reporting, and continuous monitoring.
Educational Qualifications
MBA or Post Graduation in Human Resources
or, Bachelors / Masters in Industrial / Organizational Psychology
Experience
3 to 5 years’ experience in HR
Preferred - Working knowledge of Organizational design and HR Business Partnering
Preferred – exposure to employee engagement frameworks such as GPTW, Gallup or similar
Preferred – experience of working in a fast-paced and dynamic work environment
Knowledge and Skills (Functional / Technical)
Ability to research emerging HR/OD practices and translate benchmarks into practical applications.
Proficiency in MS Excel, Word, and PowerPoint, with strong data visualization skills.
Ability to draw data-based insights to inform decisions.
Skilled in facilitating group discussions/workshops, including pre-work planning, moderation, and post-session synthesis.
Ability to build and manage stakeholder relationships across HRBPs, COEs, and business teams.
Strong project management skills — planning, tracking, and follow-through on multiple initiatives.
Working knowledge of the employee life cycle and associated HR processes.
Behavioural Attributes
Strong accountability, curiosity, drive, and initiative, with high learning agility and a disposition toward continuous learning.
Commitment to continuous improvement and execution excellence.
Strong analytical thinking and problem-solving ability.
High ownership and ability to work independently.

Work arrangement
No