Manager/Sr. Manager – People Strategy & Organisation Transformation

• *Role Purpose**

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 escalate delays or risks.
• 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.

• *Skills \& Competencies*** Strategic thinking: connects workforce decisions with business objectives.
• Analytical capability: strong proficiency in Excel, data analysis, scenario modelling and dashboard development.
• Business acumen: understands operating models, manpower economics, productivity and financial implications.
• Problem\-solving: diagnoses underlying issues and develops practical, evidence\-based recommendations.
• Project management: strong planning, execution, stakeholder coordination and follow\-through.
• Communication: presents complex analysis in a concise, leadership\-friendly manner.
• Stakeholder management: confident working with senior leaders and cross\-functional teams.
• Attention to detail: strong data validation, documentation and analytical discipline.
• Ownership: works independently, manages ambiguity and drives initiatives to completion.

• *Role Boundaries**

The position sits within People Strategy \& Organisation Transformation and is distinct from day\-to\-day HR operations. **Primary focus*** Strategic workforce planning and organisation effectiveness.

• Manpower economics and productivity analysis.
• Organisation design and transformation projects.
• Strategic people analytics and decision support.
• Leadership workforce planning and capability strategy.

Activities owned by designated HR execution teams* Recruitment operations and hiring administration.

• Employee lifecycle transactions and routine HR operations.
• PMS administration and appraisal\-cycle execution.
• Routine employee engagement and HR service delivery.
• Day\-to\-day HRIS administration and operational reporting.

The incumbent will partner with HR execution teams wherever strategic analysis or transformation support is required. **Ideal Candidate Profile**

The ideal candidate is a structured thinker who can work with imperfect data, ask the right business questions and turn

analysis into practical decisions. The individual should be comfortable engaging with business leaders, challenging

assumptions constructively, building financial and workforce models, and ensuring that agreed initiatives are implemented.

The candidate must combine strategic orientation with hands\-on execution capability and independently manage

work streams while keeping the VP informed of key decisions, risks and outcomes. **How to apply**

Interested candidates should submit a resume and cover letter detailing their qualifications and experience at

careers@medhavione.com at earliest possible. **About MedhaviOne**

MedhaviOne is building India's education\-to\-employment infrastructure: shared standards for skills and credentials that connect institutions, employers and learners.

We are not an early\-stage startup. The Medhavi Group already has:* 600\+ enterprise partners across 30\+ sectors, including Hyundai, Mahindra, MRF, Daikin, IHG Hotels and the Indian Navy; 650,000\+ learners reached across India

• Its own skills university, Medhavi Skills University, with close to 2,000 students on campus

The base is built. We now need people to build the next businesses on top of it.

For more information, visit https://medhavione.com **About Medhavi Group:**

Established in 2013, Medhavi Group is a unified ecosystem comprising MSU and various skill\-promoting organisations,dedicated to advancing skill development, vocational training, and industry\-integrated higher education. having trained 6\+ lakh learners with 70%\+ employability outcomes and supporting 20,000\+ active students.* WISE (Work Integrated Skill\-based Higher Education) is Medhavi’s flagship initiative, built on the principle of “Industry on Campus”, combining academic learning with structured on\-the\-job training.

• Through partnerships with 300\+ leading organisations across 26\+ sectors, including Hyundai, Mahindra, IHG Group, Marriott, ITC and Tata Electronics, WISE builds industry\-aligned talent pipelines.
• WISE enables students to graduate with real work experience and industry\-ready skills, enhancing employability, workforce productivity, and bridging the industry skill gap.

For more information, visit https://msu.edu.in/wise