manager of organizational development

Cheezious Pakistan

<div>
 <p>
  We are seeking a Manager to lead both Organizational Development and Employee Engagement. This crucial, strategic role is responsible for linking our long-term structural health with our day-to-day employee experience. The successful candidate will ensure our organization is scalable, high-performing, and committed to employee retention across Cheezious.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Responsibilities:
  </strong>
 </p>
 <ul>
  <li>
   Design, lead, and manage company-wide Employee Engagement initiatives and programs.
  </li>
  <li>
   Oversee the entire cycle of performance management. This involves designing the KPI/KRA framework and managing the annual appraisal process.
  </li>
  <li>
   Design, evaluate, and implement optimal organizational structures (org charts, reporting lines, and span of control) to ensure clarity and efficiency as the company expands.
  </li>
  <li>
   Formalize the framework for talent reviews, career progression, and succession planning to ensure a healthy internal pipeline for critical leadership positions.
  </li>
  <li>
   Act as the lead consultant for major organizational changes (new technology, structural pivots), designing interventions to ensure effective communication and employee buy-in with minimal operational disruption.
  </li>
 </ul>
 <p>
  <strong>
   Qualifications &amp; Experience:
  </strong>
 </p>
 <ul>
  <li>
   Minimum bachelor&rsquo;s degree in Human Resources (Master&rsquo;s degree preferred).
  </li>
  <li>
   6- 8 years of dedicated experience in a strategic HR, Organizational Development, or Change Management role.
  </li>
  <li>
   Demonstrable experience in designing and implementing company-wide performance management systems and employee engagement programs is essential.
  </li>
  <li>
   Advanced proficiency and experience working with an integrated HRIS system.
  </li>
 </ul>
</div>


Manager Organizational Development and Engagement

BNP Paribas

<div><p>We are looking for a new colleague who is willing to join Organizational Development Department at TEB to contribute to our sustainable and recognized performance supported by our team&rsquo;s positive attitude and cooperation.</p><p>
The ideal candidate should have / be:</p><ul><div>
Bachelor's degree in Business Administration, Industrial Engineering, Psychology or related field</div><div>
4+ years of experience in organizational transformation and restructuring</div><div>
Advanced level of English both in written and verbal</div><div>
Analytical thinking, attention to detail and accuracy of data</div><div>
Project management or business development experience</div><div>
Ability to work in multi-tasking environment</div><div>
Proficiency in MS Office applications and other digital systems</div><div>
Strong desire to advance critical skills in Organizational Effectiveness, Strategic Communication, Strategic Planning, Change Management, Data Interpretation and Continuous Improvement</div><div>
Ability to interpret demands across new operating models in line with strategic needs and going beyond potential trends,</div><div>
A Critical Mind-set is required to build innovative and strategic thinking by conceptualizing, designing/implementing functional enhancements</div><div>
A team player working in the redesign processes and multiple operations for a purpose-led company culture</div><div>
Overall, being an &ldquo;organisational strategic driver&rdquo; by a strong personal desire to offer meaningful solutions and to identify the necessary elements for providing instruments leading to change processes in ameliorating organizational structure of TEB</div></ul><p>
Get inspired by these? We&rsquo;re looking for you to join us!</p><p>
Responsibilities:</p><ul><div>
Identify the organizational needs in accordance with the company strategy</div><div>
Monitoring the organizational efficiency regularly and to recommend new ways of working to increase and to sustain the organizational efficiency in a future forwarded business world</div><div>
Pursuing new trends and technological / digital improvements to sustain enhanced working environment</div><div>
Being a member of transformation and change project teams with demonstrated ability to build and sustain high performing results by fostering teamwork, partnership and collaboration</div><div>
Managing digital &quot;company library platform&quot; including definition and preparation of the job descriptions and to edit the related documents to adapt the future improvements</div><div>
Working on organizational changes such as Unit / Branch openings and closings</div></ul><p>
This position reports to Senior Manager. There is no team management responsibility.</p></div>

Organizational Development Manager

Pure Health Supply Chain and Training Centre LLC

<p>As part of PureHealth’s mission to advance healthcare excellence, the Assistant Manager – Organizational Development will play a pivotal role in shaping and strengthening the Group&#x27;s organizational capability. This role is responsible for designing, executing, and evaluating large-scale OD initiatives that enable scalability, transformation, and sustainability. The incumbent will partner closely with HR Business Partners and senior leaders to deliver enterprise-wide people solutions aligned with PureHealth’s long-term strategy and vision.</p><br/><p><strong>Key Responsibilities</strong></p><p><strong>Organization Structure & Operating Model</strong></p><ul><li>Support the design, review, and optimization of organizational structures, reporting lines, and spans of control to enhance agility and efficiency.</li><li>Partner with business leaders to evaluate current operating models and propose redesigns that align with evolving strategy and market needs.</li></ul><p><strong>Workforce Planning & Capability Alignment</strong></p><ul><li>Contribute to workforce planning by analyzing future skill requirements, talent gaps, and workforce deployment.</li><li>Ensure organizational design decisions build long-term capability and business continuity.</li></ul><p><strong>Organizational Diagnostics & Health</strong></p><ul><li>Conduct organizational health assessments to identify strengths, risks, and areas for improvement.</li><li>Translate findings into actionable insights and OD interventions.</li></ul><p><strong>Role Design & Job Architecture</strong></p><ul><li>Support development and refinement of job descriptions, role clarity, and career pathways to drive consistency across the Group.</li><li>Collaborate with Compensation & Benefits to ensure alignment with grading structures and mobility frameworks.</li></ul><p><strong>Change & Transformation Enablement</strong></p><ul><li>Partner with HR and business leaders on large-scale reorganizations, mergers, and transformation initiatives.</li><li>Provide OD frameworks, roadmaps, and tools to enable smooth transitions and sustained performance.</li></ul><p><strong>Process & Policy Alignment</strong></p><ul><li>Integrate OD initiatives with HR processes and policies.</li><li>Standardize OD practices across PureHealth while allowing flexibility for entity-specific needs.</li></ul><p><strong>Stakeholder Engagement & Advisory</strong></p><ul><li>Act as an internal consultant, advising leaders on OD best practices and interventions.</li><li>Facilitate workshops and design sessions to co-create organizational solutions.</li></ul><p><strong>Metrics & Impact Evaluation</strong></p><ul><li>Define, track, and report success measures for OD initiatives.</li><li>Provide insights and recommendations to senior leadership to guide continuous improvement.</li></ul><p><strong>Digital HR, Analytics & AI in OD</strong></p><ul><li>Leverage HR technology, people analytics, and organizational network analysis to identify collaboration patterns and decision-making bottlenecks.</li><li>Apply AI-powered modelling for spans & layers, workforce planning, and large-scale reorganizations.</li><li>Develop visualization dashboards for real-time OD metrics, supporting evidence-based decision-making.</li></ul><p><strong>Governance & Standardization</strong></p><ul><li>Develop frameworks, toolkits, and playbooks for OD interventions to ensure consistency across regions and entities.</li><li>Act as custodian of PureHealth’s organizational effectiveness methodologies and standards.</li></ul><p><strong>External Benchmarking & Innovation</strong></p><ul><li>Monitor OD and organizational effectiveness trends, benchmarks, and best practices.</li><li>Recommend adoption of innovative approaches to maintain PureHealth’s competitiveness.</li></ul><br/>

Assistant Manager - Organizational Development

Dow Jones

<div><p><b>About the Team:</b></p>
<p>The Organizational Development team plays a critical role in shaping the organization's effectiveness strategy for Dow Jones through advanced organizational design consultation and strategic change management.</p>
<p><b>About the Role</b></p>
<p>The Senior Manager, Organizational Development (OD) plays a critical role in shaping the organization's effectiveness strategy for Dow Jones through advanced organizational design consultation and strategic change management. This People Team subject matter expert serves as a trusted advisor to People Business Partners and senior leaders in initiatives pertaining to organizational health, culture integration, workforce planning, and capability building, while supporting the evolution of our Change Management Center of Excellence (COE). Working within the Organizational Development team, you will also build enterprise practices that improve how teams of the future work together in order to foster a high performance culture. You combine strategic consulting skills with hands-on experience in complex organizational design, change management, team effectiveness, and strategic workforce planning.</p>
<p><b>You Will:</b></p>
<ul><li>Partner closely with the broader Talent Management &amp; Development team to design, develop, and implement an integrated Talent strategy, ensuring the focus is on the high impact programs and initiatives that support Dow Jones corporate strategy and goals.</li>
<li>Lead complex organizational design and operating model projects to align structure, capabilities, and ways of working with business strategy.</li>
<li>Partner with executives and functional leaders to assess organizational effectiveness and design future-ready teams.</li>
<li>Provide strategic consulting on capability building, workforce planning, and role architecture to enable scalable growth.</li>
<li>Apply data-driven insights, scenario modeling, and diagnostic tools to inform design recommendations.</li>
<li>Design and facilitate interventions that enhance team effectiveness, collaboration, and decision-making at the leadership and enterprise level.</li>
<li>Partner with cross-functional teams to drive culture integration initiatives post-merger, restructuring, or transformation.</li>
<li>Develop frameworks and measures for organizational health.</li>
<li>Establish and support the Change Management Center of Excellence (COE) to standardize methodologies, tools, and metrics for enterprise change initiatives.</li>
<li>Build organizational change capability by coaching leaders and equipping project teams with effective change management strategies.</li>
<li>Serve as an internal OD consultant to senior leaders on strategic initiatives such as transformation, restructuring, and digital enablement.</li>
<li>Monitor external trends and emerging practices in OD, organizational design, and change leadership to inform strategy, recommendations, and OD continuous improvement efforts.</li>
</ul><p><b>You Have:</b></p>
<ul><li>The willingness to work in our midtown Manhattan office 3 days every week.</li>
<li>A Bachelor's and/or Master's degree in Organizational Development, Industrial/Organizational Psychology, HR, or related field preferred, or equivalent education, or experience preferred.</li>
<li>10+ years of progressive experience in Organizational Development, with demonstrated expertise in organizational design, change management, and leadership consulting.</li>
<li>A strong understanding of organizational development, design methodologies, strategic workforce planning, and change management best practices with experience translating these into practical application.</li>
<li>Experience building scalable organizational models to support business growth.</li>
<li>Experience designing, developing, and delivering large-scale, cross-departmental programs and/or strategic change initiatives, culture transformation.</li>
<li>Experience collecting, assimilating, and analyzing data, then using the insights to take action.</li>
<li>Experience managing projects/programs in an internal or external consulting role is preferred.</li>
<li>Strong communication, presentation/facilitation, and interpersonal skills including the ability to interact at all levels in the organization.</li>
<li>Strong consultative, facilitation, and diagnostic skills.</li>
<li>Experience in M&amp;A organizational design and integration is preferred, but not required.</li>
</ul><p><b>Our Benefits</b></p>
<ul><li>Comprehensive Healthcare Plans</li>
<li>Paid Time Off</li>
<li>Retirement Plans</li>
<li>Comprehensive Medical, Dental and Vision Insurance Plans</li>
<li>Education Benefits</li>
<li>Paid Maternity and Paternity Leave</li>
<li>Family Care Benefits</li>
<li>Commuter Transit Program</li>
<li>Subscription Discounts</li>
<li>Employee Referral Program</li>
</ul><p>\#LI-Hybrid</p>
<p>Reasonable accommodation: Dow Jones, Making Careers Newsworthy - We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. EEO/Disabled/Vets. Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, email us at talentresourceteam@dowjones.com. Please put &quot;Reasonable Accommodation&quot; in the subject line and provide a brief description of the type of assistance you need. This inbox will not be monitored for application status updates.</p>
<p>Business Area: Dow Jones - People</p>
<p>Job Category: Human Resources</p>
<p>Union Status:</p>
<p>Non-Union role</p>
<p>Pay Range: $145,000 - $165,000</p>
<p>We recognize that attracting the best talent is key to our strategy and success as a company.As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates.The quoted salary range represents our good faith estimate as to what our ideal candidates are likely to expect, and we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the interview process.</p>
<p>Pay-for-performance is a key element in our strategy to attract, engage, and motivate talented people to do their best work. Similarly to salary, for bonus eligible roles, targets are set based on a variety of factors including competitive market practice.</p>
<p>For benefits eligible roles, in addition to cash compensation, the company provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits, including &quot;elective&quot; benefits employees may select to best fit the needs and personal situations of our diverse workforce..</p>
<p>Since 1882, Dow Jones has been finding new ways to bring information to the world&rsquo;s top business entities. Beginning as a niche news agency in an obscure Wall Street basement, Dow Jones has grown to be a worldwide news and information powerhouse, with prestigious brands including The Wall Street Journal, Dow Jones Newswires, Factiva, Barron&rsquo;s, MarketWatch and Financial News.</p>
<p>This longevity and success is due to a relentless pursuit of accuracy, depth and innovation, enhanced by the wisdom of past experience and a solid grasp on the future ahead. More than its individual brands, Dow Jones is a modern gateway to intelligence, with innovative technology, advanced data feeds, integrated solutions, expert research, award-winning journalism and customizable apps and delivery systems to bring the information that matters most to customers, when and where they need it, every day.</p>
<p>Req ID: 50038</p></div><p></p>

Senior Manager, Organizational Development

Sheppard Pratt

<p></p><div><p><b>Responsibilities:</b></p>
<p><b>
Customer Relations &ndash;
</b></p><ul><li>Provides high-quality HR services to employees, applicants, supervisors, vendors, partner organizations, and regulatory agencies.</li>
<li>Demonstrates confidentiality, fairness, and professionalism in all communications.</li>
<li>Represents HR on Health System committees as requested.</li>
</ul>
<p><b>Employee Recognition and Services</b></p>
<ul>
<li>Designs and facilitates Welcome Day for new staff and volunteers.</li>
<li>Develops and oversees rewards and recognition programs that promote organizational pride, engagement, and retention.</li>
<li>Leads engagement initiatives such as staff events, focus groups, DE&amp;I programs, workshops, and communications that strengthen culture and sense of community.</li>
</ul>
<p><b>Performance Management</b></p>
<ul>
<li>Leads all aspects of performance management policies, systems, tools, and timelines.</li>
<li>Participates in strategic planning related to workforce performance and talent development.</li>
<li>Designs or sources training that strengthens manager capabilities in coaching, accountability, and documentation.</li>
<li>Ensures managers complete performance evaluations and performance documentation in accordance with policy.</li>
</ul>
<p><b>Employee Development, Training, and Succession Planning
</b></p><ul><li>Designs, curates, and delivers training content that supports organizational values, mission, and strategic goals.</li>
<li>Develops and manages learning pathways to support career development, leadership development, and succession planning.</li>
<li>Coordinates annual organizational and compliance training, ensuring staff maintain required competencies.</li>
<li>Incorporates diversity, equity, inclusion, and belonging into learning programs and leadership development strategies.</li>
<li>Develops leaders capacity to coach, mentor, and grow their teams.</li>
</ul>
<p><b>Staff Supervision &amp; Development</b></p>
<ul>
<li>Selects, trains, supervises, and evaluates assigned staff.</li>
<li>Mentors and develops team members; identifies skills gaps and training needs.</li>
<li>Participates in disciplinary processes when required.</li>
<li>Promotes efficient, consistent learning and organizational development practices across the team.</li>
</ul>
<p><b> Senior Leadership Collaboration</b></p>
<ul>
<li>Presents training strategy, engagement trends, compliance reports, LMS metrics, and performance management analytics to senior leadership.</li>
<li>Serves as a resource to other HR Directors, offering expertise across training, OD, engagement, DE&amp;I, and performance.</li></ul><br>
<p></p>
<p><b>
Knowledge, Skills, and Abilities Required</b><b>:</b></p>
<p>
1) Work requires comprehensive knowledge of human resources management, related employment law, basic statistics, and management theories, as well as the ability to effectively communicate, both orally and in writing - acquired through a Bachelor&rsquo;s degree in human resource management, business administration, or closely related field. Master&rsquo;s degree preferred. SHRM, HRCI or related certifications preferred.</p>
<p>
2) Work requires at 7-10 years of diversified, professional human resources experience with an emphasis on training and/or organizational development, demonstrated knowledge of human resources and department operations, and supervisory skills. 2-5 years of management experience required.</p>
<p>
3) Work requires a high level of interpersonal skills sufficient to interact with senior management, manage staff, conduct workshops and trainings, answer inquiries, explain policies and procedures in difficult situations, and effectively communicate with a wide variety of internal and external contacts.</p>
<p>
4) Work requires analytical ability sufficient to develop effective strategies, develop workflow processes, extract information from written material, observation, and interviews to process recruitment and retention statistics, including turnover and vacancy rates. Must be able to anticipate problems/complications and develop solutions.</p><p></p><p>
Equal Opportunity Employer<br>
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</p></div>

Director of Learning and Organizational Development

Arthur Lawrence

<p>The Organizational Development (OD) Specialist drives initiatives that enhance organizational effectiveness, talent development, and employee engagement. The role partners with HR and business leaders to design and deliver OD, change management, and talent strategies that build a strong, agile, and high-performing culture.</p><p>Key responsibilities include:</p><ul><li>Design and execute talent management initiatives, including performance management, succession planning, and leadership development.</li><li>Develop and implement employee engagement and retention programs that strengthen culture and career growth.</li><li>Lead organizational change initiatives, ensuring clear communication, stakeholder alignment, and sustainable adoption.</li><li>Deliver OD projects that enhance team effectiveness, collaboration, and organizational capability.</li><li>Support programs that embed company values and drive a positive, inclusive culture.</li><li>Identify capability gaps and coordinate learning and development programs to build leadership and workforce skills.</li><li>Analyze engagement, performance, and workforce data to guide OD strategies and track impact.</li><li>Partner with HRBPs and business leaders to align people and organizational strategies with business goals.</li><li>Collaborate with cross-functional teams such as Finance, IT, and Communications to ensure seamless delivery of OD and change initiatives.</li><li>Continuously review and improve OD frameworks, ensuring alignment with best practices and evolving organizational needs.</li><li>Lead end to end workforce projects, including organizational design, change management, policy and governance framework development, job evaluation and competency assessment</li><li>Experience in developing salary structures, KPIs, OKRs, and grade mapping as required</li></ul><p>Requirements:</p><ul><li>Bachelor&rsquo;s degree in human resources, Business, Psychology, or related field (master&rsquo;s preferred)</li><li>4&ndash;6 years of experience in Organizational Development, Talent Management, or related HR roles</li><li>Strong facilitation, project management, and analytical skills</li><li>Proven ability to lead change and build effective stakeholder relationships across all levels</li></ul><p>Other details:</p><ul><li>Shift: 3:00 pm - 12:00 am (Mon - Fri)</li><li>Location: PECHS Block 2 (Onsite)</li></ul><p>Job Type: Full-time</p><p>Pay: Rs80,000.00 - Rs150,000.00 per month</p><p>Work Location: In person</p>

Specialist – Organizational Development

Eaton

<div><p>Eaton&rsquo;s Electrical Division is seeking an Organizational Change Manager (OCM) to join our team. This role can be based in Budapest (Hungary), Warsaw or Gda&#324;sk (Poland), Slough (United Kingdom), Zaltbommel (Netherlands), or Istanbul (Turkey).</p><div><div><div><h2 class="jobSectionHeader"><b>
What you&rsquo;ll do:</b></h2>
</div><div><p>
The Organizational Change Manager (OCM) is responsible for leading integrated change and communications strategies to support transformations across a dispersed sales and marketing organization, including shaping the narrative and engagement strategy for capability rollouts across the EMEA sales organisation. This role builds understanding, readiness, and momentum by delivering clear messaging, aligning stakeholders, increasing engagement and orchestrating structured enablement experiences. Working closely with cross-functional teams, this leader will secure that change initiatives are effectively communicated, understood, adopted, and sustained throughout the organisation.</p><p>
The role requires a strategic mindset, strong stakeholder management, and the ability to translate complex change programmes into actionable change, communications and engagement plans. He/she/they will champion a culture of continuous improvement, ensuring that change is embedded and consistently reinforced across all sales segments and geographies.</p><p>
Key outcomes include improved sales productivity, standardised processes, consistent tech-stack tool adoption, and enhanced customer experience through unified messaging and seamless adoption of new standards, capabilities and tools. The manager will act as a change agent, fostering collaboration, resilience, and a shared sense of purpose within the sales organisation.</p><p></p><div><br>
Key Responsibilities<br>
<ul><li>Develop and execute change and communication strategies aligned with transformation objectives and programs.</li><li>Collaborate with cross-functional teams and Program/Project Managers to prepare, launch, and sustain change programmes.</li><li>Partner with country, zone, segment and business leaders to embed change into operational plans.</li><li>Identify adoption risks and resistance points and deploy mitigation tactics. Monitor and report on change adoption, readiness, and impact, using data-driven insights to refine strategies.</li><li>Ensure consistent and sustained change across all sales segments and geographies.</li><li>Develop comprehensive communication strategy that supports overall strategic plan and employee engagement. Ensure messaging consistency across all channels and stakeholder groups.</li><li>Shape and deliver clear, compelling, high-impact content (written, visual, digital) and messaging tailored to diverse audiences across the region. Leverage storytelling to reinforce change narratives and desired behaviours.</li><li>Design and implement feedback mechanisms to monitor employee sentiment and use data to refine communications and change strategies. Report on effectiveness using standard KPIs.</li><li>Design and facilitate enablement experiences (workshops, training, digital campaigns) to build momentum and adoption.</li><li>Lead crisis communication and change management efforts when needed.</li><li>Support senior leadership in optimization of internal communications materials and strategic presentations.</li><li>Foster a culture of continuous improvement and feedback, surfacing best practices and lessons learned.</li></ul></div></div></div><div><div><h2 class="jobSectionHeader"><b>
Qualifications:</b></h2>
</div><div><ul><li>Bachelor&rsquo;s degree in any field, Business, Communications, Change Management a bonus.</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Skills:</b></h2>
</div><div><ul><li>Proven experience in organisational change management, preferably in a B2B sales or commercial environment.</li><li>Certification in PROSCI, ADKAR, or equivalent change management methodologies preferred.</li><li>Strong communication and interpersonal skills, with the ability to engage and influence stakeholders at all levels</li><li>Experience designing and delivering change communications and enablement programmes.</li><li>Skilled in content creation, channel management and stakeholder engagement.</li><li>Demonstrated ability to manage multiple projects and priorities in a matrixed organisation.</li><li>Analytical skills to assess change impact and adoption metrics.</li><li>Familiarity with digital communication platforms and tools (e.g. intranet, SharePoint, Teams).</li><li>Ability to work collaboratively across functions and geographies.</li><li>High level of resilience and adaptability in dynamic environments.</li></ul><p></p><p><br>
#LI-AO1</p></div></div></div><p></p><p><b><br>
What we offer:</b></p><ul><li>
Competitive compensation and benefits package</li><li>
Challenging projects in dynamic collaborative team in an international environment</li><li>
We care about Inclusion and diversity, and we care about you&ndash; in Eaton we have several initiatives celebrating diversity and making our daily life more inclusive</li><li>
We make your aspirations matter &ndash; Eaton encourages internal promotion, whenever possible</li><li>
We make your wellbeing matter &ndash; we offer Health Insurance Plan (MetaSalute) and a Company Welfare plan for all Eaton Employees, we have also an Internal quality canteen with healthy food.</li><li>
We make your growth matter &ndash; we invest in our employee for the long term with annual performance &amp; Development reviews.</li><li>
We make your contributions matter - reliability, safety, efficiency, and sustainability are at the core of our dedication to improving people&rsquo;s lives and the environment through power management technologies.</li></ul><p></p><p><br>
We are committed to ensuring equal employment opportunities for job applicants and employees. Our recruitment processes use balanced selection criteria and avoid unlawful discrimination against applicants on the basis of their age, colour, disability, marital status, national origin, gender, gender identity, genetic information, race or racial origin, religion, sexual orientation or any other status protected or required by law.</p></div>

Organizational Change Manager (OCM)

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