Specialist Organization Development & Culture

Dr. Reddy’s Laboratories Ltd. is a leading multinational pharmaceutical company based across global locations. Each of our 24,000 plus employees comes to work every day for one collective purpose: to accelerate access to affordable and innovative medicines because Good Health Can’t Wait .

We started in 1984 with a modest investment, 20 employees and a bold vision. Today, we have research and development centres, manufacturing facilities or a commercial presence in 66 countries.

For nearly four decades, we have stood for access, affordability and innovation based on the bedrock of deep science, progressive people practices and robust corporate governance. As the pharmaceutical industry evolves and undergoes disruption, we see an opportunity – to strengthen our core further (the next steps) and to build the future (the new bets).

‘The Next and the New’ is how we aim to continue to be the partner of choice – purpose-driven, future-ready and sustainable. Our aim is to reach over 1.5 Bn+ patients across the world by 2030 by growing our core businesses and building for the future with sustainability at the core of our purpose and strategy. Sustainability for us means operating in a manner that respects people, planet and purpose – helping us conserve precious resources, serve our patients, create value for stakeholders, give back to society, fulfil our potential and maintain our integrity and transparency

Dr Reddy’s maintains a work environment, free from discrimination and is an equal opportunity employer. We are committed to employ & nurture all qualified diverse workforce without regard to race, colour religion, nationality, sex, age, disability status, genetics, sexual orientation, gender expression, citizenship or any other characteristic or classification protected by applicable law(s) of the country we operate in. We treasure every talent, and recognize merit and diversity in our organization.

Designing and embedding organizational practices, leadership routines, culture interventions, and change mechanisms that improve culture, engagement and organizational health.

Responsibilities

ASPIRE Integration; Translate ASPIRE into observable leadership behaviors; Define behavioral expectations across manager, leader, and executive levels; Embed culture into key people processes:; Performance reviews; Growth discussions; Governance reviews; Develop leader standards of work and behavioral scorecards; Work with L&D team to help design managerial and leadership development interventions based on behaviors; Leadership Assimilation; Supporting onboarding of senior leaders and executives; Facilitating stakeholder feedback and alignment sessions; Supporting team assimilation following leadership transitions; Identifying and addressing leadership derailers and effectiveness gaps; Playback feedback from leadership exits and help with action; Psychological Safety & Team Effectiveness; Create conditions where teams can challenge, learn, innovate, and collaborate effectively.; Designing frameworks for psychological safety; Strengthening feedback and feedforward practices; Supporting teams in improving collaboration and trust; Facilitating team effectiveness interventions; Building manager capability in inclusive leadership; Diagnosing team dynamics and organizational friction points; Culture & Change management; Embed the desired culture through leadership routines rather than standalone interventions. Responsibilities include:; Defining the people practices that support the Dr Reddys Management system and it's way of working; Designing leadership rituals that reinforce accountability, learning, and continuous improvement; Embedding behavioral expectations into business reviews and governance forums; Drive adoption of strategic organization-wide changes by ensuring that new ways of working are embraced, embedded, and sustained through leadership behaviours, manager practices, and organizational routines.

Requirements

Postgraduate degree in HR, Organizational Behaviour, Psychology, Organization Development or a related discipline .; Typically 6-8 years of relevant experience in Organization Development, Organization Effectiveness, Culture, Leadership Effectiveness or Change Management.; Strong experience in designing and embedding culture and behavioural frameworks , rather than only running engagement initiatives.; Demonstrated experience in leadership assimilation, team effectiveness and senior stakeholder facilitation .; Understanding of organizational diagnostics, psychological safety, behaviour change and change adoption .; Ability to translate cultural aspirations into practical leadership routines, processes and mechanisms .; Strong facilitation, consulting, influencing and stakeholder-management skills.; Comfortable partnering with senior business and HR leaders in a large, complex organization .