Head, People & Organizational Development at ARM Hold Co.

Job Summary

• The Head, People & Organizational development leads the Group’s enterprise agenda for performance, learning, organization design, career growth, and graduate development turning business strategy into a practical capability roadmap that aligns structure, culture, skills, and leadership. Orchestrates cross-entity initiatives, governance, and analytics to build a scalable operating model, deepen leadership bench strength, and accelerate internal mobility. Elevates employee experience and business outcomes by embedding continuous performance practices, targeted development pathways, and data-driven decisions that improve speed, accountability, and readiness for growth across ARM

Job Details

KEY RESPONSIBILITIES

Strategy & Governance

• Define the OD strategy that connects business priorities to operating model, capability, and culture outcomes; establish governance, policies, and success measures.
• Partner with Executive and Business Heads to sequence change portfolios (structure, skills, systems, culture) using evidence-based OD methods and change management principles.
• Own OD/L&D/performance budgets and vendor governance; ensure compliance with Group standards.

Organization Design

• Lead enterprise and business-unit design reviews (spans & layers, roles, capacity) to improve speed, accountability, and cost-to-serve; guide transitions and stabilization.
• Maintain Group organization design principles, job architecture, and decision-rights frameworks; run periodic health checks using structural metrics and engagement data.

Performance Management

• Own the Group performance philosophy, frameworks, cycles, and calibration mechanisms; drive fair, consistent goal-setting, reviews, and consequence management.
• Embed continuous performance practices (quality conversations, feedback, coaching) and analytics to improve impact, not just process adherence.
• Lead annual talent and succession reviews (9-box, risk/ready-now assessment) tied to development and mobility actions.
• Learning & Leadership Development
• Set the enterprise learning strategy, capability framework, and curricula; prioritize critical skills for today and the future, leveraging a skills taxonomy for consistent decisions across HR.
• Oversee leadership development architecture (emerging leaders to senior leaders), including assessment, programs, and coaching; track ROI and behavior change.
• Own the learning technology ecosystem (LMS/LXP) and ensure quality standards for content, delivery, and measurement

Career Management & Mobility

• Design career pathways, job families, and capability levels; provide tools (career maps, role profiles) and enable managers/employees to navigate growth opportunities.
• Build internal mobility programs, job rotations, and short-term assignments; codify best practices and guardrails for rotations.

 Graduate & Early-Career Programs

• Own the Group’s graduate strategy: workforce demand planning, university partnerships, selection, onboarding, structured rotations, mentoring, and certification.
• Define program success metrics (conversion, performance, retention, time-to-productive) and drive continuous improvement.

Culture, Inclusion & Change Enablement

• Partner with Communications and HRBPs to reinforce desired culture and inclusion behaviors through leadership role-modeling, rituals, and recognition.
• Equip leaders and change agents with practical toolkits (stakeholder mapping, impact assessment, adoption metrics) for smoother transformations.
• Data, Insights & Reporting
• Define and track OD/L&D KPIs (participation, capability uplift, skills coverage, internal fill, bench strength, performance distribution, program ROI)
• Use people analytics to identify structural and skills bottlenecks; run experiments and A/B tests to improve adoption and outcomes.

Requirements

COMPETENCIES, SKILLS & ABILITIES

• Enterprise mindset with strong consulting toolkit; adept at diagnosing organizational issues and designing pragmatic, staged solutions.
• Expertise in organization design, performance management, learning strategy, leadership development, and career frameworks.
• Advanced stakeholder management and facilitation; able to influence senior leaders and coach managers.
• Strong analytical orientation; comfortable with metrics, experimentation, and platforms (LMS/LXP, performance systems, survey/analytics tools).
• Program management excellence; vendor selection and governance experience.
• Inclusive leadership with a track record of building high-performing teams.

PERFORMANCE EXPECTATIONS

• Operating Model Impact: Measurable improvements in spans/layers simplicity, decision speed, and role clarity post-design. (Spans/layers improvements reduce layers.
• Performance Enablement: Improved quality of goals/feedback, calibration integrity, and differentiation; uplift in enterprise performance metrics.
• Capability Uplift: Defined critical skills, increased skills coverage, and higher internal fill rates for key roles. (Skills-based practices per Bersin.
• Leadership Pipeline: Stronger succession depth and readiness; improved conversion from programs to roles.
• Change Adoption: Demonstrable adoption rates for major initiatives (methods, tooling, ways of working).

QUALIFICATION & EXPERIENCE

Educational Requirements

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field; Master’s degree preferred.

Professional Requirements

• Relevant professional certification (e.g., CIPD, CIPM, SHRM); OD/OE, L&D, or change-management certifications are an advantage. (CIPD/SHRM domain relevance)

Experience Requirements

• 8–10 years’ progressive experience across OD, L&D, performance management, and/or talent management in large organizations or top-tier consulting, with at least 3 years in leadership delivering enterprise-scale change.
• Proven experience standing up graduate or early-career programs, leading organization design initiatives, and implementing performance frameworks at scale. (Aligned to ARM’s experience range and leadership emphasis in the template