Senior Organizational Development (OD) Lead

At D-Fend Solutions, our people are our greatest strength — and technology is our passion. Our team of innovators and subject matter experts, including veterans of elite military intelligence technology units, is transforming the way organizations protect themselves from drone threats. As the global leader in cyber-takeover counter-drone technology, we design and deliver advanced, software-defined solutions that empower our customers to detect, take control, and safely land unauthorized drones — with precision and reliability. Every day, we push the boundaries of innovation to meet real-world security challenges across industries and environments. We’re proud of our cutting-edge technology, our global reach, and the impact we make in securing the skies. We’re seeking passionate professionals who thrive in a fast-paced, creative, and collaborative environment — those who want to be part of the next generation of airspace security innovation. Join D-Fend Solutions and help make the world a safer place. Become a D-Fender! Work with the world’s leading cyber-takeover counter-drone technology provider and shape the future of safe airspace. At D-Fend, we are growing and evolving day by day, while staying true to our core values and maintaining a deep commitment to our mission and employees. As a global company undergoing accelerated scaling up, we believe our people and organizational effectiveness are at the very heart of our success. We are seeking a highly experienced, proactive, and strategic Senior Organizational Development (OD) Lead to architect, own, and spearhead our organizational development and talent processes. This is a senior individual contributor (IC) role reporting to HR Leadership—serving as the ultimate subject-matter leader for OD without direct personnel management. You will have full ownership of cross-organizational initiatives end-to-end, with a heavy emphasis on designing, training, and fully embedding global performance evaluation frameworks, leadership and career development structures, and cutting-edge AI-enabled talent processes. Key Responsibilities: • End-to-End Performance Management Architecture & Implementation: Own and drive the complete lifecycle of our company-wide performance review and continuous feedback systems. Architect customized review methodologies (OKRs/KPIs, competencies, and calibrations), design and personally facilitate comprehensive manager and employee training workshops, lead company-wide rollout, and analyze results to drive continuous organizational improvement. • Cross-Organizational OD Strategy & Design: Design, develop, and implement strategic OD programs that support global scaling up; lead organizational job mapping, global leveling structures, grading frameworks, and career progression paths across all departments. • Leadership Development & Manager Enablement: Build structured leadership development curricula and targeted training programs; empower mid and senior leadership with practical tools, coaching methodologies, and management practices suited for a high-growth environment. • HRIS Ownership & Platform Configuration (Workday): Act as the hands-on system and process owner for OD modules within our Workday HRIS platform, designing automated evaluation cycles, survey workflows, and feedback mechanisms. • Innovation & AI Integration: Actively integrate, adopt, and leverage cutting-edge AI tools on a daily basis to optimize OD workflows, automate review synthesis, generate personalized development resources, and drive innovative HR solutions. • Data-Driven OD & Talent Analytics: Apply strong analytical capabilities to measure process adoption and effectiveness, analyze performance appraisal data, uncover organizational trends, and translate metrics into strategic executive recommendations. Requirements: • Professional Experience: 8+ years of dedicated professional experience leading Organizational Development (OD) and learning/talent initiatives within a global, fast-paced high-tech or scale-up company – Mandatory. • End-to-End Performance Rollout: Proven, hands-on track record of architecting, building, training, and successfully embedding company-wide performance evaluation cycles and goal-setting frameworks (OKRs/Goals) from scratch – Mandatory. • Facilitation & Training Mastery: Extensive experience designing interactive training materials, slide decks, and toolkits, with proven capability in personally facilitating high-impact workshops for managers and employees – Mandatory. • Organizational Architecture & Leveling: Demonstrated experience leading global job mapping, leveling, career paths, and grading frameworks in growing organizations – Mandatory. • HRIS Systems (Workday): Hands-on experience and daily operational proficiency with the Workday platform (specifically performance and lifecycle modules) – Big Advantage. • AI Tools & Tech Savviness: Proven practical experience integrating, adopting, and actively utilizing AI tools within OD and talent workflows – Mandatory. • Analytical Capabilities: Strong analytical mindset with the ability to work with quantitative/qualitative talent data, extract meaningful insights, and drive data-informed decisions – Mandatory. • Languages: High-level English proficiency (written, spoken, and executive presentation/facilitation) – Mandatory. • Personal Attributes: Exceptional interpersonal skills, strong domain leadership without formal managerial authority, proactive self-starter mindset, and the cognitive agility to thrive in a rapid-growth scale-up.