Company Description
Welcome to Kanadevia Inova, a global innovation leader in the waste infrastructure space, where we believe in creating a sustainable future through technology and innovation.
Transforming Waste into Value
At Kanadevia Inova, we pride ourselves on being at the forefront of waste-to-X technology. We are not just waste managers; we are creators of value from what communities discard. Your role at Kanadevia Inova directly contributes to turning something once considered useless - waste - into something invaluable: energy, heat, hydrogen, fertilizer, and beyond.
Job Description
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Lead our established Organisational Development & Talent team and complete its evolution from learning and development into the company's centre for organisation development.
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Translate the growth strategy into organisational capabilities: operating models, structures, roles and decision rights.
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Establish the company's change method and prove it on live programmes. Every major change starts with a diagnosis of structural root causes, not with training.
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Own the culture-integration method for our acquisitions and size the support for each deal together with the M&A lead.
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Govern succession and critical roles, and keep leadership continuity measurable.
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Own senior leadership development and assessment: the development centre, the assessment architecture and the pipeline that feeds succession.
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Shape employee experience design and set the direction for AI adoption across the workforce, connected to how roles and work are designed.
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Act as trusted counsel to Business Unit heads, M&A leads and Executive Committee sponsors.
Qualifications
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At least 12 years in organisation development, change or transformation (time in the discipline, not general work experience), several of them at senior or lead level.
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A systemic practice: you work across structure, process and behaviour as one system, and you can show the impact.
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You diagnose organisations from evidence: where decisions slow down, where interfaces create friction, where the organisation chart and reality diverge.
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Organisation design experience: operating models, structures and decision rights, ideally including a target organisation for a growth plan.
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Hands-on post-merger integration experience on live deals.
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Fluency in the recognised change methodologies and clarity about their limits: you adapt the approach to the organisation, never the other way round.
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A Master's degree in organisation development, organisational psychology, HR or business administration. Fluent English; German is an advantage.
Additional Information
For HR agencies: Please note that we do not accept applications coming from agencies. Thank you.
