Director of Organisational Development & Talent

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. Lead our established Organisational Development & Talent team and complete its evolution from learning and development into the company's centre for organisation development. Translate the growth strategy into organisational capabilities: operating models, structures, roles and decision rights. 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. Own the culture-integration method for our acquisitions and size the support for each deal together with the M&A lead. Govern succession and critical roles, and keep leadership continuity measurable. Own senior leadership development and assessment: the development centre, the assessment architecture and the pipeline that feeds succession. Shape employee experience design and set the direction for AI adoption across the workforce, connected to how roles and work are designed. Act as trusted counsel to Business Unit heads, M&A leads and Executive Committee sponsors. 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. A systemic practice: you work across structure, process and behaviour as one system, and you can show the impact. You diagnose organisations from evidence: where decisions slow down, where interfaces create friction, where the organisation chart and reality diverge. Organisation design experience: operating models, structures and decision rights, ideally including a target organisation for a growth plan. Hands-on post-merger integration experience on live deals. Fluency in the recognised change methodologies and clarity about their limits: you adapt the approach to the organisation, never the other way round. A Master's degree in organisation development, organisational psychology, HR or business administration. Fluent English; German is an advantage. For HR agencies: Please note that we do not accept applications coming from agencies. Thank you.