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

• 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. 

Qualifications

• 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.

Additional Information

For HR agencies: Please note that we do not accept applications coming from agencies. Thank you.