Organizational Development, Senior Officer

The Senior Officer, Organizational Development
will be responsible for driving initiatives that enhance the organizational structure, job systems, and processes, as well as overseeing performance and talent management strategies. The role will focus on improving the efficiency, productivity, and effectiveness of the organization by developing clear job roles, refining organizational design, and establishing effective performance and talent management frameworks. This individual will work closely with senior leadership, HR, and other departments to ensure alignment between organizational goals and workforce capabilities.
A. Organizational Structure Development:
- Analyze current organizational structures and propose changes that improve clarity, communication, and cross-functional collaboration.
- Work closely with senior leadership to identify areas for organizational realignment and make recommendations for more effective structure, reporting lines, and departmental coordination.
- Lead the design, review, and optimization of the company’s organizational structure to ensure alignment with business goals, operational efficiency, and scalability.
- Provide strategic input on workforce planning, ensuring the structure is agile and adaptable to business changes.
B. Organizational Job System and Process Development:
- Develop and implement a clear job system within the organization, ensuring well-defined job descriptions, roles, and responsibilities that support career progression and organizational efficiency.
- Ensure consistency in job design and grading, ensuring that roles are aligned with the company’s strategic objectives.
- Establish and refine operational processes across departments to ensure optimal workflows, performance, and communication.
- Work with department heads to assess and design roles that meet both business needs and employee development goals.
- Implement systems to track and monitor job performance, workload, and role alignment.
C. Performance & Talent Management:
- Manage the talent management process, including identifying high-potential employees, succession planning, and career development initiatives.
- Lead the development and implementation of the company’s performance management framework, ensuring alignment with the organizational goals and fostering a high-performance culture.
- Implement strategies to continuously assess and improve individual and team performance, driving results in alignment with business priorities.
- Collaborate with other HR functions and department heads to design performance evaluation processes that are clear, fair, and consistent, with a focus on employee development.
- Create and oversee programs that support employee engagement, retention, and professional growth, ensuring that the organization attracts, develops, and retains top talent.
D. Employee Development & Career Pathing:
- Design career pathing frameworks that allow employees to map out their career trajectories and align them with available opportunities in the organization.
- Collaborate with other HR functions to create development programs that enable employees to grow within the organization and meet future talent needs.
- Provide guidance to managers and HR on employee development strategies, ensuring consistent and effective career growth plans.
E. Data-Driven Decision Making:
- Develop reports and dashboards to track organizational health, job satisfaction, employee performance, and talent pool metrics.
- Analyze performance data, turnover rates, and employee feedback to make informed decisions on job design, organizational structure, and talent management.
- Regularly assess the effectiveness of organizational structure, job roles, and performance systems, making recommendations for improvements based on data insights.
F. Stakeholder Collaboration and Communication:
- Serve as a key advisor to senior management on organizational development strategies, structure adjustments, and performance management systems.
- Communicate with all levels of the organization to ensure understanding and buy-in on changes to job systems, organizational structure, and performance management processes.
- Work closely with HRBPs to ensure the smooth execution of OD initiatives, such as talent reviews, succession planning, and job design.
G. Compliance & Best Practices:
- Ensure that organizational development initiatives, job systems, and performance management processes are compliant with local labor laws, company policies, and industry best practices.
- Stay up-to-date on best practices in organizational development, job design, and performance management, applying new insights to improve organizational effectiveness.

Competitive salary with a 14-month minimum package
,#MIC Premium Healthcare, Life & Cancer Insurance
,#15 days for annual leave & wellness allowance

Organizational Development, Organizational Structure, Performance Management, Talent Management