About the Role
You will design and implement organizational development initiatives, enhance employee engagement, and build a high-performance culture that supports strategic goals and drives business outcomes.
Key Responsibilities
Organizational Development
- Design and execute the annual OD plan aligned with the organization's strategy and objectives.
- Review and update organizational structures, job descriptions, and grading systems to reflect business needs.
- Develop and implement competency frameworks and career pathing models across all functions.
- Lead performance management cycles, including goal setting, mid-year reviews, and annual appraisals.
- Design succession planning programs and identify high-potential employees for leadership pipelines.
- Manage change initiatives and support business transformation projects across departments.
- Develop and update HR policies, procedures, and manuals in line with labor law and best practices.
- Conduct organizational assessments, workforce analytics, and diagnostic studies to identify improvement areas.
- Partner with department managers to analyze workflow efficiency and recommend structural improvements.
Employee Engagement
- Design and execute the annual employee engagement strategy and calendar.
- Plan and deliver engagement surveys, analyze results, and present actionable insights to leadership.
- Develop internal communication campaigns to strengthen culture, values, and employer branding.
- Organize employee events, recognition programs, and wellbeing initiatives.
- Build and manage rewards and recognition frameworks that drive motivation and retention.
- Monitor engagement KPIs and retention metrics, then recommend corrective actions.
- Support onboarding experience to ensure new hires integrate smoothly into the culture.
- Lead exit interview analysis and translate findings into retention strategies.
- Prepare periodic OD and engagement reports with analytics to support executive decisions.
Qualifications
- Bachelor's degree, preferably in Human Resources, Business Administration, or Organizational Psychology.
- 3+ years of experience in Human Resources, with at least 1 to 2 years in OD, performance management, or employee engagement.
- Professional HR certification preferred (SHRM, CIPD, or equivalent).
Core Competencies
- Organizational development and design
- Performance management
- Change management
- Employee engagement and culture building
- Internal communications
- Competency and career frameworks
- Succession planning
- Workforce analytics and reporting
- Project management
- Strategic thinking and problem solving
