Organizational Development (OD) Manager

Talent & Succession Management

1. Design, enhance, and implement relevant and impactful talent programs including but not limited to talent review & mapping, succession planning, and talent mobility.
2. Act as a subject matter expert/consultant on talent management solutions and best practices and propose appropriate recommendations and interventions to business leaders.

Team Scorecard Development & Individual Performance Management

1. Ensure the implementation of scorecard cascade and development activities in collaboration with HR leaders and the Corporate Strategy team.
2. Design and oversee the performance appraisal process, ensuring it is fair, transparent, and effectively measures individual and team performance.
3. Generate reports and dashboards to provide insights into performance metrics.

Career Management

1. Design and implement career development programs and initiatives that provide employees with opportunities for growth and advancement within Aboitiz Foods.
2. Develop career paths and frameworks that outline potential career progression opportunities within and across job families or functions.

Talent Assessment

1. Develop and implement a multi-faceted talent assessment approach that utilizes a variety of tools and techniques to evaluate employee skills, potential, and cultural fit.
2. Partner with external vendors and internal stakeholders/partners to design and implement assessment tools and assessment centers.

Change Management

1. Ensure change management is integrated in all Organizational Development initiatives and activities.
2. Design and deliver training programs to equip change champions and team leaders with fundamental change management competencies/capabilities required to adapt to change and lead change in their respective teams.

Collaborate with co-managers/team members in ideation, design, and development of processes, systems, and tools, in the  following key result areas: 

1. Organization Design Review
2. Strategic Workforce Planning
3. Job Analysis and Capability/Competency Modeling

Education:

• Any 4-year course, preferably in Psychology, Behavioral Science, Human Resource Management, Business Administration, Industrial Engineering, Communications, or equivalent.

Experience:

1. At least 5 years of solid experience in leading programs and projects under Performance Management, Talent Management, Succession & Key Talent Development, Organizational Design Review, Strategic Workforce Planning, and Organizational Change
2. At least 3 years of experience in a leadership capacity.

Other Requirements:

1. Proficient in Microsoft Office and Google Suite applications especially in Microsoft Excel and/or Google Sheets

Required Functional/Technical Competencies:

1. HR Analytics
2. HR Strategic Planning
3. Learning and Development
4. Organizational Effectiveness and Development
5. Performance Management
6. Talent Management
7. Strategic Workforce Planning
8. Competency Design and Assessment
9. Culture Building
10. Project Management