Organizational Development Officer

2 weeks ago

Makati City, National Capital Region, Philippines PNB Holdings Corporation Full time

GENERAL PURPOSE OF THE JOB:

The Organizational Development Officer will play a significant role in providing support to the Human Resources and Admin Department in the planning, development, and execution of organizational effectiveness initiatives of the Company that will connect the employees with its strategic goals and objectives, such as but not limited to competency development, policy and process review, performance management, change management, and succession planning.

DUTIES AND RESPONSIBILITIES:

Competency Modeling and Profiling

  • Designs and conducts interviews, surveys, and focused-group discussions to evaluate employees' skill gaps and gather an in-depth understanding of critical skills, behaviors, and knowledge required for each role;
  • Collaborates with different Business Unit leaders and Department Heads to identify and define technical, core, and leadership competencies required for various job roles and functions;
  • Assists the Officer-in-Charge of Training and OD Unit in developing a comprehensive competency model that outlines the different competency levels and their associated behavioral indicators as input for talent development;
  • Designs and administers self-report competency models to determine the level of competency per employee and towards their tasks performed; and
  • Assists in creating, enculturating, and revising (if needed) the Competency framework of the Company to ensure that the workforce's skill sets are aligned with the Company's core values, business strategies, and global norms of work competencies.

Organizational Development and Change

  • Coordinates with Department Heads to identify specific work situations requiring employees to understand changes in policies, procedures, regulations, and technologies;
  • Conducts job analysis and evaluation using self-report questionnaires and/or structured interviews and other tools to keep the job descriptions of employees updated as necessary if there are changes in positions and/or operations;
  • Develops HR metrics and reports in terms of absenteeism, turnover rate, individual performance, and organizational performance by analyzing data gathered and submits to the management;
  • Partners with the HR team to address employee concerns and inquiries, and resolve employee relations issues fairly and effectively in a timely and professional manner; and
  • Proposes and implements employee wellness initiatives that promote physical, emotional, spiritual, and/or mental well-being; and
  • Proposes OD policies and initiatives, and implements OD programs to bring about positive organizational changes at PHC based on Organizational Needs analysis.

Career Development and Succession Planning

  • Identifies and assesses the learning and development needs of employees based on the competency framework of the organization and discusses the findings with the Immediate Superior and Employee; and
  • Collaborates with the training personnel in creating a competency-based learning and development curriculum; that will serve as the baseline for creating PHC Academy, specifically targeting training needs and career progression within the organization.
  • Assists the Officer-in-Charge of the Training and OD Unit in developing an individual employee chart and career path per position for career development;
  • Identifies and assess high-potential employees to prepare for future leadership roles under the leadership and management development program of PHC Academy;
  • Facilitates Leadership Development workshops and other learning initiatives included in the programs offered by the Learning and Development Team; and
  • Supports the delivery of the PHC Academy curriculum to develop high-potential internal talent for critical roles across all business units and employee levels.

Performance Management

  • Collaborates with Business Unit leaders and/or Department Heads to define clear and measurable performance standards for various roles, aligned with the organization's strategic goals and individual KRAs and KPIs;
  • Assists the Officer-in-Charge of the Training and OD Unit in implementing the Company's Performance Management System, i.e. from the setting of individual goals to employee input to performance monitoring to evaluation and feedback, and performance reinforcement;
  • Monitors the employees who are due for regularization to ensure the timely release of regularization/non-regularization notice of probationary employees based on the result of their performance evaluation;
  • Monitors the enrollment to the performance improvement plans of employees who did not meet the performance standards collaboratively set by them and their superiors, and implements support activities;
  • Prepares relevant Performance Appraisal Review Reports and identifies variables that may be significantly affecting the performance of employees and teams; and
  • Checks and reviews the effectiveness of the Company's existing performance management system and proposes improvements whenever necessary.

Other Tasks

  • Performs other tasks that may be assigned by the Immediate Superior and Vice President for Human Resources and Admin depending on the exigencies of the organization.

JOB PROFILE

Educational Background

  • Must be a graduate of Bachelor's Degree in Psychology

Professional Background

  • Must have a minimum of five (5) years of functional experience in organization development with at least two (2) years in a supervisory role.
  • Must be a Registered Psychometrician and/or with professional certifications from reputable and accredited certifying organizations and/or human resource firms such as but not limited to the following:

I. Certified Human Resource Professional

II. Certified Learning and Development Professional

III. Certified Trainer/Train-the-Trainer

IV. Lean Six Sigma

Knowledge Requirements

  • Must have a comprehensive knowledge of the following:

I. Organizational Development and Change Management;

II. Succession Planning;

III. Performance Management;

IV. Talent Management;

V. Strategic HR Business Partnering; and

VI. Research Methodologies

  • Must have a comprehensive knowledge of competency modeling and profiling; and

Must have a strong understanding of organizational development principles, theories, and best practices.

  • Must be knowledgeable in using MS Office Applications and Learning and Development Software and Tools

Skills Requirements

  • Must have good oral and written communication skills;
  • Must have strong analytical and critical thinking skills;
  • Must have good presentation skills;
  • Must have good project management skills

Ability Requirements

  • Must have the ability to analyze complex problems affecting organizational efficiency and develop data-driven solutions;
  • Must have the ability to effectively engage and collaborate with employees at all levels of the organization;
  • Must have the ability to work under pressure and for extended working hours (if necessary);
  • Must have the ability to manage deliverables and accomplish tasks in a timely manner.

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