Learning & Organizational Development Head

1 week ago

Pasay, Philippines SM Engineering Design and Development Corp. Full time

Overview Learning & Organizational Development Head – SM Engineering Design and Development Corp. Responsibilities Training: Recommends and designs the appropriate Training Needs Analysis (TNA) and/or Individual Development Plan (IDP) methodology/formats. Training: Reviews and finalizes the Training Plan. Training: Reviews, presents and finalizes the Training Budget to the HR Head. Training: Reconciles the Training Plan vs approved Training Budget. Training: Reviews and finalizes the Training Calendar. Training: Sets guidelines and methods in designing and creating training programs; and reviews and approves training programs. Training: Oversees training administration and implementation. Training: Reviews Training Evaluations/Assessments; and recommends improvements if necessary. Training: Reviews programs and recommend improvements if necessary. Training: Reviews and sends critical reports to the HR Head. Organizational Development: Recommends and designs appropriate Organizational Diagnosis and/or Employee Engagement Survey. Organizational Development: Analyzes, presents and finalizes diagnosis/survey results to the HR Head. Organizational Development: Recommends, designs, reviews and presents OD action plans/interventions to the HR Head. Organizational Development: Collaborates, creates, implements and monitors OD action plans. Organizational Development: Reviews action plans/interventions and improves if necessary. Organizational Development: Reviews and sends critical reports to the HR Head. Performance Management: Reviews and conducts the Performance Management Orientation Program. Performance Management: Oversees the consolidation of KPI Creation for the company. Performance Management: Oversees the consolidation of KPI Evaluation for the company. Performance Management: Collaborates with CompBen for the calibration/differentiation of KPI Scores. Performance Management: Oversees the administration of the Promotion Process (profiling to deliberation). Performance Management: Reviews and approves Career Development Plans. Performance Management: Leads the Talent and Succession Management Programs (if applicable). Qualifications Bachelor’s degree in Human Resources, Psychology, or related field Minimum of 10 years overall experience, with at least 5–7 years in HR functions focused on training, organizational development, and performance management Strong background in OD diagnostics, employee engagement, and action planning Proficient in KPI development, career progression, and succession planning Excellent analytical, facilitation, reporting, and communication skills Collaborative and able to work effectively across teams and leadership levels Note: This refinement removes extraneous postings and location updates, maintains the core responsibilities and requirements, and adheres to the formatting rules requested. #J-18808-Ljbffr

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