TALENT MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT MANAGER

TALENT MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT MANAGER TALENT MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT MANAGER

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The Talent Management and Organizational Development (TMOD) Manager is responsible for designing, implementing, and managing initiatives that support the company’s talent strategy, organizational effectiveness, and culture transformation. This role plays a key part in driving employee engagement, capability building, leadership development, and succession planning, ensuring that the Palawan Group of Companies continues to thrive through its people.

MINIMUM REQUIREMENTS

Education

Bachelor’s degree in Psychology, Human Resources, Organization Development, or related field.

Related Work Experience

At least 5–7 years of progressive experience in Talent Management, OD, or HR Business Partnering, preferably in a dynamic, multi-site organization.

Knowledge (knowledgeable in the following):

• Competency modeling and behavioral frameworks Individual Development Planning (IDPs)
• Performance management systems and appraisal tools
• Organizational design and restructuring principles
• Talent dashboard creation and metrics monitoring
• Internal consulting and facilitation skills

Skills:

• Strong facilitation, coaching, and project management skills.
• Experience in change management, organizational diagnostics, and leadership development.
• Analytical mindset with the ability to interpret HR data and translate insights into strategic initiatives.
• Excellent interpersonal and stakeholder management skills.
• Strong alignment with the values and Kultura of the Palawan Group of Companies.

Certifications/Regulatory Requirements (if any)

• Certified in any OD or Talent Management frameworks (e.g., Korn Ferry, Hogan, StrengthsFinder, DISC, or similar tools)
• Change Management Certification
• Coaching Certification

DUTIES AND RESPONSIBILITIES

Organizational Development (OD) and Effectiveness

• Evaluates and manage OD strategies and processes to align with the company's business direction and cultural transformation goals.

• Partner with business leaders to assess OD needs of departments and functional units; recommend and implement targeted interventions.

• Leads the design, development, and rollout of organizational development initiatives, such as team effectiveness programs, organization restructuring support, and change management efforts.

• Develop frameworks to assess organizational health, measure progress, and track performance of OD interventions using established metrics.

• Collaborate with the stakeholders to review, update, and maintain job descriptions across all levels; ensure alignment with organizational structures and compensation frameworks.

Talent Review and Succession Planning

• Leads the company-wide Talent Review process to identify key roles and assess internal talent bench strength.

• Facilitates succession planning efforts by partnering with business leaders to document critical roles and identify successors for short-, mid-, and long-term readiness.

• Supports the design and implementation of individual development plans (IDPs) for key talents, executives, and emerging leaders in collaboration with the Talent Management team.

• Analyze talent pipeline data and readiness gaps; recommend strategies to close capability gaps and ensure business continuity.

Leadership and Employee Development

• Co-design leadership development programs that build leadership capability across all levels, from first-time supervisors to senior leaders.

• Drives the implementation of learning interventions aimed at building future-ready skills, improving team performance, and nurturing the Palawan Kultura.

• Evaluate program impact and ensure development initiatives are aligned with overall talent strategy and company values.

Stakeholder Engagement and HR Consulting

• Serves as an internal consultant to leaders and managers on organizational and people-related matters, including performance challenges, team dynamics, and change readiness.

• Provides guidance on policy implementation, dispute resolution, and employee relations to promote a healthy and productive work environment.

• Supports the alignment of organizational structures, roles, and responsibilities as the business grows and evolves.

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources

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