Training and Organizational Development Head

3 weeks ago

Cebu City, Central Visayas, Philippines Carmen Copper Corporation Full time
Overview

Job Summary: Responsible for leading the strategic direction and execution of the company's talent development, organizational design, performance management, and succession planning programs.

Major Job Functions
  1. Strategic Talent and Organizational Development
    1. Plans, leads, organizes, and controls the operations of the TOD Department.
    2. Develops and implements talent and organizational development strategies aligned with company goals.
    3. Ensures organizational structures across departments are regularly reviewed and updated to meet current business requirements.
    4. Establishes and maintains a succession planning framework for key roles to ensure leadership continuity.
  2. Training and Learning Management
    1. Assesses training needs that enhance skills, competencies, and organizational capability.
    2. Ensures implementation of mandatory and compliance-related trainings across all levels of the organization.
    3. Leads initiatives for leadership development, and functional training programs.
    4. Ensure the implementation of the on-the-job training (OJT), internships, and work immersion programs in compliance with applicable regulations.
  3. Leadership Development
    1. Drives leadership development programs to build a strong pipeline of future leaders.
    2. Identifies high-potential employees and creates structured development paths tailored to their readiness levels.
    3. Partners with internal and external experts to deliver executive coaching, mentoring, and leadership training.
    4. Monitors progress and evaluates effectiveness of leadership programs using metrics such as internal promotion rates, feedback scores, and business impact.
    5. Embeds leadership competencies into performance management and talent review processes.
  4. Organizational Design and Job Evaluation
    1. Conducts job evaluation and job analysis to maintain an effective and equitable job classification and compensation structure.
    2. Recommends structural changes to enhance productivity, role clarity, and operational efficiency.
  5. Performance Management
    1. Institutionalizes a company-wide performance management system to drive accountability and development.
    2. Provides guidance and training to departments in performance goal setting, review cycles, and development planning.
    3. Analyzes performance data and recommends improvement strategies based on results.
  6. Succession Planning
    1. Establishes and maintains a succession planning framework for key roles to ensure leadership continuity.
    2. Collaborates with business leaders to identify critical positions and develop talent pipelines to support future workforce needs.
    3. Monitors succession plan effectiveness and adjusts strategies to address gaps and changing organizational priorities.

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