Organizational Development Business Partner

Castle Keep Holdings, Inc.

Castle Keep Holdings, also known as the CK Group, was created to bring together the King family's businesses into one organization, with the aim of becoming a major player in the country's business scene.

To help its different business units succeed, CK Group is organized into five main departments: Finance, HR, IT, Communications, and Project Management. Each department provides expert support to all the businesses under the CK Group.

CK Group operates in four main industries: Transport and Logistics, Food and Agriculture, Real Estate, Construction and Infrastructure, and Finance.

We are looking for:

Organizational Development Business Partner

This position reports to the OD Manager and interfaces with company managers, department heads/supervisors, other HR employees, and all employees. The OD Business Partner analyzes L&D and OD needs and is responsible for the design, development, implementation, and evaluation of L&D and OD programs in their assigned regions. Assists the VP for OD in formulating process flows and activities.

Competencies:

Strategic Support

Has a deeper understanding of the company's directions. Can contribute to development of goals and allocate resource to the achievement of goals through analytical thinking.

• Provides support and alignment of the goals of the business unit with respect to OD-related strategies

• Recommends strategies to support organizational change in the business units

• Establishes policies related to talent development and career management

Change Management

Has a deeper understanding of the company's directions. Can contribute to development of goals and allocate resource to the achievement of goals through analytical thinking.

• Effective use of change management tools and methodologies in the assessment and analysis of organizational information.

• Equip the organization with the competencies needed to manage the change process better.

• Assist in the implementation and evaluation of change initiatives.

Learning and Development

Involves collaborating with subject matter experts, analyzing training effectiveness, and implementing improvements based on feedback.

• Establish the required competencies needed by the employees to perform their jobs effectively and determine competency gaps that can be addressed by talent development interventions.

• Design and develop interventions and programs using the principles of learning and theories of instructional design.

• Forecasts and conducts talent development programs.

• Coordinates with subject matter experts, department trainers, participants, and immediate heads of participants to ensure smooth implementation of programs.

Performance Management

Involves collaborating with HR teams, utilizing advanced analytics tools, and developing strategies to optimize career management based on performance data.

• Administer the regular performance appraisal process on assigned region by coordinating with the supervisors, managers, and other identified appraisers/ evaluators.

• Analyze the results of the performance appraisals and address performance gaps by linking to talent developments, career management, and other OD programs.

• Evaluate if changes in performance have resulted from the different OD programs.

• Performs coaching and mentoring functions to improve employee performance and engage line leaders in coaching and mentoring.

Career Management

Collaborating with HR partners to identify training needs, designing relevant programs, and evaluating the effectiveness of career development initiatives.

• Assists in creating/enhancement of the organization's career management framework.

• Oversee the implementation, monitoring, and evaluation of the career management program in their assigned region/area.

• Implement the Self-initiated Career Advancement Program (SICAP).

Effective Collaboration

Cascades instructions, coordinating activities, and support smooth workplace communication.

• Collaborates with various functional management teams to assess and meet training needs.

• Build strong relationships with stakeholders to support employee development initiatives.

• Ensures alignment of training programs with company goals and objectives.

• Actively seeks and incorporates feedback from different departments to improve training services

QUALIFICATION STANDARDS

• Education - BS/AB Psychology or BSBA Major in Human Resources Development.

• Experience

  • Profession: With at least 3 years work experience in the field of L&D and / OD.

  • Leadership: none

• Training - at least with on the job training relevant to the position

• Certifications and Licenses - none

• Others

  • Excellent communication, presentation, facilitation, and interpersonal skills.

  • Skilled in data collection and analysis.

  • Proficient in MS Office.

  • Willing to travel.

  • Leadership Skills: The OD supervisors coaches' employees to achieve desired levels of performance so she/ he should be able to influence and motivate the employees to do so.

  • Self-management: Can work with limited supervision due to location assignment. These self-motivated individuals must take the initiative to monitor their tasks, make decisions, and elevate concerns and issues to VP of OD.