Training and Organizational Development Supervisor

GENERAL PURPOSE OF THE JOB:

The Training & Organizational Development Supervisor will play a significant role in providing support to the Human Resources and Admin Department in the planning, development, and execution of learning and organizational effectiveness initiatives of the Training and OD Unit that will help the company achieve its organizational goals and objectives in terms of strengthening the company's talent pool and improving organizational capacity.

• Competency Modeling and Profiling
  • Assists the Training and OD Manager in developing a comprehensive competency model of the company that outlines the different competency levels and their associated behavioral indicators as input for talent development initiatives;
  • 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;
  • Interprets the result of self-report competency surveys to determine the level of competency per employee and towards their tasks performed;
• Organizational Development
  • Conducts job analysis and evaluation using self-report questionnaires, 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;
  • Proposes and implements employee wellness initiatives that promote physical, emotional, spiritual, and/or mental well-being; and
  • Assists in developing and proposing OD policies and initiatives, and implements OD programs to bring about positive organizational changes at PHC based on the Organizational Needs analysis, Focused-Group Discussion, Climate Survey, etc.
• Talent Development
  • Identifies and assesses the learning and development needs of employees by conducting surveys, interviews, and/or focus-group discussions, and aligns them with the PHC competency framework and identified priority areas of the PHC Academy pillars;
  • Supports the company's mission to foster continuous learning and its retention program by conducting competency-based programs, hosting company-wide events, and other initiatives based on the identified skill gaps, engagement needs, and priority areas of the PHC Academy pillars.
  • Assists the Immediate Superior in developing the career development matrix and individual career path per position at PHC;
  • Identifies and assesses the high-potential employees to prepare for future leadership roles under the leadership and management development program of PHC Academy;
  • Supports the execution of the PHC Academy programs to develop high-potential internal talent for critical roles across all business units and employee levels.
• Performance Management
  • Assists the Immediate Superior in implementing the end-to-end process of the Company's Performance Management System, from participating in the discussion on individual goal setting with other Departments, to monitoring the progress, and documenting the results as input for internal employment movements;
  • Ensures that all probationary employees who are due for regularization are evaluated, one month prior to the expiration of their probationary contract, to ensure the timely release of the regularization/non-regularization notice based on the result of their performance evaluation;
  • Facilitates the evaluation of employees for their annual appraisal using the company's performance management system and encodes their rating to the performance management database;
  • Monitors the enrollment in the performance improvement plans of employees who did not meet the performance standards collaboratively set by them and their superiors, and implements support activities; and
  • Prepares relevant Performance Appraisal Review Reports and identifies variables that significantly affect the performance of employees and teams
• 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 a Bachelor's Degree in Psychology

Professional Background

• Must have at least three (3) years of functional experience in training and organization development
• Preferably a Licensed Psychometrician and/or with professional certifications from reputable and accredited certifying organizations and/or human resource firms

Knowledge Requirements

• Must be knowledgeable of the following:
  • Organizational Development
  • Change Management
  • Succession Planning
  • Performance Management
  • Talent Management
  • Strategic HR Business Partnering
  • Research Methodologies
    • Must have a basic knowledge of competency modeling and profiling;
    • Must have an in-depth understanding of organizational development principles, theories, and best practices;
    • Must be knowledgeable in managing and hosting company-wide events; and
    • Must be knowledgeable in using MS Office Applications and Learning and Development Software, and Tools

Skills Requirements

• Must have strong analytical and critical thinking skills;
• Must have a good training design and facilitation skills;
• Must have good oral and written communication skills;
• Must have good presentation skills; and
• 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); and
• Must have the ability to manage deliverables and accomplish multiple tasks in a timely manner