Senior Organizational Development Specialist

About the company:

Skyro is a fast-growing fintech company based in the National Capital Region, Philippines. Our mission is to transform the financial services landscape in the Philippines by offering fair and accessible digital financial products. We aim to provide user-friendly lending solutions and superior customer service to all sections of society, promoting financial inclusion and literacy. Founded in 2022 by a team of visionaries, we have the expertise and resources to build best-in-class consumer-centric fintech products.

Backed by Breeze Ventures, a global fintech company based in Singapore, our Philippine operations are powered by Advanced Finance Solutions, Inc. and Jungle Lending, Inc., both registered with the Philippine SEC. As we continue to expand, our team members will have the opportunity to contribute their expertise and talents to a promising international company. Join us on our journey to build a sustainable business and make a difference in the lives of millions of customers.

Overview: 

The Senior OD Specialist plays a pivotal role in building strong talent pipelines and developing future leaders of the organization. The role focuses on succession planning, HiPo and HiPer identification and development, management trainee programs, internship programs, and the creation of learning modules that accelerate capability growth.

Key Responsibilities:

Succession & Talent Pipeline Development

• Lead and manage the succession planning process, including identification, calibration, and development planning for key roles.

• Partner with leaders and HRBPs to maintain succession readiness metrics and ensure timely execution of development interventions.

• Track, update, and report succession risks, readiness levels, and talent movement.

HiPo & HiPer Programs

• Design, implement, and manage programs for High Potential (HiPo) and High Performer (HiPer) employees.

• Develop criteria, assessment tools, evaluation processes, and tracking mechanisms to ensure consistent and fair identification of talent.

• Create and implement development pathways, learning journeys, and capability-building plans that accelerate growth of HiPo/HiPer pools.

Management Trainee (MT) Program

• Design and operationalize the Management Trainee program, including program structure, rotations, competency requirements, and evaluation methods.

• Coordinate with department heads to assign rotations, mentors, projects, and success measures for MTs.

• Monitor progress, prepare evaluation reports, and continuously improve the program based on feedback and outcomes.

Internship Program

• Manage the end-to-end internship program—including partnerships with schools, recruitment coordination, onboarding, learning activities, and evaluation.

• Develop internship learning modules, engagement activities, and feedback tools to ensure a meaningful experiential learning program.

• Track intern performance and build a pipeline of potential future hires.

Learning Module & Program Development

• Develop training modules, presentation decks, and learning content for leadership development, behavioral skills, and onboarding of MTs, interns, HiPo/HiPer talent.

• Facilitate or co-facilitate learning sessions, workshops, and development programs as needed.

• Evaluate training effectiveness through assessments, feedback tools, and performance indicators.

Data, Research & Insights

• Consolidate and analyze data from succession plans, talent reviews, program evaluations, and development interventions to generate insights for decision-making.

• Benchmark against industry practices and research to continuously improve internal talent development strategies.

Stakeholder & Program Governance

• Partner closely with HR, functional leaders, and subject-matter experts to execute talent programs successfully.

• Ensure proper documentation, program guidelines, and tracking mechanisms for all talent and pipeline initiatives.

• Communicate program updates, progress reports, and insights to stakeholders and senior leaders.

• Other duties and responsibilities that may be assigned from time to time.

Qualifications:

• Bachelor's degree in Psychology, Human Resources, Organizational Psychology, Behavioral Science, or related fields.

• 3–5 years of experience in organizational development, talent management, succession planning, or leadership development.

• Proven experience in designing and implementing development programs (MT, HiPo, HiPer, or similar).

• Strong understanding of learning and development principles, talent management frameworks, and succession planning methodologies

• Excellent facilitation, program design, and instructional design skills.

• Strong analytical, data interpretation, and reporting ability.

• Effective communication and stakeholder management skills across multiple levels.

• Creative, structured, and able to build programs from the ground up.