Talent Management Supervisor

Job Summary:

The OD & Talent Management Officer is responsible for providing operational and analytical support in Organizational Development (OD) and Talent Management (TM) initiatives. The role focuses on supporting organizational and job design processes, managing competency frameworks in collaboration with Learning & Development, and overseeing OD analytics. The Officer ensures that OD & TM programs are well-documented, data-driven, and consistently implemented across the organization.

Principal Duties and Responsibilities:

Organization and Job Design

Responsible for conducting organizational studies and job design initiatives to ensure structures, roles, and accountabilities are aligned with business strategy.

• Conduct organizational reviews to analyze efficiency, identify overlaps, and recommend improvements in structures and reporting lines.
• Facilitate job design workshops with leaders and HR partners to define accountabilities, deliverables, and success measures.
• Perform job analysis through interviews, surveys, and workflow studies to validate role requirements.
• Develop and refine job design frameworks to ensure consistency and alignment with competency models.
• Provide recommendations on role design and manpower alignment to support organizational effectiveness.

Competency Management

Responsible for maintaining and operationalizing the company's competency framework and ensuring integration with talent and development processes.

• Maintain and enhance the company's Competency Framework (leadership, core, behavioral, and technical).
• Partner with L&D to embed competencies into training programs, career paths, and leadership development.
• Provide insights on competency gaps and recommend targeted interventions.
• Support periodic reviews and updates of competency models to align with evolving business needs.

Performance Management System Implementation

Responsible for overseeing the implementation, monitoring, and continuous improvement of the company's Performance Management System (PMS) to ensure alignment with organizational goals and a culture of accountability.

• Coordinate and oversee the end-to-end PMS cycle, including goal-setting, mid-year reviews, and year-end evaluations.
• Partner with leaders and HR Business Partners to ensure PMS objectives and timelines are met across all departments of the assigned Business Unit.
• Validate goal alignment and ensure performance metrics are consistent with organizational standards.
• Analyze performance data and generate reports to identify trends, development needs, and recognition opportunities.
• Provide technical guidance and training to leaders and employees on PMS tools, processes, and performance documentation.
• Recommend process improvements to enhance system efficiency, accuracy, and user experience.
• Support the integration of PMS results with competency development, learning plans, and talent reviews.

OD Analytics and Reporting

Responsible for the monitoring and consolidation of OD & TM data, ensuring accuracy and providing insights for leadership decision-making.

• Oversee the consolidation of data from competency assessments, PMS outcomes, and organizational reviews.
• Validate accuracy and completeness of OD & TM data submitted by business units or sites.
• Monitor workforce structures, headcount distribution, and job design updates for alignment with approved frameworks.
• Oversee summary dashboards and reports highlighting key trends, risks, and opportunities.
• Provide recommendations based on data analysis to address gaps, enhance organizational effectiveness, and support talent strategies.
• Provide oversight on data integrity and ensure consistency of OD & TM reporting across the organization.

Key Requirements:

Education:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; Master's degree preferred.

Experience:

• Minimum of 2-3 years of experience in HR focusing on Organizational Development Performance Management and Competency Management

Skills:

• Strong analytical and facilitation skills.
• Knowledge of OD frameworks, job design principles, performance management and competency management.
• Ability to consolidate and interpret talent data for decision-making.
• Good communication and consultation skills with leaders and cross-functional teams.

Tools:

• Proficiency in Microsoft Office Applications
• Knowledge and proficiency in any HR System (Talent Modules)
• Data visualization tools (Power BI, Tableau) are an advantage.