Organization Development Specialist

About Advanced Energy

Advanced Energy Industries, Inc. (NASDAQ: AEIS), enables design breakthroughs and drives growth for leading semiconductors and industrial customers. Our precision power and control technologies, along with our applications know-how, inspire close partnerships and innovation in thin-film and industrial manufacturing. We are proud of our rich heritage, award-winning technologies, and we value the talents and contributions of all Advanced Energy's employees worldwide.

Job Summary

The Organizational Development (OD) Specialist plays a vital role in optimizing the employee lifecycle, focusing on onboarding, performance management, talent development, and organizational learning. This position designs and implements initiatives to enhance new hire engagement, improve the employee learning experience, and build organizational capability aligned with business goals. The OD Specialist is instrumental in cultivating a strong talent pipeline by establishing academic partnerships, leading technical development initiatives, and driving structured programs for fresh graduates, interns, and technical employees. The role also ensures alignment with global OD/Talent/L&D strategies while addressing unique local business and workforce needs. This position reports to the OD Manager.

Key Responsibilities

Onboarding and Probationary Process Management

• Oversee timely documentation of employment agreements and ensure all new hires are properly onboarded.
• Manage and continuously improve the onboarding process to ensure successful employee integration.
• Facilitate the endorsement of new hires to the training team for relevant training interventions.
• Support new hires during the probationary period through structured guidance, feedback loops, and timely completion of probationary evaluations.

Talent Pipeline Development

• Build strategic partnerships with universities, technical schools, and training institutions to sustain a talent pipeline for technical and critical roles.
• Lead the development and implementation of internship, on-the-job training (OJT), and fresh graduate programs that provide technical skill-building and practical work experience.
• Co-create academic-to-industry bridging programs that align curricula with organizational technical requirements.
• Represent the company in career fairs and academic-industry collaborations to strengthen employer branding.

Technical Training & Development Program Implementation

• Lead the design, coordination, and implementation of technical training programs for employees in collaboration with department heads, subject matter experts, and external partners.
• Develop structured technical development tracks and certification programs for technicians, engineers, and other critical operational roles.
• Monitor, evaluate, and continuously improve the effectiveness of technical training programs based on skills gap assessments, performance data, and employee feedback.
• Serve as a liaison between operations and training teams to ensure the relevance and timeliness of technical learning solutions.
• Support the establishment of both internal technical academies and external development programs, including accreditation processes if applicable.

Performance Management

• Ensure alignment between individual and organizational performance goals through structured goal setting and review cycles.
• Support line managers in providing ongoing feedback and development-oriented performance conversations.

Succession Management and Talent Reviews

• Facilitate succession planning and talent review discussions to identify high-potential talent and critical roles.
• Track progress of development plans for successors and future leaders in technical and leadership roles.

Learning and Development

• Co-design and implement holistic learning and development initiatives, including leadership development, functional training, and core competency workshops.
• Align learning programs with business priorities and workforce capability needs.
• Monitor learning effectiveness through data collection, analysis, and reporting, and recommend necessary adjustments to improve outcomes.

Qualifications

• Bachelor's degree in human resources, Organizational Development, Education, Engineering, or a related field.
• At least five years of experience in HR or organizational development, with a strong focus on technical training, learning program design, onboarding, and talent development.
• Proven experience in designing and executing technical development programs or academies.
• Ability to partner with external institutions to implement scalable development initiatives.
• Working knowledge of Philippine labor laws and training compliance requirements.
• Strong facilitation skills and comfort working with both corporate and technical audiences.
• Excellent communication, project management, and stakeholder engagement skills.
• Proficiency with HRIS, learning management systems, and performance tracking tools.

Compensation

As part of our total rewards philosophy, we believe in offering and maintaining competitive compensation and benefits programs for our employees to attract and retain a talented, highly engaged workforce. Our compensation programs are focused on equitable, fair pay practices including market-based base pay, an annual pay-for-performance incentive plan, we offer a strong benefits package in each of the countries in which we operate.

Equal Employment Opportunity (EEO)

Advanced Energy is committed to diversity in its workforce including Equal Employment Opportunity for Minorities, Females, Protected Veterans, and Individuals with Disabilities.

We are committed to protecting and respecting your privacy. We take your privacy seriously and will only use your personal information to administer your application in accordance with the RA No. 10173, also known as the Data Privacy Act of 2012.