Head, Organization Development Department

Job description

(Internal) This role is open for both iAspire candidates and external talents. We encourage you to refer candidates to this role. Position Title: Head, Organization Development Job Summary: Leads in the development and design of bank-wide career and organization development initiatives and interventions. Collaborates with Senior Management and Business Partnership Departments in diagnosing problems, setting goals and creating development interventions and other culture-building programs to meet those goals. Formulates and implements organization development programs to ensure continuous availability, development, engagement and retention of talents in the bank. Aligns organization development initiatives and interventions with top management direction and collaborates with Business Partnership Departments in the development and delivery of HR programs that aim to enable the achievement of the unit or the institution’s business goals. Specific Duties & Responsibilities: Organization Development Develops the Organization Development Strategy and Operational Plan in partnership with the HRDD Head and HRMG Head. This involves medium to long term strategic planning to ensure operational plans are aligned with the strategic direction of the Bank. Reviews the Organization Development Strategy and Operational Plan performance vs. plan, including risks, and proactively evaluates and refines procedures as needed. Evaluates program effectiveness and drives the implementation of process improvements of OD programs to ensure maximum value and relevance. Drives and oversees the implementation of OD programs with effective organization-wide communication plan, in the following focus areas: Culture Building Initiates the planning, design and implementation of organization developmental programs that will promote and reinforce the Bank’s corporate culture and development programs based on the Bank’s strategic direction. Leads the design of the assessment framework that can aid the Bank to measure the employee’s skills, competencies, core values, management and leadership competencies and culture fit. Leadership Development and Talent Management Leads the design and implementation of Leadership Development and Talent Management strategies that aims to strengthen the Bank’s leadership pipeline and provide career growth opportunities for employees. Initiates and designs programs that will strengthen the leadership and management competencies of the Bank’s leadership pipeline, and ensures that they are up-to-date based on the Bank’s strategic direction. Succession Planning Oversees the management of the succession planning program and the safekeeping of the succession database. This includes close coordination with units in the nomination of candidates for the succession planning program; monitors changes thereto, e.g., appointment replacement delisting, addition and updates in the readiness levels. Manages the succession planning program by ensuring that key positions are sufficiently backed up to meet organizational changes and movements. Ensures that all successors undergo sufficient training and development measures to effectively assume key positions. Oversees the “re-hire” process by ensuring that retirement worksheets for Mancom approval are completed in a timely manner. Employee Engagement Lead the design and implementation of Employee Engagement strategies that aims to retain highly satisfied and high-contributing employees Reviews Employee Engagement strategies performance vs. plan, including risks, and proactively evaluates and refines procedures as needed. Leads the development and oversees the implementation of pulse-generating surveys, research and other diagnostic and assessment tools that identify the organizational needs of the Bank, and ties it vis-à-vis its strategic needs. Leads the development and oversees the implementation of programs that will create opportunities for employees to be recognized and rewarded for their behavior and achievements. Initiates formulation of effective means of employee communications that will increase organizational awareness of the Bank’s employee-related initiatives and activities, and coordinates with external units for implementation. Integrates Employee Engagement strategies with overall Organization Development needs and plans. Performance Management Leads the design and implementation of strategies and policies covering performance management. Manages the bank’s Performance Assessment Management System. Ensures all key result areas, standards, and results are collected on a timely basis, and facilitates Mancom approval for performance measures for critical positions. Monitors the enforcement of the bank’s policy on Performance Management and Consistent Non-Performers. Management Reports Ensures preparation of timely and accurate management report. Others Provides strong leadership and exercise of management skills to ensure team engagement, optimum productivity, retention and skills training. Ensures good housekeeping and administrative efficiency of the unit including but not limited to, files, retention, and expense management. Provides continuous mentoring, learning and development opportunities to team members. Ensures compliance with appropriate regulatory requirements and bank policies. Conducts continuous workflow review and implements process efficiency improvements as necessary. Ensures completeness and accuracy of databases and industry data collection necessary in generating reports, which serve as basis for decision making or next level action. Maintains network with external counterparts for benchmarking and updates. Provides consultancy services to subsidiaries on HR matters in the area of specialization. Performs other related functions that may be assigned from time to time. Qualifications: Expertise in Organizational Design, including proficiency in job evaluation methodologies, restructuring frameworks, and the development and enhancement of outcome-based job descriptions. Strong background in end to end Performance Management, encompassing performance planning, calibration, monitoring, coaching, and evaluation to drive organizational effectiveness. Comprehensive experience in end to end Talent Management and Succession Planning, with the ability to identify critical roles, assess leadership potential, and build robust talent pipelines. 10 to 15 years of progressive experience in Human Resources or related functions; open to diverse industry backgrounds, provided the candidate demonstrates strong leadership, stakeholder management, and strategic thinking skills. Banking or financial services experience is an advantage, particularly familiarity with regulated environments and industry specific organizational structures. Other Details: Rank: Junior Officer-Senior Officer Unit: Enterprise Services Sector/Human Resources Management Group/Organization Effectiveness and Learning Division/Organizational Development Department Location: Metrobank Center, BGC