OD Manager/Organizational Manager

JOB TITLE: Organization Development (OD) Manager

REPORTS TO: HR Director/HR Vice President
BUSINESS UNIT : EHI
WORK UNIT : HR DEPARTMENT
DIVISION UNIT : HR DIVISION
SALARY RANGE : 53.8K to 79.4K
SUPERVISES: OD Supervisor ADDITIONAL PREMIUM: ANNUAL BONUS
The Organization Development Manager is responsible for developing and implementing effective organizational
development strategies, deliver the strategies formulated for completion of the table of organization, job
description creation, implementation of performance management system, creation of curriculum specific for
career progression and development, training needs analysis, workload assessment, and collaborate with hiring
managers to ensure the accurate job duties and responsibilities of talents based on the organizational need and
deliverables to achieve the company technical, functional and financial targets.

KEY RESULT AREA DUTIES, RESPONSBILITIES
Organizational
Design
 Conduct assessments to identify
organizational strengths, weaknesses, and
areas for improvement.
 Work with leadership to develop and
implement organizational strategies that drive
growth and innovation.
 Align organizational development initiatives
with the overall business strategy.
 Collaborate with QMS and Corporate
Governance to create the Table of
Organization that is reflective of the business
operations within Elev8 Group’s departments.
 Coordinate and work together with
Department Heads on the calibration of the
JAQ and Job Description to complete the basis
for the Organization Chart

Leadership and
Employee
Curriculum
Development

Performance
Management
Administration

 Create and implement employee training and
development programs to enhance skills and
capabilities that is aligned to the technical and
functional requirements of the job
 Design and implement leadership
development programs to enhance the skills
and capabilities of managers and executives.
 Work with leadership to develop and
implement organizational strategies that drive
growth and innovation.
 Align organizational development initiatives
with the overall business strategy.
 Foster a continuous learning culture within the
organization.
 Create the Training plan based on the Core
Competencies unique for Technical and
Functional Requirements for each Job Level
and Job Function
 Create the Instructional Design for the
Syllabus identified for each core competency
which is customized for Elev8 functions and
processes/procedures.
 Create the Succession Planning framework
and activities that will allow the Skills
Development of each identified interim or
permanent successor as part of the BCP and
Career Progression of tenured high-potential
and high-performing employees.
 Handles Learning Management System for
Content creation and Content Management

 Collaborate with all department heads to
administer the required performance
management processes.
 Develop and implement performance
improvement plans as needed.
 Provide coaching and mentorship to
leadership teams.
 Establish key performance indicators (KPIs) to
measure the success of organizational
development initiatives.
 Analyze employee engagement, performance,

Employee
Engagement
Administration
and other relevant metrics.
 Promote a positive and inclusive
organizational culture.
 Develop and implement initiatives that
enhance employee morale and engagement.
 Regularly evaluate the impact of programs and
adjust strategies as needed.
 Create the working framework for team-
building activities and initiatives to enhance
collaboration and teamwork.
 Address conflicts and promote a positive
working environment.
 Institutionalize and develop the employee net
promoter score survey specifically using the
Employee Pulse Survey and Employee
Satisfaction Survey
 Implement Employee Engagement and
Retention programs
 Creates the schedules and targets for the
employee hour engagement frequency.

PEOPLE
MANAGEMENT
 People Development and Workload
Assessment – ability to develop the team
members and assess/assign proper duties and
responsibilities to each team member based
on their role and function that will lead to the
success of the individual including one-on-one
sessions, weekly reporting, monthly
performance evaluation review and quarterly
PEF feedback, strength and weakness
identification.
*Career Planning and Job Enrichment – provide
the proper skills and competency building to
his/her team members based on the job
minimum qualification requirements and
performance knowledge base for career
specialization and progression
*Employee Discipline and Grievance Handling –
institutionalize adherence to policies and
procedures, general conduct and promoting
the company branding

STRATEGIC
FINANCIAL
MANAGEMENT &
BUSINESS ACUMEN

 Financial Management – ability to maintain
budget/expenditures within the allocation and
utilization of funds that will lead to profitable
transactions

 Prepare and finalize business strategies for
BSC fulfillment that leads to profitability
*Install strategic processes/procedures that
will ensure efficiency and enhance
productivity *Mitigate any exposures of the
business
POLICY CREATION
AND QMS
 Policy Writing, Policy Implementation, and
Policy Review – ability to write policies that
will institutionalize all processes and
procedures that are acceptable to the ISO
Standards
 *Policy Administration – ability to cascade and
create awareness all company-wide policies to
all his/her team members
LEADERSHIP
MANAGEMENT
 Leadership Core Competency Readiness –
complete all required leadership trainings to
equip the incumbent for PLOC framework and
basis of his/her management role

 Conflict Resolution, Organizational
Communication and Continuous Improvement
– ability to look for ways to keep corporate
harmony to both internal and external
collaborators, as well as foster improvements
through streamlined processes and complex
issues from a different angle

*Ability to implement managerial key
functions:
 Strategic Planning
 Quality Management System
 Departmental Budgeting
 Operational Planning
 Career Planning/Development
 Risk Management
 Legal and Compliance Principles

COMPETENCY REQUIREMENTS
Knowledge and
Technical Competency
Areas

 Performance management
 Communication processes
 Organization Development
 Strategic Planning and Performance
Management
 Project Management
 Labor and Employment laws
 Succession Management/Talent Management
 Data Privacy and Competition Law
 Business Administration
 Good knowledge of different business functions
 Excellent knowledge of HR-related laws
 Hands-on experience with business risk
management
 Hands-on experience with HRIS/LMS/Training
management software 
 Excellent time-management and organizational
skills
 Excellent communication, interpersonal and
leadership skills

Behavioral  Elev8 Core Values Driven
Competencies  Problem Solver and Critical Thinker Mindset
 Entrepreneurial Spirit
 Leadership Skills
 Customer Delight
 Integrity, Respect and Excellence
 Strong Work Ethic
 Interpersonal Skills
 Highly Organized
 Excellent Communication Skills
 Proactive
 Meticulous Attention to Detail
 Motivation, Coaching, Mentoring
 Personal Effectiveness
 Adaptability
 Receptivity to Feedback
 Learning Agility
 Dedication to Lead
 Conceptual Thinking
 Navigates Ambiguity
 Culture Fit
 Passion for Resolution

Minimum
Qualification
Standards
 Bachelor's degree in Human Resources
Management, Industrial Psychology
 Professional certifications such as Certified
HR Professional (CHRP) as an advantage

 Experience:
 At least 5 years of experience in OD
department
 Must have at least 2 years supervisory
experience handling team members
 3 years experience as officer in OD
Department
 8 years total experience in HR function
 Previous experience in the advertising or
media industry is a plus.

Technical Skills Required:

7

 Organizational Designing
 Curriculum Development
 Succession Planning
 Training Facilitation
 Performance Management System
Administration
 Employee Engagement Administration
 Training Needs Analysis and Reporting
 Outreach and CSR Programs Administration
 Events Management
 Project Management
 JAQ and Job Designing
 Culture Building Administration
Functional Skills:
*Create Departmental Strategic Plan and
Operational Plan
*Create Departmental Budget
*Formulate Reportorial Reports for presentation to
Mancom
*Supervise supervisors on their daily tasks and
reportorial deliverables
*Conduct one-on-one coaching sessions on
performance
*Handle employee career development and
individual development plan
*Provide job orientation and KPIs/Targets
*Monitor attendance and reportorial requirements
of subordinate/s
*Conduct performance management and evaluation
monthly/quarterly
*Submits performance evaluation of subordinate/s
to HR