Organization Development (OD) Manager

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.

Organizational Design

Leadership and Employee Curriculum Development

Performance Management Administration

Employee Engagement Administration

• 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

• 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, 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
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 withbusiness risk management
• Hands-on experience with HRIS/LMS/Training management software
• Excellent time-management and organizational skills
• Excellent communication, interpersonal and leadership skills

Behavioral Competencies • Elev8 Core Values Driven
• 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
• Education:
• 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 ODdepartment
• 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:
• 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