Organizational Development Manager

OverviewThe role holder is responsible for managing the group’s organization development section, including organization design, workforce planning, job architecture, rewards, performance management, learning and development, talent development and HR governance to enhance organizational effectiveness, strengthen workforce capability and ensure alignment of people practices with business requirements. The role holder shall carry out his duties in accordance with the stipulated business policies and procedures.Job Responsibilities Organization Design & Workforce PlanningManages organization design reviews across the Group to ensure organizational structures, reporting relationships, spans of control and role accountabilities remain aligned with business strategies and operating requirements.Reviews proposed organizational changes and prepares recommendations, supporting rationale and impact assessments for management review and approval.Manages the maintenance of approved organization charts, reporting lines, departmental structures and role mapping to ensure organizational documentation remains current and accurate.Coordinates workforce planning activities with business leaders and Human Resources stakeholders to identify current and future workforce requirements, headcount movements and capability needs. Job Architecture & Role ManagementManages the development, review and standardisation of job descriptions across the group to ensure clear accountabilities, reporting relationships and alignment with approved organizational structures.Maintains the job architecture framework, career bands, role mapping and job documentation, to promote internal consistency and support career progression.Reviews new and revised positions to assess role scope, organizational placement and alignment with existing job architecture before submission for approval.Coordinates job evaluation activities with relevant internal stakeholders and external consultants and ensures approved outcomes are accurately reflected in organizational records and systems. Performance ManagementManages the annual performance management cycle, including cycle launch in Success Factors, goal setting, mid-year and year-end reviews, ensuring timely and consistent implementation across the group.Guides departments in developing key performance indicators, objectives and performance measures aligned with business plans, departmental priorities and role accountabilities.Monitors performance cycle completion, analyses performance data and prepares management dashboards and reports highlighting compliance, trends, performance distribution and improvement opportunities.Oversees performance management awareness sessions and provides guidance to managers and employees to strengthen understanding and consistent application of the performance management framework. Learning & Development and Talent DevelopmentManages the identification of learning and development requirements through performance outcomes, competency assessments, business requirements and development needs identified by management.Develops the annual learning and development plan in coordination with business stakeholders and monitors implementation against approved priorities and requirements.Coordinates learning programmes, workshops and development interventions with internal stakeholders and external training providers and evaluates their effectiveness.Supports the development and implementation of competency frameworks, career development, succession planning and talent development initiatives to strengthen organizational capability and internal talent pipelines.Rewards, Compensation & BenefitsManages the development and maintenance of the group’s rewards, compensation and benefits frameworks to promote internal equity and market competitiveness.Manages job evaluation and grading activities to ensure roles are consistently evaluated and appropriately positioned within the approved job architecture, career bands and grading framework.Coordinates compensation and benefits benchmarking and market studies with relevant stakeholders and external consultants to assess market positioning and support informed reward decisions.Reviews compensation data and provides recommendations on salary positioning, promotions, salary adjustments, allowances and benefits to support consistent and equitable reward decisions.Supports the annual salary review and reward planning processes by analysing compensation data, market benchmarks, performance outcomes and workforce considerations and providing recommendations to Human Resources leadership. HR Governance, Analytics & ReportingEstablishes and maintains organization development frameworks, procedures, templates and governance documentation to ensure consistent implementation across the group.Ensures approved changes to organization structures, positions, job descriptions and reporting relationships are accurately reflected in relevant Human Resources systems and organizational records.Develops organization development dashboards and management reports covering workforce, organizational structures, performance management, learning and development and other relevant indicators to support management decision-making.Coordinates with internal and external stakeholders on organization development audits, job evaluation exercises, benchmarking studies and other specialist assignments as required.Qualifications and Experience requiredBachelor’s degree in Business Administration or equivalent is requiredMaster’s degree in Business Administration or equivalent is requiredRelevant certification in CIPD or equivalent is preferredMinimum of 8 years of relevant experience in Organization Development, Organization Design, Performance Management, and Talent DevelopmentAt least 6 years in positions of progressively increasing managerial responsibilities