Organizational Development Section Head

Key Responsibilities1. Organization DevelopmentLead the development and continuous review of the company’s organizational structure in alignment with business strategy.Conduct organization design and workforce analysis to ensure efficiency and optimal utilization of resources.Develop and maintain job descriptions, job profiles, and job evaluation frameworks.Review reporting lines, spans of control, and organizational layers and recommend improvements.Support organizational transformation and change management initiatives.2. Performance ManagementLead the design, implementation, and continuous improvement of the Performance Management System.Establish and review KPIs and performance objectives across departments.Ensure alignment between individual, departmental, and organizational objectives.Monitor performance management cycles and provide guidance to managers.Analyze performance results and identify organizational development opportunities.3. Talent & Career DevelopmentDevelop and implement talent management and succession planning programs.Establish career paths and career development frameworks for critical positions.Identify high-potential employees and support the development of talent pools.Partner with management to develop Individual Development Plans (IDPs).Design and implement competency-based development initiatives.4. Competency ManagementDevelop and maintain competency frameworks for different functions and job levels.Conduct competency gap assessments and recommend appropriate development actions.Integrate competencies into recruitment, performance management, learning, and career development processes.5. Training & DevelopmentConduct organizational training needs analysis in coordination with business leaders.Develop annual learning and development plans based on identified gaps.Evaluate training effectiveness and measure learning impact.Support leadership and management development programs.6. Employee Engagement & CultureLead employee engagement initiatives and organizational culture programs.Conduct employee engagement surveys and analyze results.Develop action plans based on employee feedback and engagement findings.Support initiatives aimed at improving employee experience, retention, and organizational culture.7. HR Policies & ProcessesDevelop, review, and update HR policies, procedures, and processes related to OD.Ensure HR practices are standardized and aligned with organizational requirements.Identify opportunities for HR process improvement and automation.Ensure compliance with internal policies and applicable labor regulations.8. HR Analytics & ReportingDevelop and monitor OD-related HR dashboards and reports.Analyze workforce, performance, turnover, engagement, and talent data.Provide management with actionable insights and recommendations.Track key OD KPIs and report progress to HR leadership.9. Stakeholder ManagementAct as a strategic HR partner to department heads and senior management on organizational development matters.Provide consultation on organizational structures, workforce planning, performance, talent, and employee development.Lead cross-functional OD projects and initiatives.Job RequirementsEducation:Bachelor’s degree in Human Resources, Business Administration, Management, Psychology, or a related field.HR/OD professional certification or postgraduate studies is preferred.Experience:7–10 years of progressive HR experience, with at least 3 years in Organization Development or a similar leadership role.Strong experience in performance management, organizational design, competency frameworks, talent management, and succession planning.Experience in industrial/manufacturing environments is highly preferred.Technical SkillsOrganization Design & DevelopmentPerformance ManagementKPI DevelopmentCompetency FrameworksTalent Management & Succession PlanningCareer DevelopmentWorkforce PlanningChange ManagementEmployee EngagementHR AnalyticsJob Evaluation & Job ArchitectureHR Policies & ProceduresMicrosoft Office / HRISBehavioral CompetenciesStrategic ThinkingLeadership & People ManagementBusiness AcumenAnalytical & Problem-Solving SkillsStakeholder ManagementCommunication & Presentation SkillsChange ManagementProject ManagementCoaching & InfluencingDecision MakingContinuous ImprovementKey KPIsPerformance Management Cycle Completion RateEmployee Engagement ScoreSuccession Coverage for Critical PositionsInternal Promotion RateTraining EffectivenessCompetency Gap ClosureOrganization Structure OptimizationEmployee Turnover / RetentionHR Process ImprovementCompletion Rate of OD Initiatives