People & Culture Business Partner - OD Focus

1. Organizational Development (Core Focus) Lead organizational development initiatives aligned with business objectives and organizational strategy. Design, review, and optimize organizational structures, roles, and reporting lines. Conduct organizational assessments to identify gaps and recommend improvement plans. Develop and maintain job descriptions, job evaluation frameworks, and competency models. Lead workforce planning and organizational effectiveness initiatives. Identify organizational challenges and drive solutions to improve efficiency and productivity. 2. Performance Management & Talent Development Design and manage performance management frameworks and cycles. Develop KPIs, objectives, and performance evaluation processes. Identify talent gaps and create development plans to address them. Lead succession planning and career development initiatives. Support the implementation of Individual Development Plans (IDPs). 3. Change Management & Culture Lead organizational change initiatives and ensure smooth implementation. Support culture transformation and employee engagement initiatives. Develop strategies to improve employee experience, retention, and organizational effectiveness. Partner with leadership to promote a high-performance culture. 4. Strategic Business Partnering Partner with business leaders and department heads to understand business priorities and workforce challenges. Translate business needs into practical People & Culture strategies. Provide HR insights and recommendations to support management decisions. Monitor people-related KPIs and provide actionable recommendations. 5. Stakeholder Management Build and maintain strong relationships with key stakeholders across all business functions. Partner with department heads and senior management to understand business needs and organizational challenges. Manage stakeholder expectations and ensure alignment between business objectives and People & Culture initiatives. Influence stakeholders and drive collaboration to ensure successful implementation of OD projects and organizational changes. Act as a trusted advisor to management, providing strategic recommendations on organizational effectiveness and people-related matters. Bachelor's degree in Business Administration, Human Resources, or a related field. 5–6 years of relevant experience in Human Resources, with strong hands-on experience in Organizational Development. Solid experience in organizational design and restructuring. Strong knowledge of performance management systems, KPIs, and competency frameworks. Practical experience in workforce planning, talent management, and succession planning. Good understanding of change management and organizational effectiveness. Strong stakeholder management skills, with the ability to influence and engage senior management and cross-functional teams. Strong analytical, problem-solving, and strategic thinking skills. Excellent communication, presentation, and interpersonal skills. Fluent command of English. Medical & Social Insurance. Professional and Dynamic Work Environment. Career Growth Opportunities. Learning & Development Programs.