B. Performance ManagementC. Talent Management & DevelopmentD. Strategic HR Business PartneringE. Employee Engagement & Organizational CultureF. Change Management
- * Organizational Development (Core Focus)
- Lead and implement Organizational Development initiatives aligned with the company's strategic objectives
- Conduct organizational assessments to identify structural gaps, operational inefficiencies, and development opportunities
- Design, review, and optimize organizational structures, including organizational charts, reporting lines, and departmental functions
- Develop and maintain Job Analysis and Job Evaluation frameworks
- Design, update, and standardize Job Descriptions, Job Profiles, and Job Specifications
- Develop and implement competency frameworks and competency dictionaries covering core, behavioral, and technical competencies
- Conduct manpower planning and workforce analysis to ensure optimal resource allocation
- Identify organizational gaps and recommend solutions to improve efficiency, productivity, and accountability
- Support organizational restructuring, change management, and business transformation initiatives
- Establish clear roles, responsibilities, and accountability frameworks across departments
- Develop and improve HR policies, procedures, and organizational guidelines
- Design, develop, and manage the Performance Management System (PMS)
- Establish KPIs, OKRs, and performance measurement frameworks aligned with business objectives
- Support managers in setting measurable departmental and individual performance objectives
- Conduct performance reviews and analyze evaluation results to identify performance gaps
- Develop Performance Improvement Plans (PIPs) and follow up on implementation
- Ensure effective implementation of probation evaluations and employee performance assessments
- Analyze performance trends and provide recommendations to management
- Establish a continuous performance feedback and development culture
- Develop talent management strategies to identify, assess, and retain high-potential employees
- Design career development plans and career progression frameworks
- Develop succession planning strategies for critical positions
- Conduct competency gap assessments and identify employee development needs
- Collaborate with Learning & Development teams to design targeted training and development programs
- Support talent reviews and employee calibration sessions
- Develop employee assessment and development tools
- Partner with department heads and senior management to understand business needs and translate them into HR strategies
- Provide strategic HR advice and recommendations to business leaders
- Analyze workforce data and HR metrics to support management decision-making
- Identify workforce challenges and develop practical solutions
- Support managers in organizational planning, employee development, and team effectiveness
- Ensure HR initiatives contribute to business growth and operational efficiency
- Participate in strategic planning and organizational decision-making
- Develop initiatives that improve employee engagement, satisfaction, and retention
- Conduct employee engagement surveys and analyze organizational feedback
- Identify organizational culture gaps and recommend improvement initiatives
- Support the development and implementation of company values and behavioral standards
- Lead initiatives that strengthen internal communication and collaboration
- Monitor employee turnover and retention indicators and recommend corrective actions
- Develop and implement change management plans for organizational initiatives
- Assess the impact of organizational changes on employees, departments, and business operations
- Support leadership and managers in communicating organizational changes
- Identify potential resistance to change and develop appropriate solutions
- Monitor the effectiveness of change initiatives and ensure successful implementation
Requirements
- * Bachelor's degree in Human Resources, Business Administration, Management, or a related field
- Minimum 5+ years of professional experience in Human Resources, with strong hands-on experience in Organizational Development (OD)
- Proven experience in designing, developing, and implementing OD strategies and frameworks
- Previous experience partnering with senior management and department heads
- Experience in Technology, Software, Fintech, or other fast-paced business environments is preferred
- Fluent English is a must, with excellent written and verbal communication skills
Benefits
- * Medical & Social Insurance
- Professional and Dynamic Work Environment
- Career Growth Opportunities
- Learning & Development Programs
