Senior Talent Management Specialist - Organizational Development (OD)

<h3>1. Organizational Development &amp; Design</h3><ul>
<li>Analyze organizational structures, reporting lines, and workforce requirements to identify opportunities for improvement.</li>
<li>Design and update organizational charts, job structures, and departmental hierarchies.</li>
<li>Conduct job analysis and develop comprehensive job descriptions, job specifications, and job evaluation frameworks.</li>
<li>Review and develop organizational policies, procedures, and workflows to improve operational efficiency.</li>
<li>Conduct organizational assessments to identify gaps in structure, roles, responsibilities, and resource allocation.</li>
<li>Support organizational restructuring and change management initiatives.</li>
<li>Develop and maintain job grading and job architecture frameworks.</li>
</ul><h3>2. Performance Management</h3><ul>
<li>Design, implement, and continuously improve performance management systems.</li>
<li>Develop and review KPIs, objectives, and performance measurement frameworks across departments.</li>
<li>Support the implementation of annual and probationary performance appraisal processes.</li>
<li>Establish performance calibration practices to ensure fairness and consistency across departments.</li>
<li>Analyze performance evaluation results and identify areas for improvement.</li>
<li>Support managers in setting measurable objectives and conducting effective performance reviews.</li>
<li>Develop performance improvement plans for employees who do not meet expectations.</li>
<li>Monitor performance management effectiveness and recommend improvements.</li>
</ul><h3>3. Competency Management &amp; Career Development</h3><ul>
<li>Develop and maintain competency frameworks covering core, technical, and managerial competencies.</li>
<li>Conduct competency gap assessments to identify development needs.</li>
<li>Design career paths and career progression frameworks for different job families.</li>
<li>Support the development of succession planning frameworks and talent pools.</li>
<li>Identify high-potential employees and support talent development initiatives.</li>
<li>Develop individual development plans (IDPs) in coordination with managers and employees.</li>
</ul><h3>4. Learning &amp; Development</h3><ul>
<li>Conduct training needs analysis at organizational, departmental, and individual levels.</li>
<li>Translate competency and performance gaps into targeted development initiatives.</li>
<li>Collaborate with the L&amp;D team to develop annual training plans and development programs.</li>
<li>Evaluate training effectiveness and measure its impact on employee performance.</li>
<li>Support leadership development and management training initiatives.</li>
</ul><h3>5. Employee Engagement &amp; Organizational Effectiveness</h3><ul>
<li>Design and implement employee engagement surveys and organizational climate assessments.</li>
<li>Analyze employee feedback and recommend initiatives to improve engagement and retention.</li>
<li>Support the development of employee recognition and motivation frameworks.</li>
<li>Identify organizational challenges affecting productivity, collaboration, and employee satisfaction.</li>
<li>Monitor OD-related KPIs and prepare reports highlighting organizational effectiveness and improvement opportunities.</li>
</ul><h3>6. Stakeholder Management &amp; Continuous Improvement</h3><ul>
<li>Partner with department heads and senior management to understand business needs and translate them into OD solutions.</li>
<li>Provide consultation and guidance to managers on organizational design, performance management, and talent development.</li>
<li>Lead OD-related projects from assessment and planning through implementation and evaluation.</li>
<li>Prepare professional presentations, reports, and recommendations for management.</li>
<li>Ensure OD frameworks and practices are aligned with business objectives and organizational strategy.</li>
</ul><h2>Requirements</h2><ul>
<li>Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.</li>
<li>Minimum 5 years of experience in Talent Management, Organizational Development, or a related HR function.</li>
<li>Strong practical experience in OD, including organizational design, job analysis, job evaluation, and competency frameworks.</li>
<li>Proven experience in designing and implementing performance management systems, including KPIs, objectives, and performance appraisal processes.</li>
<li>Solid understanding of career development, succession planning, and talent management practices.</li>
<li>Experience developing job descriptions, competency dictionaries, and career progression frameworks.</li>
<li>Knowledge of organizational assessment, change management, and process improvement methodologies.</li>
<li>Experience conducting training needs analysis and supporting employee development initiatives.</li>
<li>Strong analytical skills with the ability to interpret HR data and translate findings into actionable recommendations.</li>
<li>Excellent project management, planning, and organizational skills.</li>
<li>Strong stakeholder management and communication skills, with the ability to work effectively with senior management and department heads.</li>
<li>English Must be fluent.</li>
</ul><h2>Benefits</h2><ul><li>Medical &amp; Social Insurance.</li></ul><ul><li>Professional and Dynamic Work Environment.</li></ul><ul><li>Career Growth Opportunities.</li></ul><ul><li>Learning &amp; Development Programs.</li></ul>