1. Organizational Development & Design

• Analyze organizational structures, reporting lines, and workforce requirements to identify opportunities for improvement.
• Design and update organizational charts, job structures, and departmental hierarchies.
• Conduct job analysis and develop comprehensive job descriptions, job specifications, and job evaluation frameworks.
• Review and develop organizational policies, procedures, and workflows to improve operational efficiency.
• Conduct organizational assessments to identify gaps in structure, roles, responsibilities, and resource allocation.
• Support organizational restructuring and change management initiatives.
• Develop and maintain job grading and job architecture frameworks.

2. Performance Management

• Design, implement, and continuously improve performance management systems.
• Develop and review KPIs, objectives, and performance measurement frameworks across departments.
• Support the implementation of annual and probationary performance appraisal processes.
• Establish performance calibration practices to ensure fairness and consistency across departments.
• Analyze performance evaluation results and identify areas for improvement.
• Support managers in setting measurable objectives and conducting effective performance reviews.
• Develop performance improvement plans for employees who do not meet expectations.
• Monitor performance management effectiveness and recommend improvements.

3. Competency Management & Career Development

• Develop and maintain competency frameworks covering core, technical, and managerial competencies.
• Conduct competency gap assessments to identify development needs.
• Design career paths and career progression frameworks for different job families.
• Support the development of succession planning frameworks and talent pools.
• Identify high-potential employees and support talent development initiatives.
• Develop individual development plans (IDPs) in coordination with managers and employees.

4. Learning & Development

• Conduct training needs analysis at organizational, departmental, and individual levels.
• Translate competency and performance gaps into targeted development initiatives.
• Collaborate with the L&D team to develop annual training plans and development programs.
• Evaluate training effectiveness and measure its impact on employee performance.
• Support leadership development and management training initiatives.

5. Employee Engagement & Organizational Effectiveness

• Design and implement employee engagement surveys and organizational climate assessments.
• Analyze employee feedback and recommend initiatives to improve engagement and retention.
• Support the development of employee recognition and motivation frameworks.
• Identify organizational challenges affecting productivity, collaboration, and employee satisfaction.
• Monitor OD-related KPIs and prepare reports highlighting organizational effectiveness and improvement opportunities.

6. Stakeholder Management & Continuous Improvement

• Partner with department heads and senior management to understand business needs and translate them into OD solutions.
• Provide consultation and guidance to managers on organizational design, performance management, and talent development.
• Lead OD-related projects from assessment and planning through implementation and evaluation.
• Prepare professional presentations, reports, and recommendations for management.
• Ensure OD frameworks and practices are aligned with business objectives and organizational strategy.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Minimum 5 years of experience in Talent Management, Organizational Development, or a related HR function.
• Strong practical experience in OD, including organizational design, job analysis, job evaluation, and competency frameworks.
• Proven experience in designing and implementing performance management systems, including KPIs, objectives, and performance appraisal processes.
• Solid understanding of career development, succession planning, and talent management practices.
• Experience developing job descriptions, competency dictionaries, and career progression frameworks.
• Knowledge of organizational assessment, change management, and process improvement methodologies.
• Experience conducting training needs analysis and supporting employee development initiatives.
• Strong analytical skills with the ability to interpret HR data and translate findings into actionable recommendations.
• Excellent project management, planning, and organizational skills.
• Strong stakeholder management and communication skills, with the ability to work effectively with senior management and department heads.
• English Must be fluent.

Benefits

• Medical & Social Insurance.

• Professional and Dynamic Work Environment.

• Career Growth Opportunities.

• Learning & Development Programs.