Organizational Development Specialist

Key Responsibility areas & activities:

ORGANIZATIONAL DESIGN

• Design and maintain the systems and processes for the job creation, job evaluation, organizational structure design, and organizational change rules.
• Designs and maintains the rules for creating the organizational structure.
• Designs and maintains rules for span of control across different business units.
• Conducts regular audits of the organizational structure and recommends changes to make the organization more efficient.
• Revise current HR policies and recommend improvements, and suggest new HR Policies
• Participates in HR Projects and organization-wide projects.
• Developing process maps and workflow diagrams to visualize, analyze, and improve organizational/business operations.

• Develops and maintains the Job Description library and Job Family Matrix of the company.
• Evaluates current descriptions and prioritizes updates for the most outdated ones.
• Ensures that the standard job description template is consistently used throughout the company.
• Determines how to best collect information regarding job duties, responsibilities, specifications, work environment, and physical demands of the job. Meets with job incumbents or their managers to complete job description questionnaires. Sits and interview or directly observe job incumbents in order to write an effective job description.
• Uses the resulting information as the basis for new or updated job descriptions that accurately reflect the role.
• Develops procedures to regularly update job descriptions. To keep the process on track, follow up with other periodic procedures, such as annual employee reviews. However, update job descriptions as soon as possible if the position changes.

• Carries out and monitors the implementation of the Performance Management system and processes in the organization and its divisions in order to maintain the system’s efficiency in managing employees’ performance and expectations.
• Provides the necessary support to relevant parties in various aspects of Performance Management (e.g., KPI Setting, Technical Competency setting, Counseling, etc.) to facilitate the effective implementation of the system among these parties and ensure their satisfaction.
• Continually reviews the performance system and process in order to develop recommendations and proposals for its improvement / enhancement.
• Takes into consideration the inputs and remarks of users, managers, and staff in order to provide changes to the system and processes, resulting in easier use by the relevant parties.
• Support in setting KPIs for professional-level and above employees.
• Support all divisions in driving the effective selection, development, implementation, and integration of KPIs to optimize business activities and their linkage to the Performance Management System.
• Collate and document KPIs, build a KPI Library, and key performance management metrics, and respond as necessary to ensure consistently superior operational performance.
• Support the Corporate HR Manager to develop and maintain the Technical & Behavior Competency matrix and criteria for performance evaluation.
• Collaborate with the Planning and Performance Department to ensure that the KPIs set for Performance Management align with and support the actual business objectives.
• Design training programs and awareness initiatives to disseminate relevant information to specific groups / employees based on their level of exposure.
• Delivers training programs for the different stages of the Performance Evaluation and for new recruits/employees.

Education Degree: bachelor’s degree in Human Resources Management, Organizational Psychology, Business Administration, or Management Information Systems.

General

Experience:

6-8 Years of Experience

Professional Qualifications/Certifications (if any):

• SHRM
• OD
• CIPD
• AIHR
• KPI Certified through The KPI Institute
• Korn Ferry Job Analysis and Evaluation Certified

Industrial Experience Requirement:
Oil & Gas, Maritime