Manager People & Organization Development (POD)

Pengiklan Anonim; Jakarta Utara; On-site; IDR 240,000,000 - 420,000,000; Full time

Job summary

Pengiklan Anonim is seeking a Manager – People & Organization Development to strengthen and elevate our people and organization capabilities. You will analyze organizational issues, partner with the Head of HRGA & Legal, and drive practical HR solutions across OD and Talent Management.

The role emphasizes designing jobs, succession planning, KPI-driven performance reviews, and policy development in a fast-paced, multi-site environment.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Management, Business Administration, or related field.
• Minimum 7 years of experience in Human Resources, with solid exposure to Organization Development and/or Talent Management.
• Experience in organization design, job analysis, job evaluation, performance management, talent management, succession planning, or career management.
• Strong analytical and problem-solving skills with the ability to identify root causes and develop practical solutions.
• Strong understanding of HR processes and the ability to connect different HR functions into an integrated people system.

Responsibilities

• Lead and improve Organization Development initiatives, including organization structure, job architecture, job analysis, manpower planning, and organizational effectiveness.
• Develop and implement Talent Management programs, including talent identification, succession planning, career development, and talent development.
• Manage and continuously improve the Performance Management System, including KPI setting, performance review, and performance improvement initiatives.
• Conduct people and organizational analysis and provide insights and recommendations to management.
• Develop and improve HR policies, processes, frameworks, and tools related to OD and Talent.
• Support Job Analysis, Job Evaluation, Job Grading, and Career Path initiatives.
• Identify organizational gaps, duplication of roles, capability gaps, and opportunities for workforce effectiveness.
• Work collaboratively with HR Operations, Compensation & Benefit, Recruitment, and other HR functions to ensure integrated people practices.
• Partner with business leaders to understand organizational challenges and translate them into practical people solutions.
• Act as a thought partner to the Head of HRGA & Legal in developing people strategies and addressing organizational challenges.
• Support HR transformation and other strategic people initiatives as required.

Skills

Analytical thinking

Problem solving

Communication

Stakeholder management

Collaboration

Education

Bachelor's degree in HR/Psychology/Management

Tools

Excel

PowerPoint

HRIS

Job description

About the Role :

We are looking for an Manager – People & Organization Development (POD) who will play an important role in strengthening and developing our people and organization capabilities.

This role is suitable for a hands-on, analytical, and business-oriented HR professional who enjoys building systems, solving organizational challenges, and turning ideas into practical HR solutions.

You will work closely with the Head of HRGA & Legal as a thought partner in analyzing organizational and people-related issues and developing initiatives to support business growth.

Key Responsibilities :

Lead and improve Organization Development initiatives, including organization structure, job architecture, job analysis, manpower planning, and organizational effectiveness.

Develop and implement Talent Management programs, including talent identification, succession planning, career development, and talent development.

Manage and continuously improve the Performance Management System, including KPI setting, performance review, and performance improvement initiatives.

Conduct people and organizational analysis and provide insights and recommendations to management.

Develop and improve HR policies, processes, frameworks, and tools related to OD and Talent.

Support Job Analysis, Job Evaluation, Job Grading, and Career Path initiatives.

Identify organizational gaps, duplication of roles, capability gaps, and opportunities for workforce effectiveness.

Work collaboratively with HR Operations, Compensation & Benefit, Recruitment, and other HR functions to ensure integrated people practices.

Partner with business leaders to understand organizational challenges and translate them into practical people solutions.

Act as a thought partner to the Head of HRGA & Legal in developing people strategies and addressing organizational challenges.

Support HR transformation and other strategic people initiatives as required.

What We Are Looking For :

Bachelor's degree in Human Resources, Psychology, Management, Business Administration, or related field.

Minimum 7 years of experience in Human Resources, with solid exposure to Organization Development and/or Talent Management.

Experience in organization design, job analysis, job evaluation, performance management, talent management, succession planning, or career management.

Strong analytical and problem-solving skills with the ability to identify root causes and develop practical solutions.

Strong understanding of HR processes and the ability to connect different HR functions into an integrated people system.

Strong communication and stakeholder management skills, with the confidence to interact with management and business leaders.

Able to work independently, manage multiple priorities, and operate effectively in a fast-paced and evolving organization.

Strong proficiency in Microsoft Excel and PowerPoint; experience with HRIS or people analytics is an advantage.

Experience in telecommunication, IT infrastructure, engineering, construction, project-based, or other multi-site businesses is preferred.

Key Competencies :

Strategic Thinking | Analytical Thinking | Problem Solving | Business Acumen | Stakeholder Management | Communication | Change Management | Project Management | Collaboration

The Ideal Candidate

We are looking for someone who is:

A builder, not just an administrator.

Comfortable working with incomplete or evolving systems and able to build structure from the ground up.

Able to challenge existing practices and ask "why do we do it this way?"

Strong enough technically to understand HR concepts, but practical enough to turn them into workable solutions.

Curious, proactive, and willing to get into the details when necessary.

Able to become a trusted thought partner to the Head of HRGA & Legal and business leaders.

Comfortable saying, "I don't know yet, but let's analyze it and find the answer."