Organization Development and Talent Management Manager

IDN; Jakarta Pusat; On-site; IDR 550,000,000 - 750,000,000; Full time

Job summary

IDN is seeking an Organization Development and Talent Management Manager to drive organizational effectiveness across design, talent management, succession planning, performance management, and employee engagement. You will lead frameworks, processes, and initiatives to strengthen capabilities and build a sustainable talent pipeline that supports business objectives.

The role requires at least 5 years in OD or related HR functions, strong stakeholder influencing skills, and proficiency with

Qualifications

• Minimum 5 years of experience in OD, Talent Management, or related HR roles.
• Strong knowledge of organizational design, talent management, succession planning, and employee engagement surveys.
• Ability to analyze people data and translate insights into actionable plans.
• Excellent communication and collaboration with business leaders.

Responsibilities

• Lead organizational design and development initiatives aligned with business objectives.
• Develop and implement talent management frameworks and programs.
• Establish and manage succession planning processes for critical roles.
• Oversee end-to-end performance management, including goal setting and reviews.
• Lead engagement surveys and translate findings into improvement plans.
• Establish metrics and reporting to monitor OD, TM, succession, performance, and engagement initiatives.

Skills

OD

Talent Management

Org Design

Performance Mgmt

Employee Engagement

Stakeholder Mgmt

Tools

Excel

PowerPoint

HRIS

People Analytics

Job description

The Organization Development and Talent Management Manager will be responsible for driving organizational effectiveness and developing integrated people strategies across organization development, talent management, succession planning, performance management, and employee engagement. This role will lead the design and implementation of relevant frameworks, processes, and initiatives to strengthen organizational capabilities, build a sustainable talent pipeline, drive a high-performance culture, and improve employee engagement in alignment with IDN’s business objectives.

Job Description

• Lead organizational design and development initiatives, including organization structure reviews, job analysis, job descriptions, role clarity, and organizational effectiveness assessments to ensure alignment with business objectives.
• Develop and implement talent management frameworks and initiatives, including talent reviews, competency mapping, career development, and talent development programs to strengthen employee capabilities and support business needs.
• Establish and manage succession planning processes for critical roles, identify high-potential employees, and develop talent pipelines to ensure leadership continuity and organizational sustainability.
• Manage the end-to-end performance management cycle, including goal setting, KPI/OKR alignment, performance reviews, calibration, and performance improvement initiatives to strengthen accountability and performance outcomes.
• Lead the planning, execution, and analysis of employee engagement surveys, translate survey findings into actionable improvement plans, and partner with business leaders to monitor progress and improve employee experience and engagement.
• Establish relevant metrics and reporting mechanisms to monitor the effectiveness of organization development, talent management, succession planning, performance management, and employee engagement initiatives, providing data-driven recommendations for continuous improvement.

Requirements

• Minimum 5 years of relevant experience in OD, Talent Management, or related HR functions.
• Strong knowledge of organizational design, talent management, succession planning, performance management, and employee engagement surveys.
• Ability to analyze people data, identify organizational issues, and develop actionable improvement plans.
• Strong communication, collaboration, and influencing skills to partner effectively with business leaders and cross-functional teams.
• Proven ability to manage multiple initiatives and drive implementation effectively.
• Proficiency in Microsoft Excel and PowerPoint; HRIS and people analytics experience is an advantage.