Organizational Development Supervisor

TP; Daerah Istimewa Yogyakarta; Presencial; IDR 200.000.000 - 300.000.000; Jornada completa

Descripción de la vacante

TP seeks an Organizational Development Supervisor in Indonesia to design and monitor competency frameworks, performance systems, and leadership programs aligned with business goals. You will collaborate with Operations and Learning & Development to translate people strategies into practical programs.

Lead OD analytics, build dashboards, and provide data-driven recommendations to executives, supporting organizational effectiveness across the company.

Responsabilidades

• Oversee end-to-end performance management cycles with goal alignment and reviews.
• Maintain and update the Competency Framework, developing tracking tools.
• Facilitate talent review sessions, 9-box mapping, and succession planning.
• Design Training Needs Analysis (TNA) and curricula for supervisory/managerial tracks.
• Build OD analytics dashboards and provide data-driven insights to leadership.

Conocimientos

Performance management

Competency mapping

Leadership development

OD analytics

Talent assessment

Herramientas

Power BI

Google Sheets

Descripción del empleo

Position Overview :

The Organizational Development Supervisor is responsible for designing, implementing, and monitoring key organizational effectiveness initiatives across the company. This role oversees core OD deliverables including competency mapping, frameworks, performance management systems, leadership development programs, and organizational structure reviews. The OD Supervisor works closely with Operations team and Learning and Developmen team to ensure alignment between people strategies and overarching business objectives.

Core Responsibilities & Duties

1. Performance & Competency Management

• Oversee the end-to-end execution of performance management cycles, ensuring goal alignment, Quarter Review, mid-year reviews, and annual evaluations.
• Maintain and update the organizational Competency Framework, developing matrixes and spider-web tools to track skill gaps across functions.

2. Talent Assessment & Pipeline Development

• Facilitate talent review sessions, 9-box mapping, and succession planning frameworks for critical leadership and high-potential (HiPo) roles.
• Manage high-potential leadership initiatives, mentor/mentee matching, and capstone project structures.

3. Learning & Training Needs Analysis (TNA)

• Conduct structured Training Needs Analysis (TNA) to translate competency gaps into targeted learning pathways.
• Design training curriculums for supervisory and managerial leadership tracks.
• Measure the ROI and operational impact of learning and development programs.

4. OD Analytics & HR Metrics

• Build and manage automated tracking tools (e.g., Google Sheets, Power BI dashboards) to monitor competency gap metrics, turnover trends, and development progress.
• Provide data-driven insights and executive reporting to senior HR leadership to guide organizational decision-making.