Organizational Development Supervisor

TP; Kota Yogyakarta; On-site; IDR 150,000,000 - 300,000,000; Full time

Job summary

TP seeks an Organizational Development Supervisor to design, implement, and monitor core organizational effectiveness initiatives across the company. You will oversee competency mapping, frameworks, performance management systems, leadership development programs, and organizational structure reviews in collaboration with Operations and Learning and Development teams.

The role focuses on performance and competency management, talent assessment and pipeline development, and OD analytics to guide

Qualifications

• Design and implement organizational development initiatives across the company.
• Develop competency frameworks and monitor performance management systems.
• Lead leadership development programs and organizational structure reviews.

Responsibilities

• Oversee performance & competency management cycles, goal alignment, reviews, and evaluations.
• Maintain the Competency Framework and develop tracking tools for skill gaps.
• Facilitate talent reviews, HiPo programs, and succession planning for leadership roles.
• Conduct Training Needs Analysis to translate gaps into targeted learning paths.
• Design supervisory and managerial leadership curricula and measure program ROI.
• Build OD analytics dashboards to monitor turnover, gaps, and development progress.

Job description

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.
• 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.