Head of Organizational Development (FMCG)

Corporate Executive Search, Inc. (CESI); Pasig; On-site; PHP 1,800,000 - 3,000,000; Full time

Job summary

Corporate Executive Search, Inc. (CESI) is seeking a Head of Organizational Development to lead the organization’s OD strategy and drive leadership development, culture, and employee engagement. This senior role collaborates with the CHRO and senior leaders to strengthen capabilities and support business growth.

You will design and oversee talent management, learning, and change initiatives, partnering with executives to close capability gaps and build a high-performing organization.

Qualifications

• Bachelor’s degree in HR, organizational psychology, business administration, or related field.
• 10+ years of progressive experience in Organizational Development, Talent Management, Learning & Development, HR, or related functions.
• Significant experience leading organization-wide OD, talent, leadership, and change initiatives.
• Strong experience partnering with senior executives and business leaders.
• Experience in organizational design, succession planning, leadership development, and employee engagement.
• Strong analytical, project management, facilitation, and stakeholder management skills.
• Excellent communication and presentation skills.
• Strategic thinker with strong business acumen and the ability to translate organizational needs into practical people solutions.

Responsibilities

• Develop and implement the organization’s overall Organizational Development (OD) strategy aligned with business priorities.
• Assess organizational structures, capabilities, and workforce needs to identify areas for improvement.
• Lead initiatives focused on organizational effectiveness, workforce productivity, and change management.
• Review and improve organizational structures, roles, processes, and ways of working.
• Provide data-driven insights and recommendations to senior leadership on organizational and people matters.
• Design and oversee leadership development and succession planning programs across key levels of the organization.
• Establish frameworks for talent identification, career development, and high-potential employee development.
• Partner with business leaders to identify critical capability gaps and develop appropriate interventions.
• Oversee competency frameworks and career architecture to support employee growth and mobility.
• Develop the organization’s learning and capability-building strategy in partnership with HR and business leaders.
• Lead the design and implementation of leadership, functional, and behavioral development programs.
• Evaluate the effectiveness and business impact of learning initiatives.
• Identify emerging skills and capabilities required to support the organization’s future direction.
• Lead initiatives that strengthen employee engagement, organizational culture, and employee experience.
• Develop and monitor employee engagement strategies and action plans based on survey and organizational data.
• Partner with leaders to reinforce desired behaviors, values, and culture.
• Develop initiatives that support retention, collaboration, and employee well-being.
• Lead organizational change initiatives, ensuring effective stakeholder engagement and communication.
• Provide change management frameworks, tools, and guidance to leaders and teams.
• Assess organizational readiness and potential people impacts of major business changes.
• Support leaders in managing transitions resulting from organizational restructuring, transformation, or growth.
• Oversee the design and continuous improvement of performance management and talent review processes.
• Partner with HR and business leaders in talent reviews, succession planning, and workforce capability assessments.
• Develop metrics and dashboards to track talent and organizational development outcomes.
• Use people analytics and organizational data to identify trends and support decision-making.
• Serve as a strategic partner to the CHRO/Head of HR and senior leadership team on organizational development matters.
• Work closely with business leaders, HR Business Partners, and other HR functions to ensure alignment of OD initiatives with business needs.
• Lead and develop the Organizational Development team, fostering a culture of collaboration, accountability, and continuous improvement.
• Manage external consultants and learning/development partners when required.

Skills

Analytical thinking

Project management

Facilitation

Stakeholder management

Communication skills

Presentation skills

Strategic thinking

Education

Bachelor’s degree in HR/Organizational Psychology/Business Administration

Job description

Role Overview

The Head of Organizational Development is responsible for leading the organization’s strategies and initiatives related to organizational effectiveness, talent development, leadership capability, employee engagement, and culture. The role partners closely with senior leadership and HR to strengthen organizational capabilities and support business growth.

Key Responsibilities

Organizational Development & Effectiveness

• Develop and implement the organization’s overall Organizational Development (OD) strategy aligned with business priorities.
• Assess organizational structures, capabilities, and workforce needs to identify areas for improvement.
• Lead initiatives focused on organizational effectiveness, workforce productivity, and change management.
• Review and improve organizational structures, roles, processes, and ways of working.
• Provide data-driven insights and recommendations to senior leadership on organizational and people matters.

Talent & Leadership Development

• Design and oversee leadership development and succession planning programs across key levels of the organization.
• Establish frameworks for talent identification, career development, and high-potential employee development.
• Partner with business leaders to identify critical capability gaps and develop appropriate interventions.
• Oversee competency frameworks and career architecture to support employee growth and mobility.

Learning & Capability Development

• Develop the organization’s learning and capability-building strategy in partnership with HR and business leaders.
• Lead the design and implementation of leadership, functional, and behavioral development programs.
• Evaluate the effectiveness and business impact of learning initiatives.
• Identify emerging skills and capabilities required to support the organization’s future direction.

Employee Engagement & Culture

• Lead initiatives that strengthen employee engagement, organizational culture, and employee experience.
• Develop and monitor employee engagement strategies and action plans based on survey and organizational data.
• Partner with leaders to reinforce desired behaviors, values, and culture.
• Develop initiatives that support retention, collaboration, and employee well-being.

Change Management

• Lead organizational change initiatives, ensuring effective stakeholder engagement and communication.
• Provide change management frameworks, tools, and guidance to leaders and teams.
• Assess organizational readiness and potential people impacts of major business changes.
• Support leaders in managing transitions resulting from organizational restructuring, transformation, or growth.

Performance & Talent Management

• Oversee the design and continuous improvement of performance management and talent review processes.
• Partner with HR and business leaders in talent reviews, succession planning, and workforce capability assessments.
• Develop metrics and dashboards to track talent and organizational development outcomes.
• Use people analytics and organizational data to identify trends and support decision-making.

Stakeholder & Team Leadership

• Serve as a strategic partner to the CHRO/Head of HR and senior leadership team on organizational development matters.
• Work closely with business leaders, HR Business Partners, and other HR functions to ensure alignment of OD initiatives with business needs.
• Lead and develop the Organizational Development team, fostering a culture of collaboration, accountability, and continuous improvement.
• Manage external consultants and learning/development partners when required.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
• 10+ years of progressive experience in Organizational Development, Talent Management, Learning & Development, HR, or related functions.
• Significant experience leading organization-wide OD, talent, leadership, and change initiatives.
• Strong experience partnering with senior executives and business leaders.
• Experience in organizational design, succession planning, leadership development, and employee engagement.
• Strong analytical, project management, facilitation, and stakeholder management skills.
• Excellent communication and presentation skills.
• Strategic thinker with strong business acumen and the ability to translate organizational needs into practical people solutions.