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 our OD, talent development, and culture initiatives. You will partner with senior leaders and HR to strengthen capabilities and support business growth across the organization.

The role drives leadership development, succession planning, change management, and people analytics, building frameworks for high-potential careers and a data-informed approach to organizational effectiveness.

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.

Responsibilities

• Develop and implement the organization’s 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.
• Lead learning and capability-building strategy; evaluate effectiveness and business impact.
• Identify emerging skills and capabilities required for future direction.
• Lead initiatives that strengthen employee engagement, culture, and experience.
• Develop and monitor engagement strategies and action plans based on data.
• Partner with leaders to reinforce desired behaviors and culture.
• Develop initiatives supporting retention, collaboration, and well-being.
• Lead organizational change initiatives with stakeholder engagement and communication.
• Provide change management frameworks, tools, and guidance to leaders and teams.
• Assess readiness and people impacts of major changes.
• Support transitions from restructuring or growth.
• Oversee performance management and talent reviews; drive continuous improvement.
• Develop metrics and dashboards to track talent and OD outcomes.
• Use analytics to identify trends and inform decisions.
• Serve as strategic partner to CHRO/Head of HR and senior leadership on OD matters.
• Lead and develop the OD team; manage external consultants when required.

Skills

OD Strategy

Leadership Development

Change Management

People Analytics

Stakeholder Management

Communication & Presentation

Succession Planning

Team Leadership

Employee Engagement

Org Design

Education

Bachelor’s degree in HR/Org Development or related field

Job description

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.
• 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.