Head, Organizational Development

SupportFinity™; Metro Manila; On-site; PHP 2,000,000 - 3,000,000; Full time

Job summary

SupportFinity™ is looking for a Head of Organizational Development to provide leadership in crafting a future-ready organization. This key role involves strategic planning, enhancing talent pipelines, and ensuring alignment of organizational systems with business strategy.

The ideal candidate has extensive experience in organizational design, performance management, and talent development. Join us in making a significant impact on the organization's growth and leadership capabilities.

Qualifications

• Proven experience in leading organizational development initiatives.
• Strong analytical and strategic skills.
• Excellent communication and interpersonal abilities.

Responsibilities

• Develop and implement organization development strategy.
• Lead enterprise-wide succession planning.
• Manage talent management and internal mobility programs.
• Design and execute change management initiatives.
• Oversee the Bank's performance management strategies.

Skills

Leadership

Organizational Design

Performance Management

Talent Development

Change Management

Education

Bachelor's degree in Human Resources or related field

Master's degree preferred

Job description

Overview

Here at Metrobank, we don't simply hire employees—we hone future leaders. We provide opportunities that enhance your skills and unlock your talents, helping you evolve into a well-rounded individual. We supply you with all the pieces you need to do your best work, unleashing your full potential to help you secure your future and lead a fulfilling career. And with Metrobank's strong heart for the community, you have the chance to give back and make worthwhile contributions to our nation's economic and social development.

With Metrobank, a meaningful life is within your reach!

Job Title

Head, Organizational Development

Job Summary

The Head of Organization Development (OD) provides enterprise leadership in designing and sustaining a future-ready, service-driven, and execution-focused organization.

The role serves as a strategic partner in translating business strategy into aligned organizational systems through integrated OD interventions including organization design, succession management, talent development, culture and change management, job architecture and competency management, performance management, OD diagnostics and feedback systems. In partnership with the Learning and Development team, HR Business Partners, business leaders, other HR pillars, and other critical stakeholders, the Head of OD drives organizational effectiveness by ensuring clarity of structure and roles, disciplined performance management, strong leadership and talent pipelines, and the successful adoption of strategic and cultural initiatives.

The role provides enterprise oversight of succession and talent management, ensuring leadership continuity, critical talent readiness, and internal mobility aligned with the Bank’s long-term strategic objectives. As steward of OD governance and execution discipline, the Head of OD ensures that OD policies, processes, and investments are well-governed, data-driven, and outcome-focused, enabling sustained organizational performance and strategic execution across the Bank.

Duties and Responsibilities

Organization Development

• Develops the Organization Development Strategy and Operational Plan in partnership with the ODLD Head and HRMG Head. This involves medium to long term strategic planning to ensure plans are aligned with the strategic direction of the Bank.
• Reviews the Organization Development Strategy and Operational Plan performance vs. plan, including risks, and proactively evaluates and refines procedures as needed. Evaluates program effectiveness and drives the implementation of process improvements of OD programs to ensure maximum value and relevance. Drives and oversees the implementation of OD programs with effective organization-wide communication plan, in the following focus areas:

Organization Design and Structural Effectiveness

• Leads the design of enterprise-wide organization structures that align with the Bank’s strategy, operational priorities, and service excellence objectives, ensuring clarity of roles, accountabilities, and reporting lines.
• Establishes and enforces organization design principles, criteria, and governance to ensure consistency, scalability, and efficiency across business units and support functions.
• Supports reorganization initiatives, providing guidance and oversight to ensure smooth implementation, minimal disruption, and alignment with strategic goals.
• Evaluates organizational effectiveness and identifies structural improvements using data-driven diagnostics, benchmarking, and performance insights to enhance agility, collaboration, and execution discipline.

Succession Management

• Leads enterprise-wide succession planning and talent review processes to ensure leadership continuity and readiness of high-potential talent for critical and strategic roles.
• Oversees the succession program framework and database, ensuring key positions are sufficiently backed up, nominations are coordinated across units, and updates to readiness levels are monitored and accurately recorded.
• Defines, monitors, and continuously updates succession frameworks and processes, ensuring strategic alignment, actionable, and go beyond a “pen-and-paper” exercise to produce measurable outcomes.
• Ensures identified successors undergo targeted development programs, including mentoring, stretch assignments, and other growth interventions, to fast-track readiness for critical roles.
• Advises business leaders on succession risk and mitigation strategies, ensuring the Bank maintains leadership depth and future-ready capabilities across all key functions.
• Oversees related retirement and re-hire processes, ensuring timely completion of approvals and compliance with governance requirements.

Talent Management and Internal Mobility

• Lead the design and implementation talent management strategies to strengthen the Bank’s leadership pipeline and provide career growth opportunities.
• Initiates and oversees programs that build critical leadership and management capabilities, ensuring they are continuously updated to reflect the Bank’s evolving strategy, organizational priorities, and future readiness requirements.
• Oversees the Bank’s Talent Mobility program (iAspire), enabling strategic internal moves and cross-functional assignments to broaden experience, strengthen the leadership pipeline, and optimize organizational capability.

Change Management, Culture Building, Organizational Diagnostics

• Leads the design and execution of identified culture and change initiatives that embed the Bank’s desired values, leadership behaviors, and ways of working (e.g., Inclusive, collaborative), ensuring alignment with strategic objectives, service excellence, and disciplined execution.
• Establishes and governs an enterprise change management framework to support strategic, structural, and process changes, ensuring effective change adoption, stakeholder alignment, and minimal disruption to business operations.
• Oversees design and implementation of various diagnostics and assessment frameworks (e.g., Metro3 Leadership 360-degree feedback, CSAT, Project Feedback Loop) to measure behaviors, leadership capabilities, inclusion, and culture alignment, leveraging insights to targeted interventions.

Performance Management

• Leads the design, implementation, and continuous improvement of enterprise-wide performance management strategies and policies, ensuring alignment with the Bank’s strategic objectives, culture, and service excellence agenda.
• Drives the management and optimization of the Bank’s Performance Assessment Management System, Shared Key Results Areas (KRAs) alignment, ensuring that key result areas, standards, and outcomes are captured accurately and on time. Facilitates timely Mancom approval of performance measures for critical and high-impact roles, linking results to succession planning and talent development initiatives.
• Continuously reviews and enhances performance management frameworks, tools, and controls to ensure regulatory compliance, operational effectiveness, and alignment with evolving business and cultural priorities.
• Oversees the enforcement of the bank’s Performance Management policies, including the management of non-performers through Performance Improvement Plan (PIP).

Job Architecture and Competency Management

• Leads the design, implementation, and continuous enhancement of the Bank’s job architecture, ensuring clear career paths, role clarity, and alignment with organizational strategy and business objectives.
• Oversees competency management frameworks, defining the skills, behaviors, and leadership capabilities required for each role to drive performance and organizational effectiveness.
• Ensures the development of outcome-based job descriptions, linking roles to clear responsibilities, KRAs, and measurable performance expectations to strengthen accountability and execution discipline.
• Drives job evaluation and role calibration initiatives, ensuring consistency, fairness, and alignment with reward, performance, and succession management frameworks.

Management Reports

• Ensures preparation of timely and accurate management reports.

Others

• Provides strong leadership and exercise of management skills to ensure team engagement, optimum productivity, retention and capability building.
• Ensures good housekeeping and administrative efficiency of the unit including but not limited to, files, retention, and budget management.
• Provides continuous mentoring, learning and development opportunities to team members. Ensures compliance with appropriate regulatory requirements and bank policies.
• Oversees OD governance and risk management by addressing audit findings, strengthening controls, and embedding preventive practices to mitigate future organizational and people-related risks.
• Conducts continuous workflow review and implements process efficiency improvements as necessary.
• Ensures completeness and accuracy of databases and industry data collection necessary in generating reports, which serve as basis for decision making or next level action.
• Maintains network with external counterparts for benchmarking and updates.
• Provides consultancy services to subsidiaries on HR matters in the area of specialization. Performs other related functions that may be assigned from time to time.

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