HR Officer | Organization Design and Development

Ateneo De Manila University; Quezon City; On-site; PHP 450,000 - 750,000; Full time

Job summary

A leading educational institution in Metro Manila is seeking an HR Officer to design, develop, and evaluate organization development initiatives. The ideal candidate should have a management or psychology degree, with at least two years of experience in relevant areas. Strong facilitation, communication, and analytical skills are essential. This is an opportunity to contribute to organizational improvement efforts within a dynamic environment.

Qualifications

• 2+ years of experience in facilitating learning programs.
• 2+ years experience in succession planning.
• 2+ years experience in managing client partnerships.
• Experience in succession planning and organizational development administration.
• Experience in managing and partnering with clients.

Responsibilities

• Design and evaluate organization development projects.
• Conduct organization needs assessments.
• Monitor and evaluate OD initiatives and projects.
• Support organization development interventions and evaluation processes.
• Monitor strategies, environment, culture, and factors shaping organization design.
• Document accompaniment processes and interventions provided.

Skills

Strategic thinking

Facilitation skills

Analytical thinking

Communication skills

Organizational knowledge

MS PowerPoint

Communication

Needs assessment

Education

Bachelor's degree in management or psychology

MA in Industrial/Organizational Psychology

Tools

Microsoft Excel

Microsoft PowerPoint

Microsoft Visio

Job description

Summary of Work Activities and Responsibilities

Under the supervision of the Organization Design and Development Section Head, the HR Officer will assist in designing, developing, implementing, and evaluating organization design and development projects for the University.

Main Duties and Responsibilities

I. University-wide Organization Profiling

• Tracks and detects trends in terms of organization elements and realities (e.g., organization layers, mandates, employee count, leadership profile, employee competence, etc.) which shapes the organization design, and makes the necessary recommendations to improve organization capability.
• Regularly provides data that would show a picture of the current organization profiles to help the University prepare for the future, in coordination with the different OPT&OD sections.

II. Organization Diagnoses

• Assists in conducting organization needs assessment, utilizing the most appropriate data gathering and validation methodologies.
• Drafts an organization assessment plan, after due consultation and understanding of the needs of the client.
• Drafts questionnaires and/or data-gathering guides to facilitate the sessions.
• Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources.
• Identifies priority needs and recommends next steps based on the analyzed data.
• Assists in preparing an analysis of the organization design and job design and its impact on work, service delivery, and actualization of organization mandates.
• Works with the various OPT&OD groups and sections in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.
• Assists in reviewing the effectiveness of an organizational unit, working with the Workforce Analysis and Job Design (WAJD) Section in understanding how the job designs were shaped, and how they may be re-shaped to bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.

III. Organization Development Accompaniment and Evaluation

• Assists in monitoring the unit’s strategies, environment, technology, size, culture, and other factors which shapes or has an impact in shaping organization design.
• Assists in designing organization development (OD) interventions and evaluation processes to address gaps determined in the organizational diagnosis phase.
• Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering, etc.) as assigned by the Organization Design and Development Section Head.
• Monitors, coordinates, and evaluates organization development projects, keeping track of the deliverables, timelines, and agreements.
• (Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process.
• Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context.
• Assists the other sections in carrying out needed interventions.
• Documents the accompaniment process and interventions provided.

IV. HR Partnering and Administrative Functions

• Actively researches practices related to organization design and development frameworks, assessment strategies, intervention, and evaluation.
• Keeps abreast of organization advancements, taking special interest in organization design, job design, process improvements, and change management.

Education and Experience Requirements

• Bachelor’s degree in any management or psychology
• MA in Industrial/Organizational Psychology is an advantage
• Two (2) year experience in facilitating learning programs
• At least two (2) year experience in succession planning and organizational development administration
• At least two (2) year experience in managing and partnering clients

Knowledge, Skills and Abilities

• Knowledge of how organizations work, how it is set up, its functions
• Knowledge of basic research, and basic statistics is an advantage
• Must be a strategic and systems thinker; has the ability to connect and see the implications of actions to other systems/processes
• Critical and analytical thinking, ability to connect and see the implications of actions to other systems/processes
• Ability to manage multiple priorities as well as flexibility to adapt to and change new systems and methodologies, a must
• Advanced knowledge of learning and evaluation methodologies
• Has good facilitation and feedback skills (active listening, asking questions)
• Ability to conduct needs assessment and design learning curricula
• Excellent communication, interpersonal, partnering, negotiation skills
• Ability to partner for change
• Strong attention to detail
• Ability to innovate and open to learning
• Must be comfortable handling ambiguity, flexible, adaptable, and proactive
• Strong knowledge of presentations and several MS applications (Excel, PowerPoint, Visio, etc.), creating various reports in Excel
• Has a strong sense of urgency balanced with quality-result orientation