OCD Head

City Savings Bank, Inc.; Pasig; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

City Savings Bank, Inc. is seeking a Head of Organizational & Capability Development to architect talent, culture, and organizational effectiveness, ensuring a future-ready workforce.

You will design a robust capability framework, lead succession planning, and drive an engaging, high-performance culture alongside executive leaders. Responsibilities include building competency frameworks, overseeing L&D, leading HiPo programs, and guiding organizational design and change management initiatives to

Responsibilities

• Capability Framework & Workforce Readiness: Design, implement, and maintain an organizational capability framework that defines core, leadership, and technical competencies.
• Gap Analysis: Conduct capability assessments to identify talent gaps and forecast future skill requirements aligned with business goals.
• Learning & Development Strategy: Oversee L&D to deliver upskilling aligned with the capability framework.
• Career Pathways: Develop transparent career roadmaps within the capability framework.
• Succession Planning & Talent Management: Lead enterprise-wide talent reviews and 9-box calibration to identify HiPo employees and risks.
• Pipeline Development: Build succession plans for executive and critical roles with bench strength.
• HiPo Programs: Design accelerated development, executive coaching, and rotational assignments.
• Retention Strategy: Create targeted retention plans for critical talent.
• Employee Engagement & Culture: Architect continuous listening via engagement surveys and lifecycle surveys.
• Data-Driven Action: Translate engagement data into actionable plans with department heads.
• Culture Champion: Embed core values to foster inclusion, safety, and feedback.
• Organizational Design & Change Management: Advise on structures, reporting lines, and role design to improve agility.
• Change Leadership: Lead change management during major transitions (M&A, restructurings, digital transformations).
• Performance Enablement: Evolve performance management to drive ongoing development.

Job description

The Head of Organizational & Capability Development (OCD) is a strategic leadership role responsible for architecting and driving the talent, culture, and organizational effectiveness agenda. This role focuses on building a future-ready workforce by designing a robust capability framework, ensuring business continuity through strategic succession planning, and cultivating a highly engaged, high-performance culture. The Head of OCD partners closely with executive leadership to ensure that organizational structures, talent pipelines, and employee experiences directly support overarching business objectives.

Key Responsibilities

1. Capability Framework & Workforce Readiness

• Competency Architecture: Design, implement, and maintain a comprehensive organizational capability framework that defines the core, leadership, and technical competencies required across all levels.
• Gap Analysis: Conduct regular organizational capability assessments to identify current talent gaps and forecast future skill requirements based on strategic business goals.
• Learning & Development Strategy: Oversee the L&D function to deliver targeted upskilling and reskilling programs that directly align with the capability framework.
• Career Pathways: Develop transparent career progression roadmaps that allow employees to navigate their development within the capability framework.

2. Succession Planning & Talent Management

• Talent Calibration: Lead enterprise-wide talent review and 9-box calibration sessions to identify high-potential (HiPo) employees and critical talent risks.
• Pipeline Development: Build and manage dynamic succession plans for executive leadership and operationally critical roles, ensuring a minimum bench strength ratio for key positions.
• HiPo Programs: Design accelerated development programs, executive coaching engagements, and rotational assignments to prepare successor candidates for next-level readiness.
• Retention Strategy: Partner with total rewards and business leaders to create targeted retention strategies for critical talent and succession candidates.

3. Employee Engagement & Culture

• Listening Strategy: Architect a continuous employee listening strategy, including annual engagement surveys, pulse checks, and lifecycle surveys (onboarding/exit).
• Data-Driven Action: Translate engagement data into actionable insights, partnering with department heads to build and execute localized engagement action plans.
• Culture Champion: Design initiatives that embed core company values into the daily employee experience, fostering a culture of inclusion, psychological safety, and continuous feedback.

4. Organizational Design & Change Management

• Operating Model Optimization: Advise executive leadership on optimal organizational structures, reporting lines, and role design to improve agility and operational efficiency.
• Change Leadership: Serve as the central architect for change management frameworks during major organizational transitions (M&A, restructurings, digital transformations).
• Performance Enablement: Revamp the performance management ecosystem to move beyond annual appraisals, driving continuous performance conversations aligned with capability growth.