Organization Development and Talent Management Officer

Bank of Commerce (Philippines); Mandaluyong; On-site; PHP 600,000 - 1,200,000; Full time

Job summary

Bank of Commerce (Philippines) is seeking an HR Business Partner to drive organization development, performance management, and talent management initiatives across the bank. You will collaborate with unit heads and Learning and Development to strengthen leadership, employee experience, and workforce capability.

The role covers succession planning, IDPs, leadership pipeline programs, and analytics to support management decisions, with emphasis on sustaining talent readiness and organizational

Responsibilities

• Administers the Bank’s Performance Management Program.
• Monitors compliance with performance management policies, processes, standards, and timelines.
• Provides guidance to managers on performance discussions, goal setting, employee evaluations, promotions, and performance improvement interventions.
• Reviews and validates promotion requests and performance-related recommendations to ensure compliance with established criteria and standards.
• Coordinates promotion deliberations, approval processes, and PIP monitoring activities, ensuring proper documentation and timely completion.
• Prepares and analyzes performance-related reports, metrics, and recommendations to support management decision-making and continuous improvement.
• Supports the implementation of organization development initiatives that enhance organizational effectiveness and employee capability.
• Conducts workforce analyses and organizational assessments to identify improvement opportunities and capability gaps.
• Assists in talent review and succession planning activities.
• Recommends and implements organization development interventions that support business and people objectives.
• Coordinates with business units and Learning and Development to address identified organizational and development needs.
• Supports the implementation and continuous improvement of Talent Management and Succession Planning programs.
• Maintains talent pools, succession plans, and high-potential employee databases for critical positions.
• Coordinates talent reviews, succession planning activities, calibration sessions, and leadership assessments.
• Facilitates the implementation and monitoring of Individual Development Plans (IDPs) and talent development initiatives.
• Prepares talent management, succession planning, leadership pipeline reports, and workforce analytics.
• Manages the leadership pipeline programs such as Officers’ Training Program.
• Recommends initiatives and process improvements that strengthen leadership readiness, succession coverage, and talent sustainability.
• Partners with Unit Heads and HR Business Partners on organization development, job evaluation, employee engagement and culture, and talent management.
• Maintain effective working relationships with different units through timely communication, consultation, and collaboration.
• Provide management with TM and EE insights and recommendations to support retention and employee engagement.
• Execute assigned TM and EE projects and initiatives in support of the Bank’s business priorities.
• Partner with other HR functions on talent acquisition, labor relations, salary review, and workforce planning.

Job description

Supports the implementation of the Bank’s talent management, organization development, performance management, succession planning, leadership development, and employee engagement programs. Works closely with business units to coordinate initiatives, monitor progress and outcomes, and provide support in strengthening organizational effectiveness, employee experience, workforce capability, and talent readiness.

DUTIES AND RESPONSIBILITIES

Performance Management

• Administers the Bank’s Performance Management Program.
• Monitors compliance with performance management policies, processes, standards, and timelines.
• Provides guidance to managers on performance discussions, goal setting, employee evaluations, promotions, and performance improvement interventions.
• Reviews and validates promotion requests and performance-related recommendations to ensure compliance with established criteria and standards.
• Coordinates promotion deliberations, approval processes, and PIP monitoring activities, ensuring proper documentation and timely completion.
• Prepares and analyzes performance-related reports, metrics, and recommendations to support management decision-making and continuous improvement.
• Supports the implementation of organization development initiatives that enhance organizational effectiveness and employee capability.

Organization Development

• Conducts workforce analyses and organizational assessments to identify improvement opportunities and capability gaps.
• Assists in talent review and succession planning activities.
• Recommends and implements organization development interventions that support business and people objectives.
• Coordinates with business units and Learning and Development to address identified organizational and development needs.

Talent Management and Succession Planning

• Supports the implementation and continuous improvement of Talent Management and Succession Planning programs.
• Maintains talent pools, succession plans, and high-potential employee databases for critical positions.
• Coordinates talent reviews, succession planning activities, calibration sessions, and leadership assessments.
• Facilitates the implementation and monitoring of Individual Development Plans (IDPs) and talent development initiatives.
• Prepares talent management, succession planning, leadership pipeline reports, and workforce analytics.
• Manages the leadership pipeline programs such as Officers’ Training Program.
• Recommends initiatives and process improvements that strengthen leadership readiness, succession coverage, and talent sustainability.

HR Business Partnering

• Partners with Unit Heads and HR Business Partners on organization development, job evaluation, employee engagement and culture, and talent management.
• Maintain effective working relationships with different units through timely communication, consultation, and collaboration.
• Provide management with TM and EE insights and recommendations to support retention and employee engagement.
• Execute assigned TM and EE projects and initiatives in support of the Bank’s business priorities.
• Partner with other HR functions on talent acquisition, labor relations, salary review, and workforce planning.