Organizational Development Manager

HRTx Inc; Pasig; On-site; PHP 900,000 - 1,500,000; Full time

Job summary

HRTx Inc. seeks an Organizational Design (OD) Manager to lead enterprise-wide initiatives strengthening capability, leadership effectiveness, and ways of working.

You will partner with business leaders and People & Culture teams to improve organizational performance through organization design, change management, workforce effectiveness, and capability-building interventions. This role enables business transformation by translating insights into scalable, practical people solutions, driving

Qualifications

• Bachelor’s degree in a relevant field.
• 3–5 years in Organizational Development, Organization Design, HR Transformation, or Change Management.
• Minimum 2 years in a leadership or managerial capacity.
• Proven experience managing OD initiatives end-to-end, from diagnosis to implementation and measurement.
• Strong facilitation and stakeholder management skills.
• Certification or formal training in Organizational Development or Change Management.

Responsibilities

• Lead organizational assessments and diagnostics with health reviews, workforce capability analysis, engagement insights, and performance trend evaluations.
• Translate findings into actionable recommendations and measurable improvement plans.
• Identify organizational gaps, inefficiencies, and opportunities to improve effectiveness and employee experience.
• Design and implement organization structure improvements, operating models, governance frameworks, and role clarity initiatives.
• Support workforce planning initiatives including job architecture, spans and layers analysis, and capability alignment.
• Partner with business leaders to optimize team structures and decision-making processes.
• Drive change management initiatives for transformation and business improvement programs.
• Develop change and adoption strategies including stakeholder engagement, communication planning, and readiness activities.
• Monitor adoption progress and support leaders through organizational transitions.
• Develop and facilitate leadership and team effectiveness programs focused on collaboration, accountability, decision-making, and ways of working.
• Lead workshops, strategic alignment sessions, and problem-solving discussions with cross-functional teams and senior stakeholders.
• Coach leaders on organizational effectiveness and change leadership practices.
• Collaborate with HR Business Partners and Centers of Excellence to strengthen performance and capability-building initiatives.
• Support succession planning, leadership pipeline development, and organizational capability programs.
• Contribute to enhancement of talent management and performance frameworks.
• Develop OD frameworks, methodologies, playbooks, and toolkits to standardize and scale organizational interventions.
• Establish governance routines and tracking mechanisms to monitor initiative effectiveness and business impact.
• Track key effectiveness metrics including adoption, productivity, engagement, and organizational health indicators.

Skills

Facilitation

Stakeholder management

Analytical thinking

Project management

Communication

Leadership coaching

Change management

Education

Bachelor's degree in Psychology, HR, Behavioral Science, OD

Tools

SuccessFactors

Tableau

JIRA

Confluence

Job description

The OD Manager drives enterprise-wide initiatives that strengthen organizational capability, structure, leadership effectiveness, and ways of working. The role partners closely with business leaders and People & Culture teams to improve organizational performance through organization design, change management, workforce effectiveness, and capability-building interventions.

This position plays a key role in enabling business transformation by translating organizational insights into scalable, practical, and sustainable people solutions.

Key Responsibilities:

Organizational Effectiveness & Diagnostics

• Lead organizational assessments and diagnostics including org health reviews, workforce capability analysis, engagement insights, and performance trend evaluations
• Translate findings into actionable recommendations and measurable improvement plans
• Identify organizational gaps, inefficiencies, and opportunities to improve effectiveness and employee experience

Organization Design & Workforce Planning

• Design and implement organization structure improvements, operating models, governance frameworks, and role clarity initiatives
• Support workforce planning initiatives including job architecture, spans and layers analysis, and capability alignment
• Partner with business leaders to optimize team structures and decision-making processes

Change Management & Transformation

• Drive change management initiatives for transformation and business improvement programs
• Develop change and adoption strategies including stakeholder engagement, communication planning, and readiness activities
• Monitor adoption progress and support leaders through organizational transitions

Leadership & Team Effectiveness

• Develop and facilitate leadership and team effectiveness programs focused on collaboration, accountability, decision-making, and ways of working
• Lead workshops, strategic alignment sessions, and problem-solving discussions with cross-functional teams and senior stakeholders
• Coach leaders on organizational effectiveness and change leadership practices

Talent & Performance Enablement

• Collaborate with HR Business Partners and Centers of Excellence to strengthen performance and capability-building initiatives
• Support succession planning, leadership pipeline development, and organizational capability programs
• Contribute to the enhancement of talent management and performance frameworks

OD Governance & Continuous Improvement

• Develop OD frameworks, methodologies, playbooks, and toolkits to standardize and scale organizational interventions
• Establish governance routines and tracking mechanisms to monitor initiative effectiveness and business impact
• Track key effectiveness metrics including adoption, productivity, engagement, and organizational health indicators

Key Deliverables:

• Organization design recommendations and implementation roadmaps
• Change management and stakeholder adoption plans
• Organizational health and capability assessment reports
• Leadership and team workshop outputs with action plans
• OD frameworks, playbooks, and governance tools
• Performance and effectiveness dashboards with measurable outcomes

Qualifications:

Must-Have

• Bachelor's degree in Psychology, Human Resources, Behavioral Science, Organizational Development, or related field
• At least 3–5 years of relevant experience in Organizational Development, Organization Design, HR Transformation, or Change Management
• Minimum 2 years of experience in a leadership or managerial capacity
• Proven experience managing OD initiatives end-to-end, from diagnosis to implementation and measurement
• Strong facilitation and stakeholder management skills, including experience engaging senior leaders and cross-functional teams
• Strong analytical, problem‑solving, and project management capabilities
• Excellent communication and influencing skills with the ability to drive alignment across stakeholders
• Certification or formal training in Organizational Development or Change Management

Nice-to-Have:

• Post‑graduate studies or certifications in Change Management, Agile, Project Management, or related disciplines
• Experience in fast‑paced, matrixed, or transformation‑driven environments
• Exposure to HR technologies and collaboration tools such as SuccessFactors, Tableau, JIRA, Confluence, or employee survey platforms

Core Competencies:

• Organizational design and workforce effectiveness
• Change management and transformation leadership
• Facilitation and stakeholder engagement
• Systems thinking and continuous improvement
• Data‑driven decision making and insight generationLeadership coaching and collaboration
• Strategic execution and project governance