Organizational Development Manager

MicroSourcing; Philippines; On-site; PHP 1,200,000 - 1,900,000; Full time

Job summary

MicroSourcing is seeking an Organizational Development Manager to lead enterprise transformation, team effectiveness, and talent architecture. The role focuses on structural, cultural, and behavioral health, diagnosing bottlenecks and building scalable leadership frameworks for sustainable growth.

You will champion change management, design operating models, and coach executives and managers through ambiguity to enable high-performance teams.

Qualifications

• Proven expertise in organizational design, change leadership, and culture transformation.
• Ability to translate qualitative and quantitative insights into strategic interventions.
• Experience guiding senior leaders through complex transformations.
• Strong facilitation and internal consulting skills.

Responsibilities

• Lead diagnosis, operating model design, and workforce planning for enterprise-wide transformation.
• Design and execute change management strategies (Prosci/ADKAR) during major initiatives.
• Drive culture alignment, leadership development, and succession planning to enable growth.

Skills

Organizational Development

Change Management

Data Analytics

Stakeholder Management

Executive Coaching

Education

Bachelor's degree in Organizational Development or related field

Job description

We are seeking a strategic and analytical Organizational Development Manager to lead enterprise transformation, team effectiveness, and talent architecture across the company.

This role focuses entirely on the structural, cultural, and behavioral health of the organization. You will diagnose organizational bottlenecks, design operating models, champion change management, and build scalable leadership and succession frameworks that enable the business to adapt and grow effectively.

Key Responsibilities

1. 1. Organizational Diagnosis & Design
   • Organizational Assessment: Conduct comprehensive organization-wide assessments, diagnostic surveys, and focus groups to identify friction points in efficiency, culture, and operational alignment.
   • Operating Model & Structure: Partner with senior leadership to design and evaluate organizational structures, team spans and layers, role clarity, and cross-functional operating models.
   • Workforce & Competency Planning: Define target competency frameworks, job architecture, and career progression pathways aligned with long-term strategic plans.
2. 2. Change Management & Culture Transformation
   • Strategic Change Leadership: Design and execute structured change management strategies (e.g., Prosci/ADKAR) for major corporate transformations, M&A integrations, system implementations, and structural reorganizations.
   • Culture & Engagement Alignment: Analyze engagement data to design targeted interventions that foster a high-performance, inclusive culture, translating feedback into actionable improvement initiatives.
   • Stakeholder Management: Coach executives and people managers on leading through ambiguity, driving adoption, and reducing organizational resistance.
   • Succession Architecture: Lead the annual talent review and succession planning process, identifying critical roles, high-potential (HiPo) talent, and risk mitigation strategies.
   • Leadership Capability: Partner with leaders to identify core leadership competencies and implement targeted coaching, mentoring, and executive development frameworks.
   • Team Effectiveness: Facilitate team alignment, conflict resolution, executive coaching, and performance-enablement workshops for high-impact groups.
3. 4. OD Metrics, ROI & Governance
   • Analytics & Insights: Establish OD dashboards to track key health metrics—such as talent readiness, change adoption rates, retention of high-potentials, and organizational agility indicators.
   • Budget & Vendor Management: Oversee the OD budget and manage relationships with external consultants, diagnostic tool providers, and executive coaches.

Qualifications & Competencies

Required Qualifications

• Education: Bachelor's degree in Organizational Development, Industrial-Organizational (I/O) Psychology, Human Resources, or a related field.
• Experience: 6+ years of dedicated experience in Organizational Development, Change Management, or Organizational Design.
• OD Methodologies: Deep expertise in change management frameworks (Prosci, Kotter, ADKAR), team diagnostic tools, and organizational design principles.
• Consulting & Facilitation: Proven ability to act as an internal consultant, managing executive stakeholders and facilitating high-stakes strategic workshops.
• Data & Analytics: Strong analytical capability to translate qualitative feedback and quantitative workforce metrics into strategic interventions.