Organizational Development Officer

Filinvest Development Corporation; Muntinlupa; On-site; PHP 446,400 - 669,600; Full time

Job summary

A leading development firm is seeking a Talent Development Officer to execute their talent management strategy. This position involves creating development programs for high-potential employees and managing performance reviews. The ideal candidate will possess strong consulting skills, analytical abilities, and proficiency in talent management systems. The role aims to ensure a robust talent pipeline and support organizational needs effectively. This is an essential role in driving the company's future leadership success.

Qualifications

• Strong consulting and influencing skills.
• Excellent analytical abilities to manage talent data and draw strategic conclusions.
• Solid understanding of performance management methodologies.

Responsibilities

• Coordinate and administer the succession planning process.
• Design and manage development programs for high-potential employees.
• Assist in managing the performance review cycle from end-to-end.

Skills

Consulting and influencing skills

Analytical abilities

Proficiency in Talent Management Systems

Understanding of performance management

Presentation and communication skills

Microsoft Office Skills

Tools

Darwin Box

Job description

FILINVEST COMPANY: CHROMA HOSPITALITY INC.

POSITION SUMMARY

The Talent Development Officer is responsible for executing the organization's talent management strategy, with a primary focus on identifying, developing, and retaining high-potential employees. This role ensures the organization has a robust talent pipeline ready to meet future leadership and operational demands through structured development programs which includes but not limited to Talent Review, Performance Management, and Succession Planning.

SCOPE & RESPONSIBILITIES

TALENT PROGRAM MANAGEMENT

1. Succession Planning: Coordinate and administer the annual succession planning process, identifying key roles, assessing internal candidates, and tracking their readiness for advancement.

2. High-Potential (HiPo) Programs: Design, implement, and manage targeted development programs for high-potential and emerging leaders, including mentoring, coaching, and rotation assignments.

3. Career Pathing: Develop clear, defined career paths and frameworks to help employees visualize their growth within the organization and identify necessary skills for progression.

4. Individual Development Plans (IDPs): Partner with managers to facilitate the creation and tracking of effective Individual Development Plans for all identified talent.

PERFORMANCE MANAGEMENT

1. System Administration: Assist in managing the performance review cycle from end-to-end, including OKR-setting, mid-year review, and annual performance review.

2. Calibration: Help facilitate performance calibration sessions among managers to ensure fair, consistent, and objective evaluation of employee performance and potential.

3. Training: Develop and deliver training to managers and employees on effective goal setting (e.g., SMART goals), constructive feedback delivery, and the use of Darwin Box, the performance management system.

ASSESSMENT AND ANALYTICS

1. Talent Review: Help organize the collective assessment and evaluation of the performance and future potential of employees across the organization.

2. Data Analysis: Track and analyze key talent metrics such as turnover rates for key talents, succession readiness, and program completion rates to measure the effectiveness of talent initiatives.

3. Reporting: Prepare and present talent review dashboards and reports to senior leadership to inform strategic workforce planning decisions.

COLLABORATION AND CONSULTATION

1. Consultation: Act as a strategic partner to HR Business Partners and department leaders, providing guidance on talent segmentation, employee retention, and targeted development interventions.

2. Integration: Collaborate closely with the Learning & Development (L&D) team to ensure that training programs directly align with the competencies required for future leadership roles identified through talent reviews.

OTHER DUTIES

1. COMPANY POLICIES AND PROCEDURES: Adheres to the provisions outlined in the Employee Handbook, Disciplinary Code, and Rules and Regulations.

2. ADMINISTRATIVE WORK: Gathers data, Documents Programs

3. COORDINATION: Works with the Human Capital Heads of the Different Properties to deliver talent development programs efficiently

4. ATTENDANCE: Adheres to the set procedures for attendance and timekeeping

5. COMMUNICATIONS: Attends meetings as required. Responds to communications like but not limited to emails.

6. LOST and FOUND: Fully aware of and comply with Lost and Found procedures at all times.

7. EMERGENCY RESPONSE: Possesses full knowledge of emergency procedures

8. EQUIPMENT CARE: Ensures proper care and maintenance of equipment in the area of assignment.

9. GROOMING AND HYGIENE: Adheres to specified hygiene and personal appearance standards of the company.

10. TRAINING and EMPLOYEE ACTIVITIES: Attends scheduled training and participates in company-initiated employee activities.

11. ENVIRONMENTAL AWARENESS: Is fully aware of and complies with the Companys Environmental Policy and established rules and guidelines.

12. GUIDING PRINCIPLES: Practice the Guiding Principles and Company Values in day-to-day interaction.

13. Performs such other functions as may be delegated by management from time to time.

COMPETENCIES AND SKILLS REQUIRED

• Strong consulting and influencing skills.

• Excellent analytical abilities to manage talent data and draw strategic conclusions.

• Proficiency in using Talent Management Systems (TMS) (e.g. Darwin Box) and HRIS platforms.

• Solid understanding of performance management methodologies and succession planning best practices.

• Exceptional presentation and communication skills.

• Above Average Microsoft Office Skills.