Organizational Development Senior Manager

DITO Telecommunity Corporation; Taguig; On-site; PHP 1,800,000 - 3,000,000; Full time

Job summary

DITO Telecommunity Corporation is seeking an Organizational Development Senior Manager to drive enterprise-wide talent and organizational initiatives, including talent strategy, succession planning, workforce capability, and leadership development.

This role partners with business leaders and HR to strengthen organizational capability, ensure leadership continuity, and support long-term workforce sustainability aligned with business objectives.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Management, or Organizational Development
• 8–15 years of experience in Organizational Development, Talent Management, Talent Strategy, or related HR functions
• Strong experience in succession planning, talent management, workforce planning, and leadership development
• Exposure to employee engagement, organizational effectiveness, and capability-building initiatives
• Strong stakeholder management, facilitation, and strategic communication skills
• Analytical and data-driven approach in supporting workforce and talent decisions

Responsibilities

• Support development and execution of enterprise-wide talent strategies aligned with business priorities
• Lead succession planning and talent review processes across the organization
• Drive initiatives focused on identifying, assessing, and developing high-potential talent and critical role successors
• Support the implementation of talent management frameworks, career development programs, and leadership pipelines
• Partner with leaders in strengthening internal mobility, retention, and talent sustainability initiatives
• Collaborate with HR and business leaders in identifying capability-building priorities across teams and functions
• Contribute to initiatives that strengthen organizational alignment, collaboration, and employee development
• Analyze engagement insights and organizational feedback to identify opportunities for improvement
• Monitor effectiveness and impact of talent and OD initiatives through data-driven insights
• Prepare reports and recommendations related to succession planning, talent health, and organizational capability

Skills

Talent Strategy

Succession Planning

Leadership Development

Stakeholder Management

Data-driven

Education

Bachelor's degree in HR/OD

Job description

The Organizational Development (OD) Senior Manager is responsible for driving enterprise-wide talent and organizational initiatives focused on talent strategy, succession planning, workforce capability, leadership development, and organizational effectiveness. The role partners closely with business leaders and HR stakeholders to strengthen organizational capability, ensure leadership continuity, and support long-term workforce sustainability aligned with business objectives. The position focuses on building scalable talent and people frameworks that enhance organizational readiness, employee growth, and overall business performance.

Key Responsibilities

Talent Strategy & Workforce Planning

• Support the development and execution of enterprise-wide talent strategies aligned with business priorities and future workforce requirements

• Partner with business leaders and HR stakeholders in workforce planning, talent mapping, and capability assessment initiatives

• Identify workforce gaps, critical roles, and talent risks, and recommend sustainable talent solutions

• Support strategic manpower and workforce capability initiatives to strengthen organizational readiness

Succession Planning & Talent Management

• Lead and continuously enhance succession planning and talent review processes across the organization

• Drive initiatives focused on identifying, assessing, and developing high‑potential talent and critical role successors

• Support the implementation of talent management frameworks, career development programs, and leadership pipelines

• Partner with leaders in strengthening internal mobility, retention, and talent sustainability initiatives

Leadership & Organizational Capability Development

• Support leadership development initiatives focused on strengthening managerial and organizational capability

• Facilitate programs and interventions that enhance team effectiveness, leadership readiness, and employee growth

• Collaborate with HR and business leaders in identifying capability‑building priorities across teams and functions

• Contribute to initiatives that strengthen organizational alignment, collaboration, and employee development

Employee Engagement & Organizational Culture

• Support initiatives that promote a high‑performance, collaborative, and values‑driven culture

• Drive employee engagement and organizational health initiatives in partnership with HR stakeholders and business leaders

• Analyze engagement insights and organizational feedback to identify opportunities for improvement

• Recommend interventions that strengthen employee experience, retention, and organizational effectiveness

Organizational Effectiveness & OD Programs

• Support organizational effectiveness initiatives aligned with business and workforce priorities

• Participate in the development and enhancement of OD frameworks, talent programs, and people initiatives

• Ensure consistency and alignment of talent and OD practices across business units where applicable

• Support governance and continuous improvement of organizational development processes and programs

Stakeholder Partnership

• Build strong partnerships with business leaders, HRBPs, and cross‑functional stakeholders

• Provide strategic insights and recommendations related to talent, succession, and workforce capability

• Facilitate talent discussions, calibration sessions, and organizational workshops as needed

• Act as a trusted partner in supporting enterprise‑wide talent and organizational initiatives

Analytics & Organizational Insights

• Utilize workforce, talent, engagement, and organizational data to identify trends and opportunities

• Monitor effectiveness and impact of talent and OD initiatives through data‑driven insights

• Prepare reports and recommendations related to succession planning, talent health, and organizational capability

• Support continuous improvement through organizational diagnostics and workforce analysis

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Management, Organizational Development, or related field

• At least 8-15 years of experience in Organizational Development, Talent Management, Talent Strategy, or related HR functions

• Strong experience in succession planning, talent management, workforce planning, and leadership development

• Exposure to employee engagement, organizational effectiveness, and capability‑building initiatives

• Strong stakeholder management, facilitation, and strategic communication skills

• Analytical and data‑driven approach in supporting workforce and talent decisions

Work Setup

• Must be willing to work 100% onsite in BGC.