Talent Management & Org Dev Supervisor (Hybrid) | Makati

TASQ Staffing Solutions; Makati; Hybrid; PHP 781,200 - 1,004,400; Full time

Job summary

A staffing solutions company in Makati is actively seeking a Talent Management & Org Dev Supervisor with at least 3 years of relevant experience. This role entails assisting in talent management strategies, co-leading organizational development initiatives, and overseeing learning and development programs. The ideal candidate is expected to support performance management cycles and conduct needs analysis. A Bachelor's degree is a must. This position offers a hybrid work schedule with both onsite and remote elements.

Qualifications

• Minimum of 3 years experience as Talent Management & Org Dev Supervisor.
• Ability to support performance management and talent management initiatives.
• Experience in conducting needs analysis and competency assessments.

Responsibilities

• Assist in the design and execution of talent management programs.
• Co-lead organizational development initiatives like culture transformation.
• Conduct needs analysis and develop learning roadmaps.
• Generate dashboards and reports on talent health indicators.
• Coordinate with HR teams on talent programs and culture-building.
• Manage implementation of key HR projects and monitor progress.
• Partner with leaders to support change initiatives.

Skills

Talent Management Strategy

Organizational Development

Learning and Development

Change Management

Talent Analytics

Education

Bachelors degree

Job description

Work setup: Hybrid (2-3x onsite) / Makati

Schedule: Dayshift

Non-Negotiables:

• Bachelors degree
• At least 3 years experience as Talent Management & Org Dev Supervisor

JOB HIGHLIGHTS:

1. Talent Management Strategy and Implementation

• Assist in the design and execution of talent management programs that support leadership development, succession planning, and critical talent retention within the healthcare and clinic operations group.
• Facilitate the identification and development of top talents and high-potential employees through structured programs and career pathing.
• Support the performance management cycle, including calibration sessions, feedback mechanisms, and individual development plans (IDPs).

2. Organizational Development (OD) Initiatives

• Co-lead OD initiatives such as culture transformation, change management programs, employee engagement, and organizational assessments (e.g., climate surveys, 360-degree feedback).
• Design and facilitate team effectiveness workshops, visioning and alignment sessions, and organization-wide interventions to improve performance and collaboration.
• Recommend org structure enhancements and support organizational design projects as directed by the HR Head.

3. Learning and Development Programs

• Conduct needs analysis and competency assessments to identify capability gaps at various levels of clinic operations.
• Work with the Training team to create and roll out learning roadmaps, leadership development tracks, and cross-functional upskilling initiatives.
• Maintain training records, monitor participation and ROI, and ensure learning outcomes are aligned with business objectives.

4. Talent Analytics and Reporting

• Generate dashboards and reports on talent health indicators such as engagement scores, attrition of high-potential talent, internal mobility, and readiness of successors.
• Use analytics to support HR planning, workforce development strategies, and OD interventions.

5. Collaboration with Group-Level HR and OD Teams

• Coordinate with the Talent Management on cross-entity talent programs, succession strategies, and group-wide culture-building campaigns.
• Align local clinic-level programs with overarching group policies, frameworks, and strategic priorities.

6. Project and Program Management

• Manage end-to-end implementation of key HR projects including leadership onboarding, clinic employee value proposition (EVP), and recognition programs.
• Monitor project milestones, budgets, and stakeholder engagement for assigned OD and talent initiatives.

7. Change Management and Communication

• Partner with HR Head and business leaders to support the people side of change during restructures, system rollouts, or major policy shifts.
• Develop communication and engagement plans to cascade change and promote employee buy-in.