Talent Partner

Motolite; Santa Maria; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

Motolite is seeking an OD & Talent Management Officer to drive organizational design, job architecture, and competency frameworks across the company. You will partner with leaders to review structures, implement well-documented TM programs, and ensure data-driven decisions across OD initiatives.

You will oversee diagnostics, culture assessments, and succession planning while collaborating with Learning & Development to align capability with future workforce needs.

Qualifications

• Experience in Organization Development and Talent Management practices.
• Familiarity with job architecture, competency frameworks, and career ladders.
• Ability to design, document, and analyze organizational structures and roles.

Responsibilities

• Collaborate with leaders to review, redesign, and align organizational structures with business strategy.
• Develop and maintain job architecture, descriptions, and competency profiles across levels.
• Lead OD analytics, dashboards, and reporting to support talent strategies.
• Drive succession planning, talent reviews, and development pathways.
• Support change management initiatives and organizational effectiveness projects.

Job description

_ Join us and contribute to driving excellence at MOTOLITE! _

Job Summary:

The OD & Talent Management Officer or Talent Partner is responsible for providing operational and analytical support in Organizational Development (OD) and Talent Management (TM) initiatives. The role focuses on supporting organizational and job design processes, managing competency frameworks in collaboration with Learning & Development, and overseeing OD analytics. The Officer ensures that OD & TM programs are well-documented, data-driven, and consistently implemented across the organization.

Organization Design and Effectiveness

• Partner with business leaders in reviewing, evaluating, and redesigning organizational structures to ensure alignment with business strategies, operational requirements, span of control, reporting relationships, and organizational efficiency.
• Conduct organization design assessments including workload studies, role clarity, organizational capability reviews, and structural benchmarking to recommend appropriate organizational improvements.
• Develop and maintain organization charts, job architecture, position classifications, career ladders, job families, and organizational governance documents.
• Evaluate new and existing positions to ensure clear role differentiation, accountability, and alignment with organizational design principles.
• Partner with business leaders in organizational restructuring initiatives, including mergers of functions, role redesign, and organizational transformation projects.

Job Architecture and Job Documentation

• Lead the development, implementation, and continuous enhancement of the organization’s job architecture framework, establishing clear horizontal and vertical career pathways that define potential career movements, progression opportunities, and development routes for every position within the organization.
• Develop, review, and maintain comprehensive job descriptions, job specifications, competency profiles, and role accountabilities across all organizational levels.
• Facilitate periodic reviews of job descriptions to ensure relevance, compliance, and alignment with evolving business requirements.

Organization Development Programs

• Conduct organizational diagnostics, culture assessments, employee surveys, and organizational effectiveness studies to identify improvement opportunities.
• Facilitate change management initiatives by supporting leaders and employees during organizational transitions.
• Develop interventions that enhance collaboration, communication, leadership effectiveness in partner organization.

Competency Management

• Develop, maintain, and continuously enhance the organization’s competency framework covering core, leadership, behavioral, and technical competencies.
• Conduct competency mapping and support learning and development team in competency assessments, gap analyses to support organizational requirements.
• Partner with business units to identify competency requirements for new roles, organizational changes, and future workforce needs.
• Ensure competency frameworks remain aligned with evolving business strategies and industry best practices.

Performance Management

• Administer and continuously improve the organization’s Performance Management System (PMS), ensuring alignment with organizational goals and strategic priorities.
• Support and partner with business leaders in annual goal setting, performance reviews, midpoint check-ins, year-end evaluations, and performance calibration sessions.
• Provide guidance to leaders and employees on performance management processes and objective performance evaluation.
• Monitor compliance with performance management timelines and ensure quality completion of performance documentation.

Succession Planning and Talent Review

• Facilitate talent review discussions and succession planning exercises to identify high-potential employees and critical role successors.
• Monitor talent pipeline health and recommend interventions to strengthen leadership continuity.
• Support leadership development initiatives that prepare employees for future organizational roles.

Career Development and Employee Growth

• Develop career progression frameworks, career pathways, and internal mobility programs that encourage employee growth.
• Partner with Learning and Development in identifying development priorities based on competency and performance data.
• Support Developmental Plan Program’s implementation and monitor employee development progress.
• Recommend initiatives that improve employee engagement, retention, and career satisfaction.

OD Analytics and Reporting

• Oversee the consolidation of data from competency assessments, PMS outcomes, and organizational reviews.
• Validate accuracy and completeness of OD & TM data submitted by business units or sites.
• Monitor workforce structures, headcount distribution, and job design updates for alignment with approved frameworks.
• Oversee summary dashboards and reports highlighting key trends, risks, and opportunities.
• Provide recommendations based on data analysis to address gaps, enhance organizational effectiveness, and support talent strategies.
• Provide oversight on data integrity and ensure consistency of OD & TM reporting across the organization.

“Motolite offers you not just a job, but a career with boundless opportunities”