Human resource - Organizational development

Key Responsibilities:

Organizational Development (OD):

• Strategic Planning & Execution:
• Develop and implement organizational development strategies to improve efficiency, foster a positive culture, and align with business goals.
• Assess organizational structures and recommend improvements to enhance performance and employee satisfaction.
• Conduct organizational assessments, including culture, employee engagement, and leadership effectiveness, and use data to inform OD initiatives.
• Leadership Development:
• Design and implement leadership development programs to build managerial capacity and leadership skills across all levels.
• Identify high-potential employees and create individualized development plans to foster leadership growth.
• Employee Engagement & Culture Initiatives:
• Develop and execute strategies to improve employee engagement, morale, and retention.
• Promote and sustain a positive workplace culture by implementing initiatives that encourage collaboration, inclusion, and employee well-being.
• Change Management:
• Lead and manage organizational change initiatives, ensuring smooth transitions and effective communication throughout the process.
• Support leadership and employees during organizational restructuring, process changes, or mergers/acquisitions.
• Training and Development Programs:
• Design and oversee the implementation of training programs that support employee growth and enhance organizational capabilities.
• Identify skill gaps and propose learning and development solutions to address them.

Performance Management System (PMS):

• PMS Design & Implementation:
• Oversee the development, implementation, and continuous improvement of the companys performance management system.
• Design and implement performance review processes, setting clear performance standards, key performance indicators (KPIs), and success metrics.
• Ensure that PMS aligns with business objectives and is integrated into the overall talent management strategy.
• Goal Setting & Alignment:
• Work with managers and employees to establish clear, measurable goals and objectives aligned with company priorities.
• Facilitate regular performance discussions to ensure continuous feedback, employee development, and goal alignment.
• Performance Appraisal Process:
• Manage the annual performance review process, ensuring it is fair, transparent, and consistent across the organization.
• Provide training and guidance to managers on how to conduct effective performance appraisals and give constructive feedback.
• Continuous Feedback & Coaching:
• Promote a culture of ongoing feedback, coaching, and development throughout the year, not just during performance reviews.
• Provide support and coaching to managers in handling performance issues and managing underperforming employees.
• Data Analysis & Reporting:
• Track, analyze, and report on performance trends, employee development, and engagement metrics.
• Use data-driven insights to continuously improve the effectiveness of the performance management system.
• Recognition and Rewards Programs:
• Develop and implement recognition and reward strategies to acknowledge and celebrate high performers.
• Ensure that reward programs are aligned with organizational values and performance expectations.