Major Responsibility:

This role is as a strategic partner and provides consultation in the holistic OD including; Human Capital & OD Strategy formulation and strategic planning, OD System Enhancement and Optimization, Leadership & Talent Development in Management with strong organization diagnosis, HROD intervention-initiative-system design & implementation to ensure the efficiency of HR-OD to drive organization effectiveness, employee engagement and corporate performance achievement.

Specific Duties and Job Functions:

• Partnership with key business stakeholders to plan and implement change projects and strategies which help realize the Vision, Mission and Strategic Plan of the Organization.
• Carries out organization assessments, makes recommendations for change, helps design new structures and jobs, and works to redesign management processes to meet quality standards.
• Helps establish organization-wide processes that create organization and employee satisfaction.
• Design and develop Core Process activities for KPI / Performance Index, 360 degree feedback for People Performance Management and development.
• Continuous liaison with all levels of Administration and staff in the delivery of OD services and the provision of consulting support; works closely with all Executives to support the delivery of Program Development.
• Develops strategic partnerships with the Executive Team, HR specialists, and other internal client’s to identify and intervene on change management initiatives that foster organization learning and address corporate strategic goals and needs.
• Proactively addresses and responds to OD issues by bringing key stakeholders together to assess root causes and performance gaps, implementing and/or supporting implementation of appropriate interventions, including strategic planning, tactical and project planning, facilitation, instruction, program design, materials development and performance analysis.
• Gives advice and develops interventions about impacts resulting from whole organization changes (i.e. specific Project etc.).
• Consults with organization administration regarding strategic planning sessions for groups to clarify, communicate and act upon the vision and goals of their department within the context of the organization’s mission, vision and values.
• Provides organization-wide (as well as Division, Program and Department) assessments about organization effectiveness so that change projects can be prioritized and brought to successful completion.
• Tracks the number of, and status of prioritized change projects. Helps structure designs for, and implements organization change; makes recommendations to senior administration.
• Assesses risks associated with various change initiatives/projects and suggests and implements actions to manage any negative impacts.
• Supports the work of external consultants brought in to do various projects by various groups in the (divisions) by providing them with information about the organization, helping with implementation of their projects, and ensuring that follow-up assessments of effectiveness are conducted.
• Lead changes in organizational behavior. Serves as an internal consultant to facilitate team building; resolving work group conflict; changes in group in norms values and culture.

Qualifications:

• Minimum of a Masters Degree in Organization Development, Business Administration, Psychology or other relevant courses.
• Minimum 7 years professional level experience in Organization Development and/or Human Resources Management in an intermediate to large size organization
• Excellent leadership, communication and interpersonal communication skills
• Working knowledge in OD Strategy formulation and strategic planning, OD System Enhancement and Optimization, Leadership & Talent Development and Innovation in Management with strong organization diagnosis Advanced level strategic project and work planning organization.
• Demonstrated initiative to analyze and resolve problems quickly, efficiently and collaboratively.