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The HR Organizational and Development Officer is responsible for planning, implementing, and evaluating organizational development programs and initiatives that enhance employee performance, leadership development, and organizational effectiveness. This role supports strategic HR goals by fostering a culture of continuous improvement, learning, and employee engagement.

DUTIES, RESPONSBILITIES & OUTPUTS

Talent & Succession Management

• Design, enhance, and implement relevant and impactful talent programs, including but not limited to talent review & mapping, succession planning, and talent mobility.
• Act as an internal consultant on talent management strategies, frameworks, and best practices.

Team Scorecard Development &

Individual Performance Management

• Ensure the implementation of scorecard cascade and development activities in collaboration with HR leaders and the Corporate Strategy team.
• Design and oversee the performance appraisal process, ensuring it is fair, transparent, and effectively measures individual and team performance.
• Generate reports and dashboards to provide insights into performance metrics.

Talent Assessment

• Develop and implement a multi-faceted talent assessment approach that utilizes a variety of tools and techniques to evaluate employee skills, potential, and cultural fit.
• Partner with external vendors and internal stakeholders/partners to design and implement assessment tools and assessment centers.

Change Management

• Ensure change management is integrated in all Organizational Development initiatives and activities.
• Design and deliver training programs to equip change champions and team leaders with fundamental change management competencies/capabilities required to adapt to change and lead change in their respective teams.

Collaborative Initiatives

• Collaborate with team members in ideation, design, and development of processes, systems, and tools, in the following key result areas:

a. Organization Design Review

b. Strategic Workforce Planning

c. Job Analysis and Capability/Competency Modeling

Minimum Qualification Standards:

Education:

a. Bachelor's degree in Human Resources

Management, Industrial Psychology

b. Professional certifications such as Certified HR

Professional (CHRP) as an advantage

Experience:

a. At least 1 year of experience in OD department

b. 2 years total experience in HR function

c. Previous experience in advertising or media

industry is a plus.

Technical Skills Required:

a. Presentation Skills

b. Writing Skills

c. Curriculum Creation Concepts

d. Succession Planning Concepts

e. Performance Management System

Administration

f. Employee Engagement Administration

g. Training Needs Analysis and Reporting

h. Outreach and CSR Programs Administration

i. Events Management

j. Project Management

k. JAQ and Job Designing

I. Culture Building Administration

Job Type: Full-time

Pay: Php25, Php35,000.00 per month

Benefits:

• Company events
• Employee discount
• Flexible schedule
• Gym membership
• Paid training

Work Location: In person

Job description:

Job description:

Identifying Needs

• Analyze data and conduct assessments to identify areas where the organization can improve, such as employee performance, communication, or leadership.

Gather feedback from employees through surveys, focus groups, or interviews to understand their needs and challenges.

• Developing Solutions
• Design and implement training programs, workshops, or coaching initiatives to address identified needs.
• Work collaboratively with other HR professionals and department leaders to develop organizational development strategies.

Implementation and Evaluation

• Oversee the implementation of organizational development programs and initiatives.
• Track and measure the effectiveness of these programs and recommend adjustments as needed.

Additional Responsibilities

• Stay up-to-date on the latest trends and best practices in organizational development.
• Facilitate change management initiatives to help employees adapt to new processes or technologies.
• Support leadership development programs to equip managers with the skills they need to lead effectively.

Skills and Qualifications

• Three (3) or more years of experience in Organizational Development, Human Resources Management, or a related field (preferred)
• Strong analytical and problem-solving skills
• Excellent communication and interpersonal skills
• Ability to design and deliver training programs
• Experience with data analysis and project management

Job description

Your Responsibilities Will Include

• Designing and delivering learning and development events and interventions to meet identified training and development needs, including events for external organizations where appropriate.
• Advising, influencing, and agreeing on the proposed design, scheduling, and implementation of learning interventions with line managers.
• Reviewing, evaluating, and revising training events in conjunction with the Learning and Support Unit, relevant line managers, and staff to ensure that events continue to meet identified needs and support force goals.
• Advising and supporting other staff who are involved in the training and tutoring of staff.
• Providing training consultancy, mediation, coaching, and 360-degree feedback services at the organizational, departmental, team, and individual levels.

Requirements

• With excellent communication and facilitation skills
• Has Curriculum Development Experience
• Learning Management System Experience
• Willing to work onsite (Makati or Dumaguete) and can start ASAP
• You have at least 3-4 years of experience in Training Development
• You are a strong networker & relationship builder
• You are a strong mentor and coach who builds high-performing teams

Position Accountability Statement:

Identify opportunities to increase the organization's effectiveness by efficiently utilizing and

managing resources available and leveraging the Company's Culture & Values. Analyze

business operations and processes, interview personnel to identify developmental needs, and

report the impact of their interventions to executives and senior management. Interventions

should translate into optimized efficiency of employees, and mindset leaning towards

Culture.

Broad Responsibility Highlights:

1. Organizational Diagnostics and Design

a. Conduct organizational assessments to identify opportunities for Structural

interventions, Human Resource Interventions, Strategic Change, and

Transformational change.

b. Partner with business leaders to redesign structures, roles, workflows, and

systems for alignment and effectiveness.

c. Consults with Leaders on performance, organizational and leadership matters.

Conducts needs assessments to determine measures required to enhance

employee job performance and overall company performance.

d. Job enrichment, improving process efficiencies, or employee satisfaction.

Exploring digital adoption platforms

2. Culture and Change Leadership

a. Lead and facilitate cultural transformation efforts aligned with organizational

strategy.

b. Design and execute change management strategies for high-impact initiatives.

3. OD Consulting and Facilitation

a. Serve as internal consultant to senior leaders and HRBPs on complex org issues

4. Measurement and Impact

a. Establish OD success metrics, track impact of interventions

b. Utilize tools like engagement surveys, org network analysis, and Performance

Dashboards

5. Performance Management

a. Alignment of the whole org on the following: goal setting, performance appraisal,

and reward systems

Desired Skills and Competencies

1. Shaping Strategies

2. Driving Execution

3. Seasoned Judgment through insighting and data driven decision-making

4. Developing Talent

5. Driving Stakeholder Success

6. Inspiring Leadership and Cross-Functional Capability

7. Competitive Intelligence

8. Innovation and Risk-Taking

9. Influencing and Negotiating

10. Flexibility on Talent Mobility

About the Role

We are seeking a proactive and driven Organizational Development (OD) Associate to support initiatives that enhance organizational effectiveness, employee engagement, and business process improvement. This role is ideal for individuals passionate about building strong people practices, driving positive change, and contributing to a culture of continuous improvement.

Key Responsibilities

• Assist in implementing OD programs, including organization review, manpower planning, job design, and process improvement.
• Support employee engagement, learning, and development initiatives.
• Conduct research and benchmarking on HR and OD trends to recommend innovative solutions.
• Collect and analyze data to assess program effectiveness and provide actionable insights.
• Collaborate with cross-functional teams to support change management projects.

Qualifications

• Bachelor's degree in Psychology, Human Resources, Business Administration, or related field.
• 1–2 years of experience in OD, HR, or related functions preferred (fresh graduates with strong internship experience may apply).
• Strong analytical, research, and communication skills.
• Detail-oriented with the ability to manage multiple tasks.
• Proficiency in MS Office/Google Workspace; knowledge of HRIS is an advantage.

Why Join Us?

• Be part of a dynamic team driving organizational growth and innovation.
• Gain exposure to impactful OD projects and career development opportunities.
• Collaborative and supportive work environment.

Job description:

Job Summary:

The Organizational Enablement Specialist enhances organizational effectiveness by supporting HR programs, driving data-informed decisions, and aligning initiatives with business goals. This role partners with HRBPs and the future OET team to implement strategic HR analytics, workforce development, engagement programs, and process improvements.

Job Description:

Organizational Enablement & Transformation Initiatives

• Assist in the design, implementation, and monitoring of organizational development (OD) and change management programs.
• Support workforce planning, succession planning, and talent mobility initiatives to ensure organizational growth and resilience.
• Drive continuous improvement in HR processes to support business transformation and employee experience.

HR Analytics & Insights for Decision-Making

• Maintain and analyze HR dashboards, workforce analytics, training and career development trackers, and engagement metrics.
• Provide insights and recommendations based on HR data trends, workforce analytics, and employee engagement survey results.
• Collaborate with key stakeholders to develop HR reports, business reviews, and workforce optimization strategies.

Employee Engagement & Culture Development

• Assist in the planning and execution of employee engagement initiatives, well-being programs, and recognition efforts.
• Support initiatives aimed at fostering a positive workplace culture and enhancing employee experience.
• Act as a liaison between HR and employees to capture feedback and implement improvement plans.

Learning & Development (L&D) and Career Development Support

• Track and monitor training plans, learning investments, and career development programs.
• Support the development and execution of competency frameworks, mentorship programs, and leadership development initiatives.
• Assist in conducting training needs analysis (TNA) and post-training impact assessments.

HRBP & Business Support

• Work closely with the Sr. HRBP and senior leaders in implementing strategic HR programs.
• Ensure compliance with HR policies related to performance management, training, employee engagement, and career development.
• Support the preparation of HR-related presentations, reports, and organizational updates.

Qualifications:

• Bachelor's Degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field.
• 3-5 years of experience in HR, Organizational Development, Learning & Development, or a related field.
• Experience in implementing organizational development initiatives, leadership programs, employee engagement strategies, and talent development.
• Familiarity with HR analytics and working with data-driven insights to inform decision-making.
• Proven track record of managing employee engagement activities and working closely with business units to understand their people needs.
• Experience in working with cross-functional teams to design and deliver programs aligned with organizational goals.

Technical/Functional Skills:

• Strong knowledge of OD methodologies, learning and development frameworks, and talent management strategies.
• Proficiency in HR analytics: Comfortable with using HR software and systems (e.g., HRIS, LMS) to track, analyze, and report on HR data.
• Data-driven decision-making skills: Ability to interpret and leverage workforce data for insights on organizational improvement.
• Project management skills: Experience in planning, organizing, and executing projects related to OD initiatives, leadership programs, and employee development.
• Knowledge of employee engagement models and how to implement initiatives that drive a positive organizational culture.

Job Type: Full-time

Pay: Php25, Php35,000.00 per month

Benefits:

• Company Christmas gift
• Company events
• Health insurance
• Life insurance
• Opportunities for promotion
• Promotion to permanent employee
• Staff meals provided

Experience:

• Organizational development: 2 years (Preferred)
• HR Analytics: 3 years (Preferred)

Work Location: In person

Position Summary

We're looking for an experienced and strategic HR Manager / HR Head to lead the full spectrum of Human Resources, with a strong focus on Organizational Development (OD). The ideal candidate has 12–15 years of HR experience, thrives in fast-paced environments, and can balance strategic planning with hands-on execution. You'll play a key role in shaping company culture, driving performance, and supporting growth across our retail operations.

Key Responsibilities

• Lead OD programs to enhance organizational effectiveness, engagement, and culture.
• Oversee talent acquisition, performance management, and succession planning.
• Design and manage compensation, benefits, and incentive frameworks to stay competitive.
• Ensure employee relations and compliance with Philippine labor laws and HR standards.
• Partner with leadership to align HR strategy with business goals through data-driven insights.

Qualifications

• Bachelor's or Master's degree in HR, Psychology, or Business Administration (OD or Coaching certification is a plus).
• 12–15 years of progressive HR experience, including 3–5 years in a leadership role.
• Strong background in Organizational Development, culture-building, and change management.
• In-depth knowledge of Philippine labor laws and HR best practices.
• Excellent communication, leadership, and stakeholder management skills.

Preferred Traits

• Strategic yet hands-on leadership style.
• Strong ethical standards and confidentiality awareness.
• Adaptable and thrives in dynamic, growing environments.
• Passionate about building a people-first, high-performance culture.

What We Offer

• Opportunity to shape and lead HR strategy for a growing retail organization.
• A collaborative, inclusive, and growth-oriented work culture.
• Competitive compensation with performance-based incentives.
• Flexible work setup and continuous learning opportunities.

Job Type: Full-time

Benefits:

• Employee discount
• Flexible schedule
• Health insurance
• Life insurance

Application Question(s):

• What's your expected monthly basic salary?
• How many years' experience do you have as a Head of Human Resources?
• How many years' experience do you have as a Human Resources and Organizational Development Supervisor?

Work Location: In person

Plan, execute, and assess initiatives aimed at improving organizational effectiveness, operational efficiency, and employee growth. Lead and support various organizational development projects to promote positive change and cultivate a culture of continuous learning and improvement.

Foster organizational growth and achievement by creating and applying strategies that boost employee performance, engagement, and development.

Key Responsibilities:

⦁ Work closely with the Unit Supervisor and team members to evaluate organizational needs and pinpoint areas for growth and improvement.

⦁ Design, develop, and implement organization-wide development programs, training sessions, and change management strategies that align with the company's objectives.

⦁ Lead and facilitate training workshops, coaching sessions, and other activities to enhance employee skills, competencies, and overall performance.

⦁ Organize and support team-building initiatives to foster collaboration, communication, and teamwork across the organization.

⦁ Track and assess the success of development programs, gather feedback, and suggest improvements to ensure ongoing effectiveness.

⦁ Provide guidance to managers and staff on performance management, career growth, and employee engagement efforts.

⦁ Assist in creating policies, procedures, and guidelines related to organizational development and employee engagement.

⦁ Collaborate with cross-functional teams to ensure organizational development efforts are aligned and integrated with other HR functions and broader business goals.

⦁ Serve as a primary contact for employees seeking advice, resources, or support regarding career development, training, and organizational change.

Qualifications:

• A bachelor's degree in Human Resources, Organizational Development, Business Administration, or a closely related discipline.
• At least four years of growing experience in HR, concentrating on organizational development, training, and managing change.

JOB DUTIES AND RESPONSIBILITIES:

• Provides timely and complete assistance in the end-to-end process of the training cycles, i.e. from the needs analysis phase, to design and development, to training implementation, and finally, the evaluation phase.
• That all of the administrative concerns of the training process are properly handled by the incumbent.
• Effective and timely assistance provided to training facilitators during training program implementation

Training Management

• Attends in mock training presentations for new programs and reruns of past training programs and identifies portions where his/her assistance will be needed.
• Prepares the online meeting room for webinars or physical venue for face-to-face training programs, tools, and training materials prior to the implementation of the training program.
• Provides assistance to training facilitators in the delivery of the training program and other training-related activities, including but not limited to distribution of training kits, materials, and meals.
• Ensures that technical difficulties during training program implementations are given immediate attention and resolved to minimize interruptions and prolonged pauses.

Records Management

• Receives, reviews and ensures completeness of Training Request Forms (TRF) prior to endorsing to the Manager for T&OD
• Maintains a filing system for all training-related forms such as but not limited to training request forms, training manuals, training attendance records, training evaluation, training effectiveness assessment data, and training bonds.
• Prepares and provides training attendance scores to the OD Team as part of the Compliance to Policies scores.
• Updates the training database on a weekly basis.

Training Budget Monitoring

• Assists in sourcing the lowest possible cost for training providers, training materials, meals, and venue/s for training-related activities.
• Provides training expense report to the Manager for Talent & OD as part of the budget monitoring process.

Employee Engagement

• Participates in and provides assistance during Employee Engagement Activities and other Company activities for employees or as directed by his/her immediate superior or the HR Head.

Other Tasks

• Design, develop and facilitate training programs for employees within the rank and file level whenever necessary or as assigned by the Manager for Talent & OD. All other tasks that may be assigned by the Manager for Talent & OD, depending on the exigencies of the organization
• Timely processing of training request forms and other training-related documents.
• Updated training database and orderly training records

JOB QUALIFICATIONS:

• Must be a graduate in Psychology, Human Resource Management, or any business-related course from a reputable college or university.
• At least 1 years work experience in the Real Estate Business or related field. Fresh graduates are free to apply
• Knowledgeable in the end-to-end training program development process.
• Knowledgeable in using MS Office and any related office tools
• Good Communication Skills