OD Specialist

The Organizational Development Specialist (focus on Talent Management & Development) manages, designs, develops, delivers, and implements talent management & development programs/activities anchored on the Organizational Development Pillars (Culture, Engagement, Performance, Recognition, and Ways of Working) to build a high-performing organization through effective performance management, talent review, succession planning and management, career pathing, competency management and talent analytics.

PRIMARY DUTIES AND RESPONSIBILITIES

Talent Management & Development

• Review, realign, and redesign talent strategies based on organization function and strategies
• Design and deliver high-quality, high-impact talent development and design interventions
• Introduce best practices including innovative and practical talent solutions to help drive the organization
• Drives the efficiency and effectiveness of the talent management process, including regular process reviews and updates to ensure relevance and alignment to the business environment (e.g., internal talent mobility, performance management, succession management, etc.)
• Assists in the business manpower planning/forecasting
• Ensure HR systems are fully-functional and support Talent Management processes to drive efficiency and data accuracy
• Drive process improvements or automation for better employee experience

Talent Analytics

• Build and present reports/analyses on Talent & Organizational Development
• Utilize data and analytics to track the progress and maturity of Talent and Organization Development initiatives, gaining insights for further actions or reviews
• Contribute to evaluating, reporting, and analyzing the effectiveness of talent, leadership, and organizational development activities
• Monitors the effectiveness of Talent Management programs and interventions, makes recommendations for improvements, and drives the realization of recommended benefits
• Provide support for the Companys organizational culture and engagement programs, encompassing employee surveys and initiatives to enhance employee experience at every stage

Performance Management

• Enhance performance management within the organization to offer benefits that are critically appealing to employees which include career paths with a variety of opportunities, differentiated rewards and recognition outcomes, and a culture of high performance and real-time feedback
• Partner with key stakeholders and solutions providers to ideate performance-enabling interventions to increase employee contribution, grow capabilities, empower careers, deepen connections, and align rewards/recognition
• Empower people managers to actively coach and support their direct reports in career planning, coaching, and career aspirations/interests
• Partner with key stakeholders to reimagine performance management to transition from managing performance to enabling a performance-employee-centric approach to increase contribution in the future vs focusing on what the employee achieved in the past

Succession Planning & Management

• Champion the succession management process and framework
• Carry out succession plans by working with HRBPs & BU Heads to identify and groom individuals for critical positions
• Gather and review talent-related data to gain insights into succession management programs
• With the OD Manager and Talent Management and OD Head, co-facilitate Talent Assessment Reviews with the BU Head, HRBP Head, and HRBPs
• Maintain an accurate record and reporting of succession plans and potential successors
• Ensure that equity, diversity, and inclusion are woven into succession plans
• Craft a strategy to develop and support all leaders to become high-competent talent advocates
• Ensure 100% of the Successors have an active Accelerated Development Plan
• With the HRBP, OD Manager, and Talent Management and OD Head, conduct quarterly conversations or check-ins with the leadership teams on the progress of their successors (completion of development plan items)
• Ensure that standard tools and technologies are leveraged center-wide for succession planning
• Unify succession plans with talent development programs to ensure they are accomplished

Career Pathing, Competency Building & Management

• Design, develop, and implement career development, framework, policy, and programs.
• Implement competency mapping exercise (functional/technical, core, and leadership competencies)
• Work with the leadership teams to ensure 100% completion and accuracy of needed skill sets/competencies per role
• Gather feedback on the career development, framework, policy, and programs
• Provide strategic recommendations on changes to be made to the competency framework given new goals, strategies, and talent demand
• Ensure that job descriptions are updated with the latest competency requirements per role
• Develop a campaign to promote lateral mobility of talents