Organizational Development Specialist

The Organizational Development Specialist works closely with the Organizational Development Manager on tasks like job analysis, evaluation, job description creation, workforce planning, organizational review, design, project management, and human resources in order to align systems, processes, and structures to achieve the organization's vision, mission, and strategic objectives.

Implement OD Initiatives to improve overall productivity and efficiency of Philippine Span Asia Carrier Corporation.

Workforce Planning

Ensure that the company has the right people in the right positions at the right times to carry out its mission and meet its strategic objectives.

1. Understand the main mission goals and future goals established by the organization's leadership, as well as how the workforce must be coordinated to attain them.
2. Understand the present workforce and how it is anticipated to change over time as a result of attrition and other trends.
3. Know what the organization needs in terms of workers now and in the future.
4. Identify the top priority gaps that will have the biggest impact on organizational performance by understanding the gaps between workforce demand and supply.
5. Close any workforce gaps that have been discovered by putting in place the relevant workforce interventions and activities to achieve the organizations strategic goals.
6. Track the interventions and their impact on the gaps they were designed to address, and to continuously improve the solutions to maximize their effectiveness.
7. Update reports (Balance of the Year) and align with the TA Manager through Weekly Manpower update.
8. Coordinate with HRBPs and TA for Balance of the Year (BOY) head count validation.
9. Monitor Employee Separation, movement, and New Hires.
10. Coordinate with the Crewing Manager for Manpower Separation, Movement, and New Hires.

Project Management

Support and initiate OD-related projects that will help the organization achieve its mission and vision and align with its core values.

1. Initiate projects and assess their feasibility, objectives, and alignment with the organizations goals. Identify the project potential benefits, projects scopes and stakeholders.
2. Craft the project plan and phases, budgets, timelines, identify potential risks and mitigation plans, and develop a communication and stakeholder management strategy.
3. Execute, monitor, and control the project according to the plan in collaboration with stakeholders.
4. Communicate the progress, milestones, challenges, and status of the project.
5. Conduct project closure, obtain stakeholder acceptance, and identify improvement points to help future projects.

Organizational Review and Design

Responsible for reviewing and designing or redesigning the organization.

1. Conduct an organizational review and assessment by gathering data through surveys, interviews, and data analysis to identify strengths, weaknesses, opportunities, and threats.
2. Review and align PSACCs mission, vision, and strategic objectives, and make sure that the redesigning efforts are in harmony with the overall purpose and direction of the organization.
3. Restructure and arrange the roles, reporting, relationships, and hierarchies within the organization, considering the span of control, departmentalization, and decentralization, to create a structure that optimizes communication, decision-making and coordination, and control.
4. Examine and clarify the individual job roles and responsibilities and ensure that they are clear, well-defined, and aligned with the organizations objectives by redefining the job description, assigning appropriate tasks, and aligning roles with the skills and competencies of employees.
5. Implement change management strategies and facilitate the employees transitions and adoption of these changes.

Job Analysis and Evaluation

Conduct Job Analysis and Evaluation to define the jobs, responsibilities, and job grades of employees.

1. Understand and identify the goals and scope of the job analysis and evaluation.
2. Collect data and information by interviewing incumbents and supervisors, observing, and reviewing documents such as job descriptions and performance evaluations.
3. Organize and analyze the collected data into categories such as job duties, skills, qualifications, and working conditions.
4. Develop a job description that outlines the key responsibilities, tasks, and reporting relationships of the job role, job specifications, skills, knowledge, qualifications, and experience needed.
5. Assess and evaluate the job descriptions and rank the jobs based on the job grades.
6. Validate the crafted job description and evaluation through incumbents, supervisors, and other resource people.
7. Review the job description and job grade as necessary.

Culture and Change Management

Initiate culture and change management activities in order to improve the PSACCs performance.

1. Assess PSACCs existing organizational culture through surveys, interviews, and focus group discussions to gain insights at employee level.
2. Develop comprehensive change management plans for various organizational initiatives, restructuring, process improvement, and technology implementations.
3. Assess the potential impact of changes on employees, teams, and departments to anticipate challenges and create mitigation plans.
4. Proactively address resistance to change by understanding the employees concerns, addressing misconceptions and fears of change.
5. Identify and mobilize change within the organization.
6. Monitor and evaluate the success of the change management initiatives.
7. Sustain the implemented change and continuously improve the initiatives.