HRD/OD Department Manager

Job Purpose: The HRD/OD Department Manager will lead the strategic and operational activities of the Human Resources and Organizational Development department. This role focuses on designing job descriptions, developing competencies, deploying KPIs (including bonuses and incentives), managing skill matrices, and overseeing talent management and succession planning. The manager will also handle the Learning Management System (LMS) and have experience in delivering soft skills training.

Qualifications:

• Bachelors degree in Human Resources, Organizational Development, Business Administration, Engineering, or a related field. A Masters degree is preferred.
• Minimum of 7 years of experience in HRD, with a focus on organizational development, talent management, training, and 3 years in Organizational Development.
• Proven experience in designing and implementing job descriptions, competency frameworks, and KPIs.
• Strong knowledge of LMS platforms and experience in delivering soft skills training.
• Excellent leadership, communication, and interpersonal skills.
• Ability to manage multiple projects and work effectively in a fast-paced environment.
• Fluent in English
• Excellent skill in presentation both design and delivery

Competencies:

• Strategic Thinking
• Leadership and Influence
• Communication Skills
• Project Management
• Analytical and Problem-Solving Skills
• Collaboration and Teamwork
• Change Management
• Instructional Design
• Computer Literacy (Power Point, Power Bi, Excel, Canva)

Key Responsibilities:

1. Organization and Job Design:
   • Develop and maintain comprehensive job descriptions for all positions within the organization.
   • Ensure job descriptions align with company goals and compliance standards.
2. Competency Design Development:
   • Create and implement a competency framework that supports the companys strategic objectives.
   • Conduct regular competency assessments and provide development recommendations.
3. KPI Deployment:
   • Design and deploy Key Performance Indicators (KPIs) to measure individual and departmental performance.
   • Develop and manage bonus and incentive programs linked to KPIs.
4. Skill Matrix Management:
   • Develop and maintain a skills matrix to identify current skills and gaps within the workforce.
   • Coordinate training and development programs to address skill gaps.
5. Talent Management and Succession Planning:
   • Implement talent management strategies to attract, retain, and develop top talent.
   • Create and manage a succession planning process to ensure leadership continuity.
6. Learning Management System (LMS):
   • Oversee the implementation and management of the LMS.
   • Ensure that the LMS is utilized effectively to deliver training programs and track employee progress.
7. Soft Skills Training:
   • Design and deliver training programs focused on soft skills development, including communication, leadership, teamwork, and problem-solving.
   • Evaluate the effectiveness of training programs and make necessary adjustments.
8. Strategic HR Initiatives:
   • Collaborate with senior management to develop and implement HR strategies that support business objectives.
   • Stay updated with the latest HR trends and best practices to continually improve HR processes.