Organizational Development Specialist

Key Responsibility Areas & Activities:

ORGANIZATIONAL DESIGN

• Designs and maintains the systems and processes for job creation, job evaluation, organizational structure design, and organizational change rules.
• Designs and maintains the rules for organizational structure creation.
• Designs and maintains the rules for the span of control in different business units.
• Conducts regular audits of the organizational structure and recommends changes to enhance efficiency.
• Revises current HR policies and recommends improvements, suggesting new HR policies.
• Participates in HR projects and organization-wide initiatives.

JOB DESCRIPTION

• Develops and maintains the Job Description library and Job Family Matrix of the company.
• Evaluates current descriptions and prioritizes updates for the most outdated.
• Ensures that the standard job description template is utilized throughout the company.
• Determines the best methods to collect information regarding job duties, responsibilities, specifications, work environment, and physical demands. Meets with job incumbents or their managers to complete job description questionnaires, and conducts interviews or observations to write effective job descriptions.
• Uses the resulting information as the basis for new or updated job descriptions that accurately reflect the role.
• Develops procedures to update job descriptions regularly, ensuring alignment with periodic procedures such as annual employee reviews, while also updating job descriptions promptly when positions change.

PERFORMANCE MANAGEMENT SYSTEM

• Implements and monitors the Performance Management system and processes across the organization and its divisions to maintain efficiency in managing employee performance and expectations.
• Provides necessary support for various aspects of Performance Management (e.g., KPI Setting, Technical Competency setting, Counseling) to facilitate effective implementation and satisfaction among relevant parties.
• Continually reviews the performance system and processes to develop recommendations for improvement and enhancement.
• Considers inputs from users, managers, and staff to propose changes that simplify use for relevant parties.
• Supports in setting KPIs for professional level and above employees.
• Assists all divisions in effectively selecting, developing, implementing, and integrating KPIs to optimize business activities and their linkage to the Performance Management System.
• Collates and documents KPIs, building a KPI Library and key performance management metrics, responding as necessary to ensure superior operational performance.
• Supports the Corporate HR Manager in developing and maintaining the Technical & Behavior Competency matrix and performance evaluation criteria.
• Collaborates with the Planning and Performance Department to ensure KPIs align with actual business objectives.
• Designs training and awareness programs to impart relevant information to specific groups/employees based on their exposure levels.
• Delivers training programs for various stages of Performance Evaluation and for new recruits/employees.

JOB SPECIFICATIONS

Education Degree: Bachelor’s degree (Average time to complete: 4 years).

Major: Human Resources Management, Organizational Psychology, Business Administration, or Management Information System.

General Experience: 6-8 Years of Experience.

Professional Qualifications/Certifications (if any):

• SHRM
• OD
• CIPD
• KPI Certified through The KPI Institute
• Korn Ferry Job Analysis and Evaluation Certified

Industrial Experience Requirement: Oil & Gas, Maritime.

Skills:

• Strong Analytical Skills
• Strategic Thinking
• Change Management
• Effective Communication Skills
• Ethical Judgment