Organizational Development (OD) Manager (pooling) at Pilmico Foods Corporation

Makati, Metro Manila, Philippines -

Full Time

Start Date

Immediate

Expiry Date

25 Jun, 26

Salary

0.0

Posted On

27 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Organizational Design, Performance Management, Talent Management, Succession Planning, Career Development, Talent Assessment, Change Management, Strategic Workforce Planning, Competency Modeling, HR Analytics, HR Strategic Planning, Learning And Development, Organizational Effectiveness, Project Management

Industry

Food Production

Description

Company Description Aboitiz Foods is an integrated regional food and agribusiness company dedicated to creating a high-performance culture anchored on our time-honored values of Integrity, Teamwork, Innovation, and Responsibility. Through the collective strengths of our subsidiaries, Pilmico and Gold Coin, we believe in sustainably feeding Asia’s growth from mill to meal. We are constantly improving and optimizing our processes by integrating the value chain around Asia. We leverage our sector expertise and capabilities to deliver quality every time. With our world-class technology and culture of constant innovation, we devote ourselves to serving you better. At Aboitiz Foods, we embrace change and inspire innovation, leading the way in food and agribusiness solutions. Join us as we shape the future of food in Asia and build a culture where, together, we nourish the future. https://www.aboitizfoods.com/ Job Description Organizational Structure/Design Review Partner with business leaders and HR Business Partners (HRBPs) to conduct comprehensive organization design reviews, analyzing structures, job designs, and workflows to identify opportunities for improvement in efficiency, effectiveness, and agility. Collaborate with business leaders and HRBPs to propose and implement optimal organizational design that includes redesigned structures and roles, reporting relationships, spans (span of control/influence/ and other appropriate organization design solutions. 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 & 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 a subject matter expert/consultant on talent management solutions and best practices and propose appropriate recommendations and interventions to business leaders. Career Management Design and implement career development programs and initiatives that provide employees with opportunities for growth and advancement within Aboitiz Foods. Develop career paths and frameworks that outline potential career progression opportunities within and across job families or functions. 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. Collaborate with co-managers/team members in ideation, design, and development of processes, systems, and tools, in the following key result areas: Strategic Workforce Planning Job Analysis and Capability/Competency Modeling Qualifications Any 4-year course, preferably in Psychology, Behavioral Science, Human Resource Management, Business Administration, Industrial Engineering, Communications, or equivalent. A minimum of 5 years of experience leading end-to-end processes in the following areas: Performance Management, Talent Management, Succession Planning, and Competency Modeling. A minimum of 2 years of experience leading end-to-end processes in the following areas: Organizational Design Review, Change Management, Career Development, and Talent Assessment, A minimum of 3 years of proven experience leading projects and initiatives, either as an individual contributor or a team leader in a manufacturing, fast moving commercial goods or retail Proficient in Google Suite applications especially in Google Sheets Additional Information Required Functional/Technical Competencies: HR Analytics HR Strategic Planning Learning and Development Organizational Effectiveness and Development Performance Management Talent Management Strategic Workforce Planning Competency Design and Assessment Culture Building Project Management #LI-CG1

Responsibilities

This role involves partnering with leaders to review and implement optimal organizational structures, job designs, and workflows for efficiency and agility. Key duties include overseeing performance management processes, developing talent and succession programs, and designing career development initiatives.