Organizational Development Specialist

Key Responsibility areas & activities:

ORGANIZATIONAL DESIGN

• Designs and maintain the systems and processes for the job creation, job evaluation, organizational structure design and organizational change rules.
• Designs and maintains the rules for the 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 make the organization more efficient.
• Revise current HR policies and recommend improvement and suggestion new HR Policies
• Participates in HR Projects and organization wide projects.

JOB DESCRIPTION

• Develops and maintains the Job Description library and Job Family Matrix of the company.
• Evaluates current descriptions and prioritize update of the most outdated.
• Ensures that the standard job description template is used by the whole company.
• Determines how to best collect information regarding job duties, responsibilities, specifications, work environment and physical demands of the job. Meets with job incumbents or their managers to complete job description questionnaires. Sits and interview or directly observe job incumbents in order to write an effective job description.
• 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. To keep the process on track, do so with other periodic procedures such as annual employee reviews. However, update job descriptions as soon as possible if the position changes.

Performance Management System

• Carries out and monitors the implementation of the Performance Management system and processes in the organization and its divisions in order to maintain the system’s efficiency in managing employee’s performance and expectations.
• Provides the necessary support to the relevant parties in the different aspects of the Performance Management (e.g. KPI Setting, Technical Competency setting, Counselling, etc.) in order to facilitate in the effective implementation of the system to the said parties and obtain satisfaction.
• Continually reviews the performance system and process in order to develop recommendations and proposal for its improvement / enhancement.
• Takes into consideration the inputs and remarks of users, managers and staff in order to provide changes to the system and processes resulting to easier use by the relevant parties.
• Support in setting KPIs for professional level and above employees.
• Support all divisions in driving the effective selection, development, implementation, and integration of KPIs to optimize business activities and its linkage to Performance Management System.
• Collate and document KPIs and build KPI Library and key performance management metrics and responds as necessary to ensure consistently superior operational performance.
• Support Corporate HR Manager to develop and maintain Technical & Behavior Competency matrix and criteria for performance evaluation.
• Work with Planning and Performance Department in making sure that the KPIs set for Performance Management are set against and in line with the actual business objectives.
• Design trainings and awareness programs to inculcate the relevant information to specific groups / employees based on their level of exposure.
• Delivers training programs for the different stages of the 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