Organizational Development Section Head

Role Purpose

To support organizational development initiatives by enhancing organizational effectiveness through workforce planning, organizational design, people analytics, job architecture, and change management. The role contributes to continuous performance improvement by providing workforce insights, maintaining organizational governance, and supporting the implementation of people and organizational strategies aligned with business objectives, KPIs, budgets, policies, and procedures.

Key Accountabilities:

Organizational Design & Effectiveness

• Support the review and analysis of organizational structures, reporting lines, business processes, and workflows to identify opportunities for improving organizational effectiveness and operational efficiency.
• Assist in organizational design and restructuring initiatives by collecting, analyzing, and validating organizational data and preparing recommendations for management review.
• Prepare and maintain organizational charts and ensure organizational structure records are updated and accurately reflected in HR systems.
• Conduct organizational assessments and provide insights to support decision-making related to workforce structure and resource allocation.
• Support the implementation of approved organizational design and restructuring projects.

Workforce Planning & People Budget Management

• Support the annual workforce planning and manpower budgeting process in coordination with business units, Recruitment, and Finance.
• Consolidate workforce planning requirements and maintain workforce planning databases and reports.
• Monitor approved headcount against actual headcount and prepare monthly Actual vs Budget reports.
• Analyze workforce trends, vacancies, workforce movements, and staffing requirements and provide recommendations to the department’s head.
• Track manpower costs and workforce-related metrics to support budget monitoring and forecasting activities.
• Assist in identifying workforce gaps and organizational requirements to support business objectives.

Performance Management

• Initiate, coordinate, and manage the annual Performance Management cycle, including goal setting, mid-year reviews, year-end evaluations, and performance calibration activities.
• Drive the implementation and continuous improvement of the Performance Management Framework across the organization.
• Ensure the alignment and cascading of corporate objectives and KPIs into departmental, team, and individual performance goals.
• Monitor compliance with performance management policies, processes, timelines, and governance requirements.
• Facilitate performance calibration sessions to ensure consistency, fairness, and objectivity in performance evaluations.
• Develop and maintain performance management reports, dashboards, and analytics for management and leadership review.
• Partner with business leaders and HR stakeholders to ensure effective performance planning, monitoring, and evaluation practices.
• Identify performance trends, organizational capability gaps, and development opportunities through performance data analysis.
• Review and enhance performance management policies, procedures, tools, and frameworks in line with business requirements and best practices.
• Provide insights and recommendations to support talent management, succession planning, workforce planning, and employee development initiatives.
• Prepare periodic reports and presentations on organizational performance, KPI achievement, and overall performance management effectiveness.

Compensation & Benefits

• Support the development and administration of compensation and benefits programs.
• Conduct job evaluation and grading activities to ensure internal equity and consistency.
• Participate in salary benchmarking and market surveys to maintain external competitiveness.
• Support annual salary reviews, promotions, incentives, and bonus cycles.
• Monitor people costs and compensation budgets, including Actual vs Budget analysis.
• Prepare compensation and benefits reports, dashboards, and workforce cost analytics.
• Review compensation-related requests and ensure compliance with approved policies and frameworks.
• Maintain salary structures, job grades, and compensation data records.
• Provide recommendations to improve reward effectiveness, cost efficiency, and employee value proposition.
• Support the implementation and continuous improvement of compensation and benefits policies, procedures, and programs.

Organizational Analytics & Reporting

• Prepare and maintain monthly Organizational Development and workforce dashboards.
• Generate regular and ad hoc reports related to headcount, workforce costs, turnover, vacancies, organizational changes, and other People KPIs.
• Monitor and analyze key workforce metrics and identify trends, risks, and improvement opportunities.
• Develop reports and presentations to support management reviews and strategic workforce discussions.
• Ensure the accuracy, integrity, and consistency of workforce and organizational data used for reporting purposes.
• Support the preparation of quarterly and annual organizational effectiveness reports.

Job Analysis, Job Evaluation & Job Description Management

• Conduct job analysis activities through interviews, questionnaires, and stakeholder consultations.
• Develop, review, and update job descriptions to ensure alignment with organizational requirements and actual job responsibilities.
• Ensure job descriptions follow approved organizational standards, competency frameworks, and job documentation guidelines.
• Support job evaluation and job grading exercises by gathering and validating required information.
• Maintain an updated repository of approved job descriptions and job evaluation records.
• Monitor organizational changes and ensure related job descriptions are updated accordingly.

Organizational Governance & Position Management

• Review employee status change requests and ensure compliance with approved organizational structures, manpower plans, and HR policies and procedures.
• Monitor position management activities including new position requests, transfers, promotions, redesignations, and organizational changes.
• Verify that organizational changes are supported by approved budgets and workforce plans before processing.
• Maintain accurate position control records and ensure consistency between approved structures and HR systems.
• Support periodic audits of organizational structures, positions, and reporting relationships.

Change Management & Organizational Development

• Support organizational change initiatives by coordinating activities, tracking progress, and maintaining project documentation.
• Assist in conducting impact assessments related to organizational changes and restructuring initiatives.
• Support stakeholder engagement and communication activities associated with organizational development projects.
• Monitor implementation progress and provide regular updates and reports to the department’s head.

Continuous Improvement & Best Practices

• Conduct research on organizational development trends, workforce planning methodologies, and industry best practices.
• Benchmark organizational practices and provide recommendations for continuous improvement.
• Participate in organizational development projects and process improvement initiatives.
• Support the development and enhancement of OD policies, procedures, frameworks, and guidelines.
• Identify opportunities to improve reporting processes, organizational governance, and workforce planning practices.

Additional Responsibilities

• Prepare management presentations, workforce analysis reports, and executive summaries as required.
• Support annual budgeting and forecasting exercises by providing workforce and organizational data.
• Coordinate with HR functions and business stakeholders to collect, validate, and maintain organizational information.
• Perform other Organizational Development and workforce planning duties assigned by the department’s head.
• Execute activities related to his/her function in safe and environmentally friendly methods.
• To perform any other duties assigned by his direct supervisor / manager