• Conducts organizational assessments and diagnostics to identifyareas for improvement and opportunities for organizationaldevelopment interventions.• Leads change management initiatives to support organizationaltransformation, including communication planning, stakeholderengagement, and resistance management.• Collaborates with leaders and HR partners to define andcultivate desired organizational culture and values, aligningthem with business objectives and employee expectations.• Designs and deliver leadership development programs,workshops, and coaching sessions to enhance leadershipeffectiveness and capabilities at all levels of the organization.• Partner with business leaders to design and implement talentmanagement processes, including performance management,succession planning, and career development frameworks.• Collaborate with Learning and Development team to identifylearning needs, design training programs, and facilitateworkshops on topics related to organizational development andeffectiveness.• Provide expertise and guidance on organizational design,restructuring, and job role definition to optimize organizationalstructure and improve efficiency and agility.• Analyze organizational data, trends, and metrics to trackprogress, evaluate the impact of interventions and provideactionable insights for continuous improvement.

• Plans the strategic people initiatives of the Training and Organization Development Department and spearheads its implementation.• Leads the planning, design, development, implementation, evaluation, and revisions of training curricula and interventions for career development and succession priorities of the business.• Spearheads the design of the Succession Management and Leadership Development Program.• Provides direction in the design of the Officer Development Training Program.• Leads the creation and regular updating of the Key Result Areas (KRAs) for each position in the organization. Aids the vice presidents, regional heads, and branch managers in developing KRAs for the business and operations groups.• Spearheads cultural transformation initiatives such as the roll- out of WORKPLACE - an online platform that supports open communication, and HR programs that promote a performance- driven culture and accountability.• Spearheads workforce planning activities.• Leads the Talent Acquisition activities of the organization,including but not limited to sourcing activities, applicantscreening and negotiation and onboarding.• Leads and oversees the revision of Recruitment and PlantillaManagement Policies and Sourcing Strategies as part of a special assignment to manage the Talent Acquisition and Workforce Planning Department.• Manages the employee records and ensures the regular updating of the Table of Organization of all Business Units.• Coordinates and reports business outcomes to the president and executives of the organization.

• Redesigns existing Performance Management Policies to alignwith strategic business direction shifts.• Manages executive meetings with the business leaders.• Conducts Key Results Areas (KRAs) workshops for key leaders.• Spearheads the roll-out of the redesigned performancemanagement policies and KRAs

• Facilitates the creation of Individual Development Plans (IDPs)for identified successors.• Redesigns the Performance Management Guidelines.• Redesigns the Promotion Guidelines.• Spearheads the design and implementation of employeeengagement and CSR programs.• Streamlines the department’s programs and processes.• Analyzes exit data and provides management insights to business leaders.• Manages and supervises the revisions to the Table of Organization.• Conducts the slotting of new positions in the company’s Job Evaluation Framework

• Designs, implements, facilitates, and evaluates training programs and curricula.• Designs and manages the Branch Head Training Program - a prerequisite program for aspiring Branch Managers.• Spearheads the design and implementation of employee engagement programs.• Enhances the On-Boarding Program.• Spearheads the company-wide cascade of the Job Evaluationframework.• Conducts the slotting of new positions in the company’s JobEvaluation Framework.• Manages the revisions to business units’ Table of Organizationand Job Descriptions.• Analyzes exit data and provides management insights tobusiness leaders.

• Designs, manages, and facilitates training programs.• Designs and facilitates team-building activities.• Facilitates new-hire orientations.• Revises the screening guidelines for external training requests.• Manages the training service contracts.• Manages the training database

• Designs, manages, prepares logistical needs, and facilitates thetraining programs.• Facilitates team building activities.• Conducts item analysis for the assessment materials ofdevelopment programs.• Manages the training database

• Designs and facilitates team building activities.• Facilitates new-hire orientations.• Prepares training materials and logistical needs.• Manages the administrative requirements of the unit.• Safekeeps training documents and files.• Manages the training database.• Manages the HR library.• Monitors echo seminars.