.Organizational Development & Learning Specialist Organisational Development (Human Resources & Recruitment) The Organizational Development & Learning Specialist supports the implementation of talent optimization initiatives that advocate strategic business objectives. This includes but is not limited to training programs, performance management, succession planning, culture, and people engagement. Duties & Responsibilities:Learning & DevelopmentSupports the implementation of the training cycle in alignment with organizational goals. This includes but is not limited to needs analysis, design, development, implementation, and evaluation of learning & development initiatives. Sources and coordinates with training-related stakeholders, providers, and SMEs (whether internal or external) for the conduct of training initiatives and general administration of training-related logistics for both Corporate Development Programs (i.E. Non-Function Specific) and Functional Programs. This is with a focus on JECI, PEAKPower, and other EDU Emerging Companies as well as corporate-wide training. Upkeeps training records and other pertinent learning documents and/or databases/ systems.Supports competency framework design, development, and documentation as well as the implementation of competency profiling process (as necessary) in partnership with the FG Head. Organization Development Performance Management: Facilitates the Performance Management process including but not limited to re-design, communication, coordination, process implementation, and its general logistics, etc. in partnership with HR and the FG Heads. Coordinates with the department managers for the progress monitoring of individual development plans. Succession Planning: Assists in the conduct and upkeep of talent reviews and succession management plans of critical positions and high-potential employees for business continuity.Facilitates and supports development initiatives for identified high-potential employees in partnership with the T&D Manager and FG Heads. Culture Building and People Engagement Assist in and/or perform organizational diagnosis or leverage on existing people or organizational data to serve as the basis for appropriate culture-building initiatives. Looks into employee perspectives and/or experiences that drive high levels of employee engagement. Recommends, implements, and evaluates initiatives and practices that strengthen corporate values and sustain people engagement.Facilitates culture building through initiatives that support strategic organizational priorities and documented engagement data with guidance from the T&D Manager and FG Heads. This includes but is not limited to team connection activities, corporate VMV awareness, and others that may be customized based on strategic business needs. Others:Graduate of any Bachelor's Degree in Psychology, HR, Behavioral Science, Social Sciences, or Business Management, majoring in Human Resources
