Global Organizational Development Specialist

Mission

The Organizational Development Manager is a professional within the Organization Effectiveness Department, responsible for contributing to the efficiency and effectiveness of the organization through counseling, facilitation, and organization improvement initiatives. They play a critical role in advising business units and global functions on optimizing organisational structure #LI-MR1

Key Accountabilities

1. Developing Global Organizational Guidelines
- Contribute to the development and communication of global organizational guidelines.
- Assist in defining organizational structures that align with the company's strategic objectives.
- Contribute to the design of job position evaluation frameworks to ensure consistency and fairness across the organization.
2. Counselling Management on Organizational Structure and Analytics:
- Collaborate with business units and global functions to identify areas for organization improvement.
- Offer counsel and support to management regarding organizational structure optimization.
- Provide insights and analytics to aid in decision-making related to job position evaluation and organizational design.
- Assist in the interpretation of organizational data to identify trends and opportunities for improvement.
3. Optimizing the efficiency and effectiveness of job roles and job descriptions
- Conduct a thorough review of existing job roles and descriptions across various departments or teams within the organization. 
- Analyzing the clarity, relevance, and alignment of job roles with organizational goals.
- Develop training programs or resources to help managers and HR professionals effectively manage job roles and descriptions
4. Ensuring Consistency in Job Descriptions Organizational Documents and Charts: 
- Standardise job descriptions across the organization to ensure consistency and clarity, creating templates or guidelines for crafting job descriptions that effectively communicate expectations and requirements 
- Review and validate Organizational Documents (OD) and Organization Charts (OC) to ensure accuracy and consistency.
- Collaborate with stakeholders to avoid duplication of roles and responsibilities within the organization.
- Implement processes to maintain up-to-date and reliable organizational documentation.
5. Managing Organizational Changes and Job Position Assignation:
- Lead efforts related to managing organizational changes, including restructuring and realignment initiatives.
- Coordinate job position assignation processes, ensuring roles are appropriately defined and allocated.
- Provide guidance and support to stakeholders during periods of organizational transition.
6. Identification of Career Trajectories:
- Map out the progression of skills and experiences over time, including both formal learning opportunities and on-the-job experiences.
- Define clear criteria and milestones for advancement along the career path, such as performance goals, skill assessments, and tenure requirements.
- Develop supporting tools and resources to facilitate career path planning and progression, such as career development guides, competency matrices, and self-assessment tools
- Offer support for employees to explore different career paths, including job shadowing opportunities, informational interviews, and career development workshops.
7. Continuous Improvement: 
- Continuously monitor and evaluate job roles and descriptions, seeking feedback from stakeholders and making adjustments as needed to ensure they remain relevant and effective
- Updated job roles and descriptions are properly documented and communicated to relevant stakeholders

Education

Qualifications

• Significant experience (usually 3-5 years or more) in roles related to organizational development, human resources management, or organizational excellence. This experience should include demonstrated success in designing, implementing, and evaluating organizational processes and practices.
• Strong skills in job analysis, job design, and competency modelling
• Excellent written and verbal communication skills are essential for effectively communicating with stakeholders, writing clear job descriptions, and facilitating workshops or training sessions.
• Strong analytical skills are necessary for evaluating organizational processes, identifying areas for improvement, and measuring the impact of organizational excellence initiatives. This includes proficiency in data analysis and interpretation.
• Experience in change management and the ability to facilitate organizational change initiatives is important. This includes managing resistance to change, building buy-in from stakeholders, and fostering a culture of continuous improvement.

Competencies