senior Manager, organization developmentCushman & Wakefield

Job Description
The Organizational Development Senior Manager is a newly created role responsible for overseeing the
strategy, design, development, delivery and implementation of performance, development and competency management, succession management, organizational design, career framework, hi-potential development framework and talent mobility across the Talent Academy - a functional group that will drive a dedicated and integrated program for the continuous large scale recruitment, onboarding, learning & development, and retention of highly skilled talent required for the delivery of quality output to our clients. The success of the Talent Academy is a strategic priority of the Center now and for the next 3-5 years.
In coordination with the Chief Talent Officer (CTO), Talent Academy Program Leader, Talent Management Leader and other functional leadership teams, the role will set the strategies and execution of the following organizational development functions: Performance Management, Succession Management, Career Philosophy Definition and Framework, Career Levelling and Competency Mapping. The Organizational Development Senior Manager will create an employee experience where all employees can thrive, perform to its highest potential and make an impact.
REPORTING LINES
This position will report to the Talent Management Leader.
Direct reports include Organizational Development Supervisors & Managers. As the Center grows, direct
reports are expected to increase.
RESPONSIBILITIES
As a strategic business partner to our leadership team, the Organizational Development Senior Manager will play a critical role in ensuring that the Talent Management Team achieves its vision of becoming a center of excellence for talent management programs and practices. This is also geared to continuously improve our performance, development, and succession management processes.
As the center grows further, this role will be a key player in institutionalizing the center's hi-potential
development framework which will increase our leadership bench strength. The Organizational Development Senior Manager will be encouraged to innovate, strategize and collaborate
with the other leadership teams (including the Executive Leadership Team) in ensuring we deliver efficient
and effective services that provide positive impact to the organization.
Performance and Development Management
● Own the end to end process of sitewide performance and development planning management - goal setting, regular reviews and performance evaluation
● Ensure evaluations are conducted on-time, and promotion and compensation decisions are timely and communicated well.
● Work with the CTO, Talent Management Leader and OD Supervisors & Managers to fine-tune internal promotion and progression policies recommendations.
● Own special projects, as needed, to identify and source the right solutions/technologies to support our organizational development initiatives.
● Build the capabilities of the leaders in the Center so that giving and receiving timely, robust feedback and coaching on performance on the job becomes an essential part of their role and activities.
● Collaborates with Functional Leaders and Line of Service Leaders to provide coaching, consulting and analysis around business strategy and talent implications. Facilitates sessions with business stakeholders
such as goal setting, calibration, and talent review sessions.
● Establish a culture committed to outstanding performance management including spearheading company-wide communications and campaigns.
● Ensure that standard tools and technologies are leveraged center-wide for performance management
● Collaborate with other Acceleration Centers in gathering best practices and applying to local setting
Succession Management
● Champion the succession management process and framework.
● Carry out succession plans by working with business leaders to identify and groom individuals for key positions.
● Gather and review talent related data to gain insights on succession management programmes
● With the Talent Management Leader, co-facilitate Talent Assessment Reviews with the Core Leadership Team and Executive Leadership Team
● Maintain an accurate record and reporting of succession plans and potential successors
● Ensure that equity, diversity and inclusion are woven into succession plans.
● Craft a strategy to develop and support all leaders to become high-competent "talent advocates"
● Design, develop, implement and evaluate a hi-potential development framework
● Ensure 100% of the hi-potentials have an active Individual Development Plan
● Conduct quarterly conversations with the leadership teams on the progress of their hi-potentials (completion of development plan items and compensation reviews)
● Ensure that standard tools and technologies are leveraged center-wide for succession planning
● Unify succession plans with talent development programs to ensure they are accomplished.
Career Philosophy and Framework
● Recommend the needed definitions of each career level available in the center
● Define a centerwide career philosophy
● Develop a campaign to promote lateral mobility of talents
● Work with the leadership teams to ensure 100% accuracy of job inventories and needed
skillsets/competencies per role
● Gather feedback on the career development framework, policy and programmes
Competency Management
● Implement competency (leadership, business and technical competencies) mapping exercise in the
center
● Work with the different leadership teams and OD Supervisors & Managers to ensure that
competency framework for the different roles in the center are accurate
● Provide strategic recommendations on changes to be made on competency framework given new goals, strategies and talent demand
● Ensure that job descriptions are updated with the latest competency requirements per role
Team Management
● Ensure that team is properly staffed to accomplish committed deliverables
● Ensure that the team has the needed resources to perform their jobs effectively and efficiently
● Coach and mentor direct reports
● Perform and document performance and developmental conversations with direct reports
● Conduct team based talent engagement activities to keep team's morale high
● Provide the direction, guidance and counsel on the implementation of strategic initiatives and Projects
QUALIFICATIONS
College degree
At least eight(8) years of relevant experience in the related field, preferably in a corporate or business setting and at least 5 years' experience in talent management, performance management, succession management, competency management or organizational development as a people leader.
A proven expertise and track record of success in organizational development strategies, change management, driving performance and succession management practices, competency mapping and career leveling
Outstanding verbal and written communication skills, with a high attention to detail to presen complex topics in a clear and concise manner to audiences at various levels of the organization
With experience in working with HRIS and leveraging data to monitor metrics and build strategies
Strong stakeholder management skills including facilitating conversations with executives
Strong skills in analysing data to provide insights that diagnose risks and opportunities, and measure the effectiveness of interventions
Applied knowledge in working with an HRIS
Demonstrated ability to provide consult, coach and mentor team members
PREFERRED EXPERIENCE:
Data Analytics Tools (e.g. PowerBI, Alteryx, Tableau, Advanced Excel)
Data Storytelling
Diversity, Equity and Inclusivity philosophies and practices
Vendor Management
Ability to learn and assimilate technical information quickly
Experience managing complex global customers
Talent Development Strategies
Return on Investment Measurement
Talent Engagement Strategies
Cushman & Wakefield

Ortigas Center, Pasig City
Permanent
Full-time