Talent Management & Org Dev Supervisor

Work setup: Hybrid (2-3x onsite) / Makati

Schedule: Dayshift

Non-Negotiables:

• Bachelors degree
• At least 3 years experience as Talent Management & Org Dev Supervisor

JOB HIGHLIGHTS:

1. Talent Management Strategy and Implementation

• Assist in the design and execution of talent management programs that support leadership development succession planning and critical talent retention within the healthcare and clinic operations group.
• Facilitate the identification and development of top talents and high-potential employees through structured programs and career pathing.
• Support the performance management cycle including calibration sessions feedback mechanisms and individual development plans (IDPs).

2. Organizational Development (OD) Initiatives

• Co-lead OD initiatives such as culture transformation change management programs employee engagement and organizational assessments (e.g. climate surveys 360-degree feedback).
• Design and facilitate team effectiveness workshops visioning and alignment sessions and organization-wide interventions to improve performance and collaboration.
• Recommend org structure enhancements and support organizational design projects as directed by the HR Head.

3. Learning and Development Programs

• Conduct needs analysis and competency assessments to identify capability gaps at various levels of clinic operations.
• Work with the Training team to create and roll out learning roadmaps leadership development tracks and cross-functional upskilling initiatives.
• Maintain training records monitor participation and ROI and ensure learning outcomes are aligned with business objectives.

4. Talent Analytics and Reporting

• Generate dashboards and reports on talent health indicators such as engagement scores attrition of high-potential talent internal mobility and readiness of successors.
• Use analytics to support HR planning workforce development strategies and OD interventions.

5. Collaboration with Group-Level HR and OD Teams

• Coordinate with the Talent Management on cross-entity talent programs succession strategies and group-wide culture-building campaigns.
• Align local clinic-level programs with overarching group policies frameworks and strategic priorities.

6. Project and Program Management

• Manage end-to-end implementation of key HR projects including leadership onboarding clinic employee value proposition (EVP) and recognition programs.
• Monitor project milestones budgets and stakeholder engagement for assigned OD and talent initiatives.

7. Change Management and Communication

• Partner with HR Head and business leaders to support the people side of change during restructures system rollouts or major policy shifts.
• Develop communication and engagement plans to cascade change and promote employee buy-in.