Senior Employee Capability and Development Officer II
Salary undisclosed
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Summary Of Work Activities And Responsibilities
Under the supervision of the Employee Capability and Development Assistant Director, the Senior Employee Capability and Development Officer II attends to the University’s learning and development, performance management, promotion management, career management, and succession management systems.
Main Duties And Responsibilities
HR Business Partnering and Accounts Management
Keeps track of updates and developments that affect the University as an organization, including its employees.
Serves as a partner to an assigned cluster/school’s leadership team on initiatives that require HR/OD expertise and services.
Employee and Team Profiling
Tracks employee profiles, which includes performance growth requirements and interventions and employees with potentials, and provides insights per cluster, job family, and sub-family, and recommends strategies on how to improve the optimal work performance level of the units and the University.
Regularly provides data that would show a picture of the current employees, leaders, and team profiles and dynamics.
Works with units in addressing perennial and extraordinary individual and/or team concerns, developing high potential employees.
Monitors the performance of probationary employees in ensuring that the employees are properly oriented and capacitated to perform their roles during the crucial stages of the employees life
Career Development and Accompaniment
Designs, implements, and evaluates a responsive career management and development program.
Works with the various OPT&OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.
Learning and Development Accompaniment
Designs and sets up the learning and competency frameworks vis-à-vis the University’s career management and job classification system.
Oversees the delivery of learning programs, ensuring that various learning modalities are utilized to meet the different learning styles, preferences, and needs of employees.
Leadership and Succession Management
Formulates, designs, organizes, and evaluates leadership development programs for potential and incumbent leaders.
Accompanies leaders in spotting talents who have the potential to take on critical positions, and mapping the possible interventions to prepare them for the roles.
Team Capability and Accompaniment
Develops a high-quality orientation, onboarding, and socialization experience for new team members, rooted in the University’s mission and values.
Monitors the probationary employees and sees how they are settling in with their teams, ensuring that they have the necessary support to succeed in their roles.
HR-Specific: Development
Assists in reviewing the capabilities of OPT&OD team members, and recommends programs possible capability and learning interventions.
Coordinates the attendance and payments of OPT&OD team members to capability development programs.
Group Management Support
Keeps abreast of employee capability and development assessment, intervention and evaluation methodology and frameworks within and among the academic community and other industries.
Reviews employee capability and development programs, and (re)designs a responsive transition program.
Minimum Qualifications
Knowledge, Skills, and Abilities:
Under the supervision of the Employee Capability and Development Assistant Director, the Senior Employee Capability and Development Officer II attends to the University’s learning and development, performance management, promotion management, career management, and succession management systems.
Main Duties And Responsibilities
HR Business Partnering and Accounts Management
Keeps track of updates and developments that affect the University as an organization, including its employees.
Serves as a partner to an assigned cluster/school’s leadership team on initiatives that require HR/OD expertise and services.
Employee and Team Profiling
Tracks employee profiles, which includes performance growth requirements and interventions and employees with potentials, and provides insights per cluster, job family, and sub-family, and recommends strategies on how to improve the optimal work performance level of the units and the University.
Regularly provides data that would show a picture of the current employees, leaders, and team profiles and dynamics.
Works with units in addressing perennial and extraordinary individual and/or team concerns, developing high potential employees.
- Performance Management and Accompaniment
Monitors the performance of probationary employees in ensuring that the employees are properly oriented and capacitated to perform their roles during the crucial stages of the employees life
Career Development and Accompaniment
Designs, implements, and evaluates a responsive career management and development program.
Works with the various OPT&OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.
Learning and Development Accompaniment
Designs and sets up the learning and competency frameworks vis-à-vis the University’s career management and job classification system.
Oversees the delivery of learning programs, ensuring that various learning modalities are utilized to meet the different learning styles, preferences, and needs of employees.
Leadership and Succession Management
Formulates, designs, organizes, and evaluates leadership development programs for potential and incumbent leaders.
Accompanies leaders in spotting talents who have the potential to take on critical positions, and mapping the possible interventions to prepare them for the roles.
Team Capability and Accompaniment
Develops a high-quality orientation, onboarding, and socialization experience for new team members, rooted in the University’s mission and values.
Monitors the probationary employees and sees how they are settling in with their teams, ensuring that they have the necessary support to succeed in their roles.
HR-Specific: Development
Assists in reviewing the capabilities of OPT&OD team members, and recommends programs possible capability and learning interventions.
Coordinates the attendance and payments of OPT&OD team members to capability development programs.
Group Management Support
Keeps abreast of employee capability and development assessment, intervention and evaluation methodology and frameworks within and among the academic community and other industries.
Reviews employee capability and development programs, and (re)designs a responsive transition program.
Minimum Qualifications
Knowledge, Skills, and Abilities:
- Advanced knowledge on career management, career pathing and performance management systems
- Knowledge on various learning development techniques and methodologies
- Knowledge in research and statistics
- Knowledge in HR/OD design
- Graduate of management, psychology or any related course. MA or PhD will be an advantage.
- At least eight (8) years of experience designing, administering, and evaluating career progression, performance management, promotions management, succession planning, learning and development systems
- At least eight (8) years of experience facilitating HR/OD interventions
- At least eight (8) years of experience in managing and partnering with clients
- Sound knowledge on statutory labor requirements
- Experience or knowledge on several work process improvement, organizational design, people analytics
- Experience in an academic setting, an advantage