Senior Organizational Development Practitioner

Organizational Design

• Create and oversee systems and procedures for job creation, job evaluation, organizational structure design, and rules for organizational change.
• Establish rules governing the formation of organizational structures and ensure their consistent application.
• Define and maintain guidelines on spans of control across various business units.
• Regularly audit organizational structures and suggest adjustments to enhance efficiency.
• Update and improve existing HR policies and propose new policies where necessary.
• Contribute actively to HR and company-wide projects.
• Develop detailed process maps and workflow diagrams to analyze and optimize organizational and business operations.

Job Description Management

• Maintain a comprehensive Job Description library and Job Family Matrix for the organization.
• Evaluate current job descriptions, prioritizing updates on outdated ones.
• Ensure consistent use of the standard job description template across the company.
• Gather detailed job information via interviews, observations, and questionnaires to write accurate job descriptions covering duties, responsibilities, work conditions, and physical demands.
• Create or revise job descriptions that truly reflect roles based on collected data.
• Develop procedures for periodic job description updates aligned with employee reviews and job changes.

Performance Management System

• Implement and monitor performance management systems to effectively manage employee performance and expectations.
• Provide support for KPI setting, technical competency criteria, counseling, and other performance management areas to ensure smooth rollout and user satisfaction.
• Continuously review and enhance performance management processes based on feedback from managers and employees.
• Assist in setting KPIs for professional-level and higher employees, and help divisions optimize business operations linked to these KPIs.
• Compile and maintain a KPI Library and key performance metrics, responding promptly to business needs.
• Support development and upkeep of technical and behavioral competency matrices used in performance evaluation.
• Collaborate with planning and performance teams to ensure KPIs align with strategic business goals.
• Design and deliver training programs and awareness sessions related to various stages of performance evaluation and onboarding.

Job Specifications and Qualifications

The candidate must hold a bachelor’s degree in Human Resources Management, Organizational Psychology, Business Administration, or Management Information Systems. A minimum of 8 to 10 years of relevant experience is required, ideally within the Oil & Gas or Maritime industries.

Preferred certifications include SHRM, Organizational Development (OD), CIPD, AIHR, KPI Certification from The KPI Institute, and Korn Ferry certification in Job Analysis and Evaluation.