HR Business Partner (OD Focus)

A. Organizational Development (Core Focus)

• Lead and implement Organizational Development initiatives aligned with the company's strategic objectives.

• Conduct organizational assessments to identify structural gaps, operational inefficiencies, and development opportunities.

• Design, review, and optimize organizational structures, including organizational charts, reporting lines, and departmental functions.

• Develop and maintain Job Analysis and Job Evaluation frameworks.

• Design, update, and standardize Job Descriptions, Job Profiles, and Job Specifications.

• Develop and implement competency frameworks and competency dictionaries covering core, behavioral, and technical competencies.

• Conduct manpower planning and workforce analysis to ensure optimal resource allocation.

• Identify organizational gaps and recommend solutions to improve efficiency, productivity, and accountability.

• Support organizational restructuring, change management, and business transformation initiatives.

• Establish clear roles, responsibilities, and accountability frameworks across departments.

• Develop and improve HR policies, procedures, and organizational guidelines.

B. Performance Management

• Design, develop, and manage the Performance Management System (PMS).

• Establish KPIs, OKRs, and performance measurement frameworks aligned with business objectives.

• Support managers in setting measurable departmental and individual performance objectives.

• Conduct performance reviews and analyze evaluation results to identify performance gaps.

• Develop Performance Improvement Plans (PIPs) and follow up on implementation.

• Ensure effective implementation of probation evaluations and employee performance assessments.

• Analyze performance trends and provide recommendations to management.

• Establish a continuous performance feedback and development culture.

C. Talent Management & Development

• Develop talent management strategies to identify, assess, and retain high-potential employees.

• Design career development plans and career progression frameworks.

• Develop succession planning strategies for critical positions.

• Conduct competency gap assessments and identify employee development needs.

• Collaborate with Learning & Development teams to design targeted training and development programs.

• Support talent reviews and employee calibration sessions.

• Develop employee assessment and development tools.

D. Strategic HR Business Partnering

• Partner with department heads and senior management to understand business needs and translate them into HR strategies.

• Provide strategic HR advice and recommendations to business leaders.

• Analyze workforce data and HR metrics to support management decision-making.

• Identify workforce challenges and develop practical solutions.

• Support managers in organizational planning, employee development, and team effectiveness.

• Ensure HR initiatives contribute to business growth and operational efficiency.

• Participate in strategic planning and organizational decision-making.

E. Employee Engagement & Organizational Culture

• Develop initiatives that improve employee engagement, satisfaction, and retention.

• Conduct employee engagement surveys and analyze organizational feedback.

• Identify organizational culture gaps and recommend improvement initiatives.

• Support the development and implementation of company values and behavioral standards.

• Lead initiatives that strengthen internal communication and collaboration.

• Monitor employee turnover and retention indicators and recommend corrective actions.

F. Change Management

• Develop and implement change management plans for organizational initiatives.

• Assess the impact of organizational changes on employees, departments, and business operations.

• Support leadership and managers in communicating organizational changes.

• Identify potential resistance to change and develop appropriate solutions.

• Monitor the effectiveness of change initiatives and ensure successful implementation.

• Bachelor's degree in Human Resources, Business Administration, Management, or a related field.
• Minimum 5+ years of professional experience in Human Resources, with strong hands-on experience in Organizational Development (OD).
• Proven experience in designing, developing, and implementing OD strategies and frameworks.
• Previous experience partnering with senior management and department heads.
• Experience in Technology, Software, Fintech, or other fast-paced business environments is preferred.
• Fluent English is a must, with excellent written and verbal communication skills.

• Medical & Social Insurance.

• Professional and Dynamic Work Environment.

• Career Growth Opportunities.

• Learning & Development Programs.