Senior Organizational Development Specialist Full Time

JOB PURPOSE:

The Senior Organizational Development Specialist supports the execution and continuous improvement of key OD initiatives, with primary focus on performance management, KPI frameworks, talent management, learning and development, job architecture, organizational structures, and OD reporting.

The role ensures that OD processes are implemented with discipline, accuracy, and business relevance by coordinating with stakeholders, maintaining trackers and dashboards, analyzing data, preparing reports, supporting frameworks, and following up on execution. The position requires strong OD judgment, structured thinking, data accuracy, stakeholder coordination, and the ability to translate OD frameworks into practical business tools.

Key Responsibilities

Performance Management and KPI Support

• Support the implementation of the performance management cycle, including goal setting, KPI alignment, performance reviews, calibration, and reporting.
• Coordinate with managers and stakeholders to ensure performance activities are completed accurately and on time.
• Support the deployment and review of KPI frameworks to ensure KPIs are clear, measurable, role-relevant, and aligned with business priorities.
• Track performance management completion, rating trends, documentation quality, and follow-up actions.
• Prepare performance dashboards, reports, and summaries highlighting progress, gaps, risks, and inconsistencies.
• Support managers with guidance on KPI setting, performance documentation, and evidence-based evaluation.
• Identify performance management quality gaps and recommend practical improvement actions.

Talent Management and Succession Support

• Support talent management processes by organizing and analyzing performance, potential, readiness, and succession-related data.
• Assist in talent mapping exercises, succession planning discussions, and development action follow-up.
• Track critical roles, potential successors, readiness levels, and development plans.
• Highlight inconsistencies such as rating inflation, unclear high-potential nominations, or gaps in successor readiness.
• Prepare talent-related summaries, dashboards, and presentations for OD and leadership review.

Learning and Development Support

• Support learning needs analysis by reviewing performance data, business needs, manager input, and capability gaps.
• Assess training requests to determine whether the issue is related to knowledge, skill, behavior, role clarity, process gaps, workload, or management practices.
• Research and compare learning providers, facilitators, digital learning platforms, and training solutions.
• Support the design and coordination of learning journeys, internal programs, workshops, and development initiatives.
• Coordinate learning delivery, communication, attendance, feedback, and follow-up.
• Support evaluation of learning effectiveness through feedback, manager input, and relevant performance indicators.

Job Architecture and Organization Design Support

• Conduct job analysis and support the development and maintenance of job descriptions, role profiles, and role documentation.
• Support job evaluation and grading processes by preparing accurate role information and maintaining required documentation.
• Maintain job architecture records, role libraries, and grading-related files.
• Support organizational structure updates, reporting line documentation, and organigram maintenance.
• Track approved structural changes and ensure alignment between structures, job titles, reporting lines, and role documentation.

OD Reporting, Analytics and Project Governance

• Maintain OD dashboards, trackers, and reporting tools across performance management, talent, learning, structures, and job documentation.
• Collect, validate, organize, and analyze OD-related data from different sources and stakeholders.
• Identify trends, gaps, risks, and inconsistencies, and translate findings into clear insights and recommendations.
• Prepare regular progress reports, presentations, and governance updates for the OD Manager and relevant stakeholders.
• Track project timelines, milestones, ownership, dependencies, risks, and completion status.
• Ensure proper documentation, version control, confidentiality, and follow-up discipline across OD initiatives.

Research, Frameworks and Stakeholder Coordination

• Conduct research, benchmarking, and best-practice reviews to support OD frameworks and initiatives.
• Develop and improve OD tools, templates, guides, and implementation materials.
• Coordinate with HR, Finance, Operations, Commercial, Retail, Supply Chain, and other business stakeholders to support OD execution.
• Communicate requirements, deadlines, updates, and follow-up actions clearly and professionally.
• Challenge incomplete or low-quality inputs professionally and escalate risks when required.
• Maintain confidentiality when handling sensitive employee, performance, talent, and organizational information.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Management, or a related field.
• Master’s degree or professional certification in HR, OD, L&D, project management, or people analytics is an advantage.
• 4–7 years of experience in Organizational Development, HR projects, L&D, performance management, or HR transformation.
• Experience in performance management cycles, KPI frameworks, dashboards, reporting, and stakeholder follow-up.
• Experience in talent management, learning needs analysis, job analysis, job descriptions, or job evaluation support.
• Strong experience in Excel, PowerPoint, reporting, trackers, and structured project coordination.
• FMCG, food distribution, retail, B2B, or multi-division business exposure is an advantage.