RESPONSIBILITIES
Organizational Development Architect (50%)
Organizational Design & Standardization
- Review, restructure, and standardize the company-wide job catalog, departmental functions, job mapping, and job descriptions to ensure organizational efficiency and alignment with business transformation.
- Collaborate with C&B and HRBP teams to analyze workforce performance, review headcount structure, and continuously optimize the organizational structure in line with business strategies.
Competency Framework Development
- Lead the review and enhancement of the competency dictionary and competency framework across roles.
- Develop competency assessment tools to quantitatively measure knowledge, skills, and attitudes (ASK).
Performance Management
- Review and manage the organization’s performance management system, including KPI frameworks and periodic competency evaluations.
- Analyze post-evaluation data to advise leadership on workforce capability and propose organizational development and talent planning initiatives.
Talent Management
- Develop clear career pathways for key positions within the organization.
- Establish succession planning programs to identify and develop high-potential talent, ensuring long-term leadership continuity.
Learning & Development Strategy (40%)
Training Strategy Planning
- Conduct Training Needs Analysis (TNA) based on competency gaps and short-term and long-term business objectives.
- Partner with department heads to provide learning solutions that address real business challenges.
Learning Experience & Technology
- Manage and continuously enhance the Learning Management System (LMS), including training digitalization and learning data management.
- Research and apply modern learning methodologies such as gamification, micro learning, and blended learning to optimize learning experiences.
Internal Capability Development
- Develop and standardize internal trainer programs to capture and disseminate organizational knowledge.
- Deliver or coordinate leadership and management training programs when required.
Operations & Management (10%)
- Manage and optimize the annual training budget.
- Lead and develop the professional capability of the L&OD team.
REQUIRED BACKGROUND & ATTITUDE
Professional Expertise & Experience
- Minimum 5 years of experience in Learning & Organizational Development leadership roles, preferably within large-scale organizations (1,000+ employees).
- Strong hands-on experience in building competency frameworks, performance management systems (PMS), career pathing, and succession planning.
- Solid knowledge of training models, learning program design, and LMS operations.
Mindset & Skills
- Growth Mindset: Demonstrates a continuous learning approach through the philosophy of learn, unlearn, and relearn.
- Data-driven mindset: Strong ability to analyze HR data and translate insights into strategic decisions.
- Leadership & Influence: Ability to influence, consult, and partner effectively with senior leadership.
HOW TO APPLY: Please send your CV to the consultant in charge:
E-mail: thithao.tran@ev-search.com
All applications will be considered without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or any other non-merit factor.
