Senior VP Organization Development

Roles and responsibilities

Participate in the development and update of SPL’s organizational structure and functional mandates in line with the strategies and work procedures of the organization’s functions according to the nature of their work and operating model.
Maintain the Human Capital policies and procedures manual to ensure proper documentation and governance.
Participate in studying and evaluating the impact of changes in the organizational structure based on SPL’s business needs and plan the transition to the target position to ensure business continuity.
Ensure communication with the organization’s functions to discuss proposed amendments and improvements to the organization structure in order to ensure that the specific plans for the development of SPL’s structure are effectively implemented.
Prepare job descriptions and ensure they fulfill all the necessary tasks and requirements in accordance with the established principles and standards.
Support in the development of applicable strategies and plans of workforce planning by identifying gaps and anticipating future needs and requirements to ensure that the developed plans are comprehensive to bridge the gaps between supply and demand of workforce
Organizational Assessment and Diagnosis
Conduct Organizational Assessments: Use qualitative and quantitative data collection methods (e.g., surveys, interviews, focus groups) to assess the organization's current state, including culture, structure, processes, and employee satisfaction.
Analyze Organizational Data: Gather and analyze data related to employee performance, engagement, turnover, and productivity to identify areas for improvement and develop actionable insights.
Identify Issues and Opportunities: Diagnose organizational issues such as communication breakdowns, leadership gaps, or inefficiencies in workflows. Provide recommendations for improvements.

Desired candidate profile

Human Capital Strategy & Planning

Organization Design
Development and Implementation of OD Interventions
Design OD Interventions: Develop and implement initiatives that address organizational challenges, such as leadership development programs, change management strategies, team-building activities, or culture transformation initiatives.
Support Change Management: Assist in managing organizational change by creating strategies to help employees adapt to new processes, technologies, or structures. This can involve training, communication plans, and stakeholder engagement.
Program Implementation: Work closely with HR and leadership teams to ensure the smooth execution of OD programs, including training sessions, workshops, or performance improvement initiatives.
Data-Driven Decision Making
Use Analytics for Decision Making: Analyze employee and organizational performance data to assess the effectiveness of OD interventions and provide data-driven insights to senior management.
Evaluate Programs: Continuously measure and evaluate the success of organizational development programs, making adjustments as needed to improve outcomes.