Organisational Development (OD) Specialist

• Bachelor’s degree in human resources, Psychology, Business Administration, or a related field. A master’s degree is a plus.

• Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment.

• Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory.

• Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies.

• Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance.

• Exposure to change management and organizational design initiatives is an advantage.

• Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development.

• In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks.

• Understanding of workforce planning, skills assessment methodologies, and competency frameworks.

• Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building.

• Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration.

• Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management.

• Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage.

• Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development.

• Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs.

• Develop and maintain competency frameworks that align with strategic business objectives and support career progression.

• Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations.

• Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives.

• Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies.

• Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities.

• Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions.

• Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams.

• Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics.

• Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives.

• Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.