Ateneo de Manila University
Ateneo de Manila University

HR Officer | Organization Capability and Succession Section  

Ateneo de Manila University

 
  • Quezon City, Philippines
    Katipunan Loyola Heights, Quezon City, Metro Manila, Philippines
    Quezon City
    Metro Manila
    Philippines
    Philippines
  • Full timeFULL_TIME

Expired 3 years ago

2021-04-29T16:00:00+00:00
Job closed.

Job Description

Under the supervision of the Organization Capability and Succession Section Head, the HR Officer III will assist in designing, developing, and implementing organization development and succession management projects for the University. The HR Officer shall also assist in looking after the internal quality measures of the Office of the Human Resource Management and Organization Development’s (OHRMOD) systems, processes, and capabilities.

Main Duties and Responsibilities

I. Organization Diagnoses and Intervention

  • Keeps abreast of organization advancements, taking a special interest in organization design, process improvements, capability development, change management, and succession management.
  • Assists in conducting organization need assessment, utilizing the most appropriate data gathering and validation methodologies.
    • Drafts an organization assessment plan, after due consultation and understanding of the needs of the client.
    • Drafts questionnaires and/or data gathering guides to facilitate the sessions.
    • Assists in the actual conduct of data gathering, from the administration of questionnaires to facilitation of sessions.
    • Assists in designing various processes including organizational charts and process flow to understand and document the work of the unit.
  • Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources.
  • Assists in designing organization development (OD) interventions and evaluation processes to address gaps determined in the organizational diagnosis phase.
  • Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering, etc.) as assigned by the Organization Capability and Succession Section Head.
    • Assists in monitoring, coordinating, implementing, and evaluating organization development projects, keeping track of the deliverables, timelines, and agreements
    • (Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process.
    • Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context.
    • Assists the Workforce Strategy & Branding (WSB) Section and the Career & Learning Development (CLD) in carrying out needed interventions.

II. Organization and Job Design

  • Assists in reviewing the effectiveness of an organizational unit, proposing job designs, processes, and systems that can bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.
  • Works with the Workforce Strategy and Branding Section in ensuring that all job levels accurately reflect the worth of the jobs, that proper classification and nomenclatures are followed.

III. Talent Development and Succession

  • Researches on talent development and succession systems within and among the academic community and other industries.
  • Benchmarks best practices in employee learning and development that cover frameworks, assessment strategies, development of interventions, implementation, and evaluation systems.
  • Assists in monitoring qualification standards and competencies for different job families and job classification.
    • Assists in identifying and developing talent identification criteria.
    • Assists in the design (review and update) of talent development and succession systems and interventions.
    • Assists in the conduct and evaluation of the talent development programs.
  • Assists in communicating and marketing the University’s talent development and succession program to unit heads and employees.
    • Monitors talent development and succession planning initiatives and projects and provides updates on a monthly basis on the status of such initiatives.
    • Assists in driving a culture that supports continuous improvement in talent development and succession.
    • Monitors employee profiles and capability development with the Career and Learning Development Section, tracking employees with the potential to take on leadership positions.
  • Conducts data gathering and consultations with key stakeholders in the design of learning programs for talents and leaders.
    • Coordinates the development of systematic learning interventions that are aligned with the organization’s and balanced with the individual needs.
    • Assists in coordinating, organizing, and evaluating the talent development and succession programs for potential and incumbent leaders, and unit administrators.

IV. OHRMOD-Specific: Quality Review

  • Assists in reviewing OHRMOD’s processes, systems, and practices to ensure operational efficiency and effective delivery of services.
  • Assists in monitoring the achievement of OHRMOD’s goals.

V. HR Partnering

  • Keeps track of updates and developments that affect the University as an organization, including its employees.
  • Keeps abreast of trends and changes happening in the University and with the client.
  • Manages and maintains relationships with clients.

VI. Administrative Functions

  • Assists in monitoring, coordinating, implementing, and evaluating all the Section’s projects, keeping track of the deliverables, timelines, agreements, including possible sustainability measures.
    • Ensures all accountabilities are delivered, including payments to suppliers and contractors.
    • Recommends improvements in the Section’s systems, processes, and programs.
    • Assists in budgeting for the Section’s operational requirements.
  • Assists in communicating the programs of the Section to unit heads and employees.
  • Manages and keeps the project team abreast of developments, when necessary.
  • Oversees the coordination, logistical, and resource requirements of the Section’s projects and activities.
  • Documents all meetings, proceedings, and events of the Section’s projects and activities.

VII. Performs all other duties as may be reasonably required of the position, in accordance with the instructions of the Immediate Supervisor, and it's duly authorized representative.

Minimum Qualifications

Education and Experience Requirements

  • Bachelor’s degree in any management or psychology
  • Units in MA in Industrial/Organizational Psychology is an advantage
  • Two (2) year experience in facilitating learning programs
  • At least two (2) year experience in succession planning and organizational development administration
  • At least two (2) year experience in managing and partnering clients

Knowledge, Skills, Abilities

  • Knowledge of how organizations work, how it is set up, its functions
  • Knowledge in basic research, basic statistics is an advantage
  • Must be a strategic and systems thinker; has the ability to connect and see the implications of actions to other systems/processes
  • Critical and analytical thinking, ability to connect and see the implications of actions to other systems/processes
  • Ability to manage multiple priorities as well as the flexibility to adapt to and change new systems and methodologies, a must
  • Advanced knowledge in learning and evaluation methodologies
  • Has good facilitation and feedback skills (active listening, asking questions)
  • Ability to conduct needs assessment and design learning curricula
  • Excellent communication, interpersonal, partnering, negotiation skills
  • Ability to partner for change
  • Strong attention to detail
  • Ability to innovate and open to learning
  • Must be comfortable handling ambiguity, flexible, adaptable, and proactive
  • Strong knowledge on presentations and several MS applications (Excel, PowerPoint, Visio etc.), creating various reports in Excel
  • Has a strong sense of urgency balanced with quality-result orientation

Jobs Summary

Job Level
Associate / Supervisor
Job Category
Human Resources
Educational Requirement
Bachelor's degree graduate
Recruiter response to application
Once in a while
Office Address
Katipunan Loyola Heights, Quezon City, Metro Manila, Philippines
Industry
Higher Education / Academia
Vacancy
1 opening
Website
http://www.ateneo.edu/

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About Ateneo de Manila University

The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

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