Employee Capability and Development Officer III  

Under the supervision of the Employee Capability and Development Assistant Director, the Employee Capability and Development Officer III will assist in the design, implementation, and evaluation of programs from onboarding and socialization, learning and development, performance, promotion, career, and succession.

Main Duties and Responsibilities

Employee Capability and Development Needs Assessment

• Conducts employee capability and development (e.g., performance, learning, career, promotion, and succession, etc.) needs assessment, utilizing the most appropriate data gathering and validation methodologies.
• Drafts a needs assessment plans, after due consultation and understanding of the organizational needs and review of literature.
• Drafts questionnaires and/or data gathering guide to facilitate the sessions.
• Conducts data gathering, which includes primary and secondary data sources.
• Builds network with various vendors for possible partnership to develop and improve learning methods.

Employee Monitoring, Mobility, and Placement

• Analyzes employee profile trends, in coordination with the other sections in the OPT&OD.
• Monitors the status of the internal candidates on a regular basis (e.g., weekly, monthly, quarterly, yearly, etc.)
• Works closely with the Recruitment Section in identifying possible internal candidates to fill in existing and potential vacancies

Employee Capability and Development Programs

• Contributes in building an employee capability and development roadmap as part of the University’s talent development and retention strategy.
• (Re)Designs and implements a responsive intervention and evaluation plan to address identified needs.

Onboarding and Socialization Program

• (co)Designs onboarding programs that would ensure that new employees to the University, and employees transferring to another unit and/or position, are properly oriented and enculturated with their new team.

Learning and Development Program

• Coordinates learning and/or career development programs and initiatives of each unit.
• Analyzes the effectiveness of learning programs offered internally and sponsored externally.
• Administers the annual performance evaluation process

HR-Specific: Development

• Assists in reviewing the capabilities of OPT&OD team members, and recommends programs possible capability and learning interventions.
• Monitors the career mobility of the HR team, serving as career advisers, and recommending programs that will enable them to achieve their career aspirations.

HR Partnering and Program Administration Functions

• Actively researches practices related to OPT&OD functions - frameworks, assessment strategies, intervention and evaluation.
• Identifies and interprets current and concerns, trends, and opportunities, and makes recommendations.
• Keeps abreast with trends and changes happening in the University and determines how it affects the Office.
• Serves as a partner to an assigned cluster/school’s leadership teams on initiatives that require HR/OD expertise and services.

Group Management Support

• Assists in creating/updating policies related to employee capability and development.
• Assists in preparing the ECD’s operational budget requirements.
• Assists the OPT&OD during peak seasons, and the University for events and committee works.

Knowledge, Skills and 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 flexibility to adapt to and change new systems and methodologies, a must
• Advanced knowledge in HR/OD design
• 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

Education and Experience Requirements:

• Bachelor’s degree in any management or psychology
• Units in MA in Industrial/Organizational Psychology is an advantage
• Four (4) year experience in facilitating programs
• At least two (2) year experience in designing HR/OD systems and programs
• At least two (2) year experience in managing and partnering clients