Organizational Development

We are seeking a motivated, detail-oriented Junior Organizational Development Officer to support Learning & Development (L&D) and Succession Planning initiatives. The role assists with designing, coordinating, and administering training programs and supporting talent development to strengthen the internal talent pipeline.

The ideal candidate is passionate about employee development, skilled in coordination, and able to work with multiple stakeholders across the business.

Key Responsibilities

Learning & Development

• Coordinate the annual Training Needs Analysis (TNA).
• Assist in developing and implementing the annual L&D calendar.
• Coordinate internal and external training programs, including logistics and registrations.
• Maintain employee training records within the HRIS/LMS.
• Generate monthly and quarterly L&D reports and dashboards.
  
  

• Support implementation and maintenance of the succession planning framework.
• Maintain succession planning databases and talent profiles.
• Assist in identifying critical positions.
• Coordinate talent review meetings with department heads.
• Track Individual Development Plans (IDPs) for successors.
• Monitor readiness levels and development progress.
• Prepare succession planning reports, talent matrices, and dashboards.
• Ensure succession planning documentation is updated and confidential.
• Support leadership development initiatives for high-potential employees.
  
  

• Assist with competency mapping and assessments.
• Support development and review of competency frameworks.
• Maintain job descriptions and organizational development documentation.
• Support employee engagement and organizational effectiveness initiatives.
• Support HR projects related to organizational development, performance management, and talent management.
• Prepare reports, presentations, and analytical dashboards for management.
• Ensure compliance with company policies and HR best practices.
  
  

• Bachelor's Degree in Human Resources, Business Administration, Psychology, Organizational Development, or related field.
• 1–3 years of experience in L&D, Talent Management, HR, or Organizational Development.
• Fresh graduates with strong HR internship experience may also be considered.
  
  

• Knowledge of Learning & Development principles.
• Basic understanding of Succession Planning and Talent Management.
• Familiarity with Training Needs Analysis (TNA).
• Experience with HRIS or Learning Management Systems (LMS) is an advantage.
• Advanced Microsoft Excel (Pivot Tables, VLOOKUP/XLOOKUP, charts, dashboards).
• Proficiency in Microsoft PowerPoint and Word.
• Strong reporting and data analysis capabilities.
  
  

• Excellent communication and interpersonal skills.
• Strong organizational and coordination abilities.
• High attention to detail.
• Ability to manage multiple priorities.
• Analytical and problem-solving mindset.
• Ability to support presentations and facilitation.
• Ability to maintain confidentiality.
• Collaborative, proactive team player.
  
  

• Annual training plan completion rate.
• Training attendance and completion rates.
• Training effectiveness and satisfaction scores.
• Accurate, timely training records.
• Percentage of critical roles with identified successors.
• Completion of Individual Development Plans (IDPs).
• Succession planning data accuracy.
• Training budget utilization.
• Timely submission of L&D and succession planning reports.
• Internal promotion rate for identified talent.
  
  

• Certification in Learning & Development, Talent Management, Organizational Development, or CIPD Level 3/5 (advantage).
• Experience with LMS platforms and HR analytics tools.
• Knowledge of competency frameworks and career development practices.
• Exposure to manufacturing, engineering, construction, or industrial environments is preferred.