Employee Capability and Development Officer III, Quezon City

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, succession, etc.) needs assessment, utilizing the most appropriate data gathering and validation methodologies.
• Drafts a needs assessment plan, after due consultation and understanding of the organizational needs and review of literature.
• Drafts questionnaires and/or data-gathering guides to facilitate the sessions.
• Conducts data gathering, which includes primary and secondary data sources.
• Builds network with various vendors for possible partnerships 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 to building an employee capability and development roadmap as part of the Universitys 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 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/schools 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 ECDs operational budget requirements.
• Assists the OPT&OD during peak seasons, and the University for events and committee works.