Assistant/Deputy Manager, Organisation Development

Sdc Officemid

OtherDeputy Manager

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Quick Summary

Overview

[What the role is]As a key member of the Organisation and Talent Development team, you will play a central role in shaping and embedding the organisational culture and building workforce capability.

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OtherDeputy Manager

As a key member of the Organisation and Talent Development team, you will play a central role in shaping and embedding the organisational culture and building workforce capability. You will lead the development and implementation of the Core Competency Framework (CCF) and functional competency frameworks, working closely with business units to translate these into meaningful programmes and interventions. This role is well-suited for someone who is passionate about people, comfortable working across all levels of the organisation, and energised by the challenge of turning strategy into practice.

Responsibilities

~1 min read

Culture Building

→Design, develop and implement programmes to build the desired organisational culture and instil a common purpose through the Core Competency Framework (CCF), ensuring it is embedded meaningfully across HR systems, processes and the employee lifecycle.
→Support and/or facilitate targeted interventions for business units to build the required team culture, adapting approaches to suit different contexts and needs.
→Review the CCF and its implementation on an ongoing basis, and propose enhancements to keep it relevant and effective.
→Collect and analyse data to support organisational health analytics at both the organisation and business unit levels, translating insights into actionable recommendations.

Functional Competency

→Develop, implement and review functional competency frameworks across the organisation, ensuring they are fit for purpose and aligned to business needs.
→Drive organisation-wide implementation of functional competency frameworks, working with business units to contextualise frameworks and developing bespoke plans to support adoption.
→Collaborate with subject matter experts and business unit leads to design assessments, learning pathways and other tools that bring the frameworks to life.
→Monitor and evaluate the effectiveness of competency frameworks, gathering feedback and data to inform continuous improvement.

The incumbent will also be expected to undertake other duties and projects as assigned.

Requirements

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Essential

Minimum 5 years of hands-on, in-house experience developing and implementing culture and/or competency frameworks
Analytical mindset with a demonstrated ability to translate data and insights into creative, practical solutions.
Self-motivated and proactive, with the ability to navigate ambiguity and work with minimal supervision.
Outcome-focused, with strong organisational skills to manage multiple projects simultaneously and meet deadlines.
Strong interpersonal skills with the ability to engage and build relationships with employees across different job levels and functions, in both one-to-one and group settings.
Strong written and verbal communication skills.

Preferred

Experience working across both culture and competency domains, with a track record of driving organisation-wide initiatives.
Familiarity with organisational health diagnostics or people analytics tools and methodologies.
Experience facilitating workshops or group interventions at various levels of an organisation.
A collaborative team player who thrives in a dynamic environment and enjoys working across functions.

We regret that only shortlisted candidates will be notified.