Strategic Organizational Design: Lead the design, review, and restructuring of the organizational structure and operating models to maximize efficiency, clarify accountability, and directly support the achievement of business objectives.
Job & Role Management: Manage the end-to-end process of Job Analysis, Job Evaluation, and Job Grading to establish a fair, competitive, and standardized compensation and role architecture.
Competency Framework: Design, implement, and maintain the company-wide Competency Model (Core, Functional, and Leadership Competencies) for all roles and levels.
Job Descriptions & KPIs: Collaborate as a strategic partner with departmental leaders to develop and finalize accurate Job Descriptions (JDs) and measurable Key Performance Indicators (KPIs).
Strategic Alignment: Propose, review, and ensure that JDs, competencies, and KPIs are vertically and horizontally aligned with the company鈥檚 mission and annual business goals.
Succession Planning & Critical Roles: Map out Critical Roles and manage the entire Succession Planning process, actively building and monitoring healthy and robust succession pipelines to mitigate leadership risk.
Career & Development Path: Design and communicate clear Career Paths and career mobility frameworks for various functions to support employee motivation and retention.