Manager, Organization Development & HR Policy

1. Role Purpose

The Manager, Organization Development & HR Policy supports the Division Head of Human Resources in building and strengthening core HR management foundations, including organization development, job architecture, workforce planning, HR policies, performance and talent governance, HR digitalization and people data initiatives.

The role acts as a functional lead and subject matter expert, providing frameworks, analysis, recommendations and practical solutions to improve organizational effectiveness, optimize workforce resources and strengthen HR governance in line with business priorities.

2. Key Responsibilities

2.1. Organization Development

• Support the Division Head of HR in developing organization design principles, structure governance, functional mandates, reporting lines and role accountabilities.
• Review and provide recommendations on organization structure changes, new functions, role changes, reporting lines and workforce requirements.
• Develop standard templates, assessment criteria and guidance for organization change and workforce proposals.
• Prepare analysis and recommendation papers to support management discussions and decision-making.

2.2. Job Architecture, Workforce Planning and Productivity

• Develop and maintain the job title framework, job families, job levels, job description templates and career path principles.
• Support the development of workforce planning methodology, manpower planning and productivity analysis by function.
• Provide insights on workforce structure, headcount, productivity, workforce cost and resource utilization.
• Work with relevant HR teams to ensure alignment between job architecture, grading, total rewards and career progression.

2.3. HR Policy and Governance

• Lead the development and governance of HR policies to ensure consistency, clarity, compliance and alignment with business needs.
• Review, redesign and simplify HR policies, procedures and approval matrices.
• Build policy governance discipline, including policy inventory, ownership, review cycle and approval process.
• Provide policy analysis and recommendations to improve HR governance, employee experience and operational effectiveness.

2.4. Performance and Talent Governance

• Lead the design and continuous improvement of the performance management framework, including KPI principles, performance review process, rating calibration and governance standards.
• Develop practical tools, guidelines and governance mechanisms to improve performance discipline, manager accountability and consistency in performance evaluation.
• Lead the development of governance principles for promotion, talent review, succession planning and critical role management, in alignment with the Company’s job architecture and workforce planning framework.
• Provide analysis and recommendations on performance, capability, talent movement and retention risks to support management decision-making.
• Work with relevant HR teams to ensure performance and talent outcomes are appropriately linked with capability development, career progression, recognition and total rewards principles.

2.5. HR Digitalization and People Data Initiatives

• Lead HR digitalization and data-driven HR initiatives under the direction of the Head of HR.
• Develop HR reporting frameworks, dashboards and people analytics to support management decision-making.
• Define key HR metrics, data standards and reporting logic to improve consistency and reliability of people data.
• Promote a more data-driven way of working within the HR function.

• Minimum 8–10 years of HR experience, preferably with exposure to organization development, HR policy, C&B, total rewards, performance management, workforce planning, HR digitalization or people analytics.
• Experience in developing or contributing to organization structure, job architecture, job descriptions, HR policies, workforce planning, HR reporting or HR process improvement.
• Strong systems thinking, analytical capability and ability to connect HR issues with business priorities.
• Ability to work with senior stakeholders and provide recommendations based on data, governance principles and operational practicality.
• Good project management, stakeholder management and communication skills.
• Hands-on, practical, flexible and comfortable working in a fast-changing environment with evolving priorities.
• Experience in financial services, securities, banking, technology or large-scale corporate environments is an advantage.