Assistant Manager (OD, Learning, Culture & Engagement)

Join Our Vision for People Excellence

We’re Hiring: Assistant Manager (OD, Learning, Culture & Engagement)

Shape the Future of People & Performance

As a leading FMCG group of companies, we believe our people are our greatest strength. We are building a strategic, data-driven, and people-centric HR function that drives business growth, innovation, and organizational transformation.

We’re looking for a young, visionary HR professional (age 25–38) with a strategic mindset and transformation-driven thinking to join as Assistant Manager (OD, Learning, Culture & Engagement) partnering directly with the Head of HR to build the next era of organizational excellence.

Organizational Development & Process Excellence

• Prepare and update organizational structures, departmental organograms, and reporting lines.

• Develop and maintain Responsibility Matrix (RACI / FRM) to ensure role clarity and accountability.

• Conduct process mapping and workflow documentation across departments and identify improvement opportunities.

• Coordinate the development and review of departmental SOPs and operational policies.

• Maintain the company-wide Approval / Signature Matrix.

• Implement Employee Suggestion & Continuous Improvement System.

• Develop and maintain departmental Skill Matrix to identify competency gaps and workforce capability levels.

• Support organizational restructuring, change management, and business transformation initiatives.

• Develop succession planning frameworks to identify and prepare high-potential employees for future leadership roles.

Learning & Capability Development

• Conduct Training Needs Assessment (TNA) based on skill gaps, performance gaps, and organizational requirements.

• Design and implement annual and monthly learning plans for employees.

• Develop and deliver internal training modules across functional areas to upskill employees.

• Coordinate employee orientation and onboarding programs for new joiners.

• Monitor learning effectiveness and maintain employee development records and reports.

Performance Management & KPI System

• Support the development and implementation of departmental KPI frameworks.

• Implement 360-degree performance assessment systems involving supervisors, peers, and team members.

• Conduct performance review discussions and development planning.

• Identify low-performing employees and arrange performance improvement coaching sessions.

Probation Period Employee Assessment

• Assess probationary employees on performance, behavior, and alignment with company culture.

• Provide recommendations for confirmation, salary increment, or promotion to department heads and management.

• Track probation completion metrics and ensure timely evaluation and documentation.

• Coordinate with HR and department heads to implement development plans for probation employees who require additional support.

One-to-One Assessment & Employee Counseling

• Conduct one-to-one employee development discussions to identify career aspirations and improvement areas.

• Provide confidential coaching, mentoring, and counseling support to employees facing performance or motivation challenges.

• Support department heads in managing behavioral or performance-related employee issues.

Employee Engagement & Culture Development

• Design and implement initiatives that strengthen employee motivation, ownership, collaboration, and emotional connection with the organization.

HR Analytics, HRIS & Reporting

• Maintain reports and dashboards for OD initiatives, training programs, engagement activities, and performance reviews.

• Analyze workforce data to support HR strategy, succession planning, and leadership decision-making.

• Manage HRIS data, analytics, and documentation for policies, SOPs, and employee development initiatives.

Cross-Department Coordination & Implementation

• Collaborate with department heads, senior management, and external consultants/trainers to implement HR development initiatives.

• Facilitate cross-department collaboration and alignment for OD, engagement, and training programs.

• Ensure HR initiatives are effectively executed across all business units.

Key Focus Areas:

• Organizational Development, Culture & Change Management

• Learning & Development (Leadership, Skill & Behavioral Programs)

• Talent & Succession Planning

• KPI, Competency Mapping & Skill Matrix

• HRIS, Analytics & Dashboards (Power BI, Pivot, Power View)

• Engagement, Collaboration & Trust Building