This role is to drive organization development and effectiveness initiatives that strengthen organizational capability, workforce readiness, performance effectiveness and senior leadership capability. The role independently leads complex cross-functional and cross-border initiatives across organization design, strategic workforce planning, senior leadership development, performance management, people-process integration and organizational change, translating business needs into practical organization and people solutions while influencing stakeholders across functions and regions.
The role acts as an internal OD resource and project leader, connecting business needs with global HR frameworks and enabling greater integration and consistency across the organization.
Major Areas of Responsibility
Organization & Workforce Strategy
Lead strategic workforce planning activities, translating business strategy into workforce demand, capability requirements and workforce actions.
Analyze workforce trends, organizational structures, spans/layers, roles, decision rights and capability gaps to identify organization effectiveness opportunities.
Lead defined organization design and workforce strategy projects, developing practical options and recommendations for business and HR leaders.
Continuously enhance workforce planning and organization design methodologies, tools and governance for global and regional application.
Senior Leadership & Cross-border Development
Develop and enhance the senior leadership development framework, aligned with business strategy and future organizational needs.
Design and lead senior leadership development interventions, including leadership assessment, 360 feedback, coaching, executive development and leadership-team effectiveness.
Develop and manage cross-border leadership development opportunities, including strategic assignments, global projects and cross-regional leadership exposure.
Partner with L&D and regional HR to translate leadership needs into appropriate development solutions and evaluate their effectiveness
People Process Integration & Performance Effectiveness
Improve continuously the performance management framework, including performance philosophy, goal-setting, performance dialogue, feedback and calibration principles, in alignment with business and organizational needs.
Lead integration of selected end-to-end people processes across Global HR CoEs, HRBPs and regional HR, identifying gaps, duplication, inconsistent practices and unclear ownership.
Facilitate alignment among Global HR CoEs, HRBPs and regional HR on process principles, roles, handoffs, governance and global/local application.
Develop integrated process designs, guidelines and tools, and partner with Digital HR and process owners to improve employee/manager experience, governance and process effectiveness.
Change & Organization Effectiveness
Lead selected organization effectiveness and change initiatives, applying OD methodologies to address complex organizational and people challenges.
Conduct organization/team diagnostics and facilitate cross-functional or cross-regional workshops to identify issues and develop practical interventions.
Develop change approaches, stakeholder plans and implementation road-maps for major organization or HR transformation initiatives.
Act as an internal OD/OE resource, sharing expertise, tools and recommendations with HR colleagues and business stakeholders.
Minimum Job Requirements
Education: Bachelor's degree or above in Human Resources, Organizational Psychology, Business Administration, Organizational Development, or related disciplines. Master's degree in HR, Organization Development, Business, Psychology or related field is preferred.
Experience: At least 8 years of relevant experience in Organization Development, Organization Effectiveness, HR Strategy, Strategic Workforce Planning, Leadership Development, Performance Management, HR Transformation, HR Consulting, or related fields. Demonstrated experiences independently leading cross-functional/border projects, developing or improving HR frameworks/processes, or working with regional/global stakeholders are preferred. Experience in a multinational or technology/manufacturing environment would be advantageous.
Language: Fluent in Mandarin and English, both written and spoken, with the ability to facilitate discussions and present recommendations to global stakeholders.
Skills
n Required Competencies :
Organization Design & Strategic Workforce Planning: Advanced knowledge of organizational structures, span/layer analysis, capability gap identification, decision rights, and workforce modeling.
Leadership Development & Assessment: Hands-on experience designing leadership frameworks, 360-degree feedback, executive coaching, and senior leadership interventions.
Change Management & Organizational Effectiveness: Expertise in applying OD/OE methodologies, conducting team/org diagnostics, facilitating cross-functional workshops, and building change roadmaps.
Process Integration & Performance Management: Proven capability in end-to-end HR process design, performance framework enhancement (goal setting, calibration, feedback), and leveraging Digital HR tools.
Problem Solving & Analytical Thinking: Ability to analyze complex, unprecedented organizational challenges, identify root causes, and propose innovative, structured solutions without existing templates.
Attributes
Strategic Thinking & Business Acumen: Capability to translate high-level business strategy into practical, scalable HR and workforce solutions.
Cross-Border Leadership & Stakeholder Influence: Ability to build credibility, form decisions on complex issues, and influence senior leadership, CoEs, HRBPs, and regional teams across diverse cultural contexts.
High Autonomy & Accountability: Self-driven operator who can lead project teams, make strategic decisions with minimal supervision, and take accountability for outcomes with cross-team impact.
Communication & Facilitation: Exceptional skills in structured communication, executive reporting, workshop facilitation, and resolving conflicting viewpoints among diverse stakeholder groups.
Coaching & Knowledge Sharing: Ability to act as an internal OD consultant and subject-matter expert, guiding colleagues, conducting formal training, and elevating internal capabilities.
