Under the supervision of the Employee Capability and Development Assistant Director, the Employee Capability and Development Officer III will assist in the design, implementation, and evaluation of programs from onboarding and socialization, learning and development, performance, promotion, career, and succession.

Main Duties and Responsibilities

Employee Capability and Development Needs Assessment

Conducts employee capability and development (e.g., performance, learning, career, promotion, and succession, etc.) needs assessment, utilizing the most appropriate data gathering and validation methodologies. Drafts a needs assessment plans, after due consultation and understanding of the organizational needs and review of literature. Drafts questionnaires and/or data gathering guide to facilitate the sessions. Conducts data gathering, which includes primary and secondary data sources. Builds network with various vendors for possible partnership to develop and improve learning methods.

Employee Monitoring, Mobility, and Placement

Analyzes employee profile trends, in coordination with the other sections in the OPT&OD. Monitors the status of the internal candidates on a regular basis (e.g., weekly, monthly, quarterly, yearly, etc.) Works closely with the Recruitment Section in identifying possible internal candidates to fill in existing and potential vacancies

Employee Capability and Development Programs

Contributes in building an employee capability and development roadmap as part of the University’s talent development and retention strategy. (Re)Designs and implements a responsive intervention and evaluation plan to address identified needs. Onboarding and Socialization Program (co)Designs onboarding programs that would ensure that new employees to the University, and employees transferring to another unit and/or position, are properly oriented and enculturated with their new team. Learning and Development Program Coordinates learning and/or career development programs and initiatives of each unit. Analyzes the effectiveness of learning programs offered internally and sponsored externally. Administers the annual performance evaluation process

HR-Specific: Development

Assists in reviewing the capabilities of OPT&OD team members, and recommends programs possible capability and learning interventions. Monitors the career mobility of the HR team, serving as career advisers, and recommending programs that will enable them to achieve their career aspirations.

HR Partnering and Program Administration Functions

Actively researches practices related to OPT&OD functions - frameworks, assessment strategies, intervention and evaluation. Identifies and interprets current and concerns, trends, and opportunities, and makes recommendations. Keeps abreast with trends and changes happening in the University and determines how it affects the Office. Serves as a partner to an assigned cluster/school’s leadership teams on initiatives that require HR/OD expertise and services.

Group Management Support

Assists in creating/updating policies related to employee capability and development. Assists in preparing the ECD’s operational budget requirements. Assists the OPT&OD during peak seasons, and the University for events and committee works.