Senior Organization Development (OD) Executive

The Organization Development (OD) Manager plays a strategic role in enhancing the organizational culture, employee engagement, talent development, employer branding as assigned that aligns with the company's business goals. This role involves leading key functions such as Employer Branding, Learning & Development, and Culture & People Engagement to foster a high-performance culture and drive organizational effectiveness.
Key Responsibilities:
1. Culture & People Engagement:
• Foster an inclusive, collaborative, and high-performance culture that aligns with the company's MVVC.
• Lead employee engagement initiatives and activities to ensure employees are motivated, activity impact and aligned with organizational goals.
• Collaborate with the cross team to conduct corporate events & internal communication activities to strengthen the organization's understanding, teamwork and organization's goal.
• Conduct regular surveys and feedback loops to understand employee sentiment, and take action based on findings.
• Organize initiatives that encourage employee involvement in company activities and foster positive workplace relationships.
2. Internal Communications:
• Main in charge of internal communications strategy as assigned.
• Develops communication materials using a variety of tactics (written communications, presentation materials, Slack and other platforms, all hands meetings, team meetings, etc.) to articulate key messages.
• Implements metrics reports to measure effectiveness of internal communication channels and measures internal communications with the goal of continuously improving internal communications plans to reach and engage employees.
3. Employer Branding:
• Develop and execute plans to enhance the company's employer brand to attract top talent as assigned.
• Collaborate with the TABP team to ensure consistent messaging across all channels.
• Monitor and measure the effectiveness of employer branding initiatives, EVP and other branding campaigns.
• Cultivate partnerships with other branding stakeholders as universities, industry organizations, and other external partners to build the company's brand.
4. Learning & Development:
• Align with MFV L&D master plan, support to implement organizational training programs that enhance leadership development, technical skills, and employee growth.
• Promote a continuous learning environment that supports career progression and business growth.
• Establish performance metrics to assess the effectiveness of training programs and make data-driven adjustments.