Organization Design Specialist

Job PurposeResponsible for designing and maintaining the organization’s structural blueprints, role architecture, and performance management framework across the group. The role ensures that organization structures, job descriptions, and performance cycles are coherent, standardized, and strategically aligned, and supports the future evolution towards succession and retention planning.Key Responsibilities1. Organization Design & Org ChartsDesign, update, and maintain organization charts for all entities and functions (HQ and subsidiaries).Ensure org charts accurately reflect approved structures, reporting lines, spans of control, and headcount.Support restructuring, growth, and integration projects by providing OD input and structural recommendations.Partner with HRBPs and business leaders to capture structural changes, ensuring timely updates and proper approvals.2. Role Architecture & Job DescriptionsDevelop and own standard job description (JD) templates aligned with group HR and governance standards.Build, organize, and maintain a centralized JD database for all roles across the group.Work with line managers to draft, review, and update JDs (job purpose, key responsibilities, requirements, KPIs/outputs).Ensure consistency and logic in job titles, families, levels, and grading across entities and functions.Contribute to job evaluation and grading exercises in coordination with Compensation & Benefits (where applicable).3. Performance Management Framework & CycleDesign and continuously improve the performance management framework (policies, cycle, tools, and forms).Develop/maintain appraisal templates, rating scales, and guidelines aligned with company values and core competencies.Plan and coordinate the full performance cycle (goal setting, mid-year review, year-end appraisal) including timelines, communications, and HR system updates if available.Support managers and employees in understanding and applying the performance framework (guidelines, FAQs, clinics – but not training/L&D ownership).Consolidate results and analytics (completion rates, distribution of ratings, key themes) and provide insights to HR leadership.Support the linkage between performance outcomes and decisions related to promotions, rewards, and talent moves (in coordination with C&B and HRBPs).4. Workforce & Talent Structure SupportProvide OD input into manpower planning (role clarity, spans of control, structure efficiency).Support HR and business leaders with structural options when opening new functions, products, or geographies.Contribute to defining role-criticality, talent segments, and pools as a foundation for future succession and retention planning.5. Governance, Policies & Data IntegrityDraft and maintain HR/OD-related guidelines, SOPs, and frameworks (org design, JD standards, performance policies).Ensure consistent application of OD and performance standards across all subsidiaries.Maintain high-quality HR/OD data (structures, positions, JDs, reporting lines) in HR systems and org-chart tools.Prepare regular OD and performance dashboards for leadership (e.g., structure changes, span of control trends, performance cycle KPIs).6. Future Talent Management Enablement (Succession & Retention – at mature stage)Support the design of succession management frameworks (role criticality, talent pools, readiness levels) once the organization is ready to adopt them.Provide structural and role-based input into retention strategies (e.g., key roles at risk, organizational bottlenecks).Qualifications & ExperienceBachelor’s degree in Business Administration, Human Resources, Organizational Development, or a related field.1 : 4 years of experience in HR, with a strong focus on Organization Design, Talent Management, Performance Management, or Job Evaluation.Experience in multi-entity or group structures (preferably with regional/international exposure) is an advantage.Skills & CompetenciesStrong analytical and conceptual thinking; able to “see” and design structures logically.Excellent MS Office skills, especially PowerPoint and Excel; experience with org-chart and/or HRIS tools (e.g., Visio, Lucidchart, SAP/Oracle/SuccessFactors, etc.).Very strong written communication skills (for JDs, frameworks, policies, and communications).High attention to detail and data accuracy.Stakeholder management: able to work with HRBPs, line managers, and senior leaders calmly and credibly.Solid understanding of core HR concepts: job design, grading, performance management, manpower planning.Discretion and professionalism in handling sensitive organizational and people information.