AC Manila - Organizational Development Manager

Job Description & Summary

A career in Human Resources, within Internal Firm Services, will provide you with the opportunity to make a difference at PwC by helping to fully leverage the skills and talents of all our people. You'll help our local offices in driving the Firm's people strategy, creating a unique people experience for each individual, and supporting our Firm wide values by working with the core competencies that measure and drive individual and Firm wide success in the marketplace.

Our Talent and Performance team helps identify key talent value drivers specific to our business and focus on metrics based assessments of our talent management and talent drivers and identifying skills, roles, and people required to deliver our business strategy. You'll focus on enhancing performance management within PwC to offer benefits that are critically appealing to our employees which include career paths with a variety of opportunities, differentiated reward and recognition outcomes, and a culture of high performance and real-time feedback.

To really stand out and make us fit for the future in a constantly changing world, each and every one of us at PwC needs to be a purpose-led and values-driven leader at every level. To help us achieve this we have the PwC Professional our global leadership development framework. It gives us a single set of expectations across our lines, geographies and career paths, and provides transparency on the skills we need as individuals to be successful and progress in our careers, now and in the future.

As a Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. PwC Professional skills and responsibilities for this management level include but are not limited to:

• Develop new skills outside of comfort zone.
• Act to resolve issues which prevent the team working effectively.
• Coach others, recognise their strengths, and encourage them to take ownership of their personal development.
• Analyse complex ideas or proposals and build a range of meaningful recommendations.
• Use multiple sources of information including broader stakeholder views to develop solutions and recommendations.
• Address sub-standard work or work that does not meet firm's/client's expectations.
• Use data and insights to inform conclusions and support decision-making.
• Develop a point of view on key global trends, and how they impact clients.
• Manage a variety of viewpoints to build consensus and create positive outcomes for all parties.
• Simplify complex messages, highlighting and summarising key points.
• Uphold the firm's code of ethics and business conduct.

You will be the strategist in charge of growing and nurturing the supply of our most important resource: our people. Specifically, your work will center on:

Performance and Development Management

• Own the end to end process of sitewide performance and development planning management - goal setting, regular reviews and performance evaluation.

• Ensure evaluations are conducted on-time, and promotion and compensation decisions are timely and communicated well.

• Work with the CTO, Talent Management Leader and OD Supervisors & Managers to finetune internal promotion and progression policies recommendations.

• Own special projects, as needed, to identify and source the right solutions/technologies to support our organizational development initiatives.

• Build the capabilities of the leaders in the Center so that giving and receiving timely, robust feedback and coaching on performance on the job becomes an essential part of their role and activities.

• Collaborates with Functional Leaders and Line of Service Leaders to provide coaching, consulting and analysis around business strategy and talent implications. Facilitates sessions with business stakeholders such as goal setting, calibration, and talent review sessions.

• Establish a culture committed to outstanding performance management including spearheading company-wide communications and campaigns.

• Ensure that standard tools and technologies are leveraged center-wide for performance management.

• Collaborate with other Acceleration Centers in gathering best practices and applying to local setting.

Succession Management

• Champion the succession management process and framework.

• Carry out succession plans by working with business leaders to identify and groom individuals for key positions.

• Gather and review talent related data to gain insights on succession management programmes.

• With the Talent Management Leader, co-facilitate Talent Assessment Reviews with the Core Leadership Team and Executive Leadership Team.

• Maintain an accurate record and reporting of succession plans and potential successors.

• Ensure that equity, diversity and inclusion are woven into succession plans.

• Craft a strategy to develop and support all leaders to become high-competent talent advocates.

• Design, develop, implement and evaluate a hi-potential development framework.

• Ensure 100% of the hi-potentials have an active Individual Development Plan.

• Conduct quarterly conversations with the leadership teams on the progress of their hi-potentials (completion of development plan items and compensation reviews).

• Ensure that standard tools and technologies are leveraged center-wide for succession planning.

• Unify succession plans with talent development programs to ensure they are accomplished.

Career Philosophy and Framework

• Recommend the needed definitions of each career level available in the center.

• Define a centerwide career philosophy.

• Develop a campaign to promote lateral mobility of talents

• Work with the leadership teams to ensure 100% accuracy of job inventories and needed skillsets/competencies per role.

• Gather feedback on the career development framework, policy and programmes.

Competency Management

• Implement competency (leadership, business and technical competencies) mapping exercise in the center.

• Work with the different leadership teams and OD Supervisors & Managers to ensure that competency framework for the different roles in the center are accurate.

• Provide strategic recommendations on changes to be made on competency framework given new goals, strategies and talent demand.

• Ensure that job descriptions are updated with the latest competency requirements per role.

Team Management

• Ensure that team is properly staffed to accomplish committed deliverables.

• Ensure that the team has the needed resources to perform their jobs effectively and efficiently.

• Coach and mentor direct reports .

• Perform and document performance and developmental conversations with direct reports.

• Conduct team based talent engagement activities to keep team's morale high.

• Provide the direction, guidance and counsel on the implementation of strategic initiatives and projects.

Education

Degrees/Field of Study required:

Degrees/Field of Study preferred: Bachelor Degree - Human Resource Management

Certifications

Required Skills

Optional Skills

Desired Languages

Travel Requirements

0%

Available for Work Visa Sponsorship

No

Government Clearance Required

No