Senior Manager, Human Resources & Organizational Development (HROD)

Key Responsibilities: The Senior Manager, HROD plays a key role in advancing human capital excellence across the university. This position supports strategic initiatives in faculty and staff development, organizational effectiveness, performance enhancement, and institutional culture transformation, ensuring alignment with the university’s mission, vision, and strategic goals. Organization Development (OD) Develop and implementation of organizational structures and systems that enhanceacademic and operational effectiveness. Design OD programs that foster innovation, academic excellence, collaboration, andalignment with the university’s core values across faculties and departments. Facilitate change management processes for strategic initiatives (e.g., restructuring,digital transformation, accreditation readiness). Faculty & Staff Competency Development Initiative faculty and staff development programs aligned with university-widecompetencies, functional competencies, and future skill requirements. Develop competency-based learning journeys to strengthen teaching innovation,research capability, leadership, digital literacy, service excellence, and operationaleffectiveness. Work with academic affairs, faculty development units, and relevant stakeholders toidentify competency gaps and implement appropriate development initiatives. Monitor program effectiveness through KPIs, feedback, competency assessment results,and performance data. Performance & Talent Management Implement performance management systems tailored for both academic and non-academic staff to support fair evaluation, continuous feedback, and performanceimprovement. Facilitate annual performance evaluation cycles and develop support tools fordepartments, such as rubrics, appraisal forms, competency-based assessment tools,and feedback systems. Collaborate with faculties and departments to identify high-potential staff/faculty andpotential successors for key academic, leadership, and critical operational positions. Develop succession planning strategies to ensure leadership continuity, workforcereadiness, and smooth transition for key roles across the university. Design talent development plans for identified successors, including career developmentpaths, leadership development programs, mentoring, coaching, and stretchassignments. Monitor successor readiness and talent pipeline progress through performance results,competency assessments, development milestones, and succession review meetings. Employee Engagement & Culture Design and execute employee engagement surveys, listening programs, and initiativesthat promote a vibrant campus culture. Support the university’s efforts to build a creative, inclusive, and learning-focusedenvironment. Promote internal branding and recognition programs aligned with institutional values. HR Analytics & Institutional Reporting Analyze HR data to support academic workforce planning and operational decision-making. Provide reports on training participation, engagement, turnover, and competency gapsfor internal stakeholders and accreditation bodies. Qualifications: Bachelor’s or Master’s degree in Human Resources, Organizational Development,Business Administration, or related fields. Minimum 8–12 years of progressive HR experience, with strong exposure toOrganizational Development and strategic HR roles. Proven experience in talent development, succession planning, performancemanagement, and change management. Strong leadership, stakeholder management, and influencing skills. Excellent analytical, communication, and presentation skills. Experience in large organizations or complex environments is an advantage. Competencies Strategic Thinking Leadership & People Development Change Management Data-driven Decision Making Communication & Influencing Skills