Employee Capability and Development Officer III

Note: The full job description will be provided to the shortlisted applicants.

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.

I. Employee Capability and Development Needs Assessment

Conducts development needs assessments, gathers and analyzes data, designs targeted interventions, and partners with external vendors to improve learning methods

II. Employee Monitoring, Mobility & Placement

Tracks employee movements, talent benches, and readiness for critical roles

Assesses competencies against job requirements, assists unit heads with learning gaps, and supports internal mobility and role transitions alongside Recruitment

III. Employee Capability and Development Programs

Creates career mobility and transition plans while implementing retention strategies

(Co)designs and evaluates orientation programs to enculturate new or transferring staff and support probationary employees

Researches skill requirements, designs core and functional curricula, coordinates learning initiatives, and measures program effectiveness

Administers annual performance reviews, analyzes trend data, facilitates learning sessions, and designs customized team development interventions

IV. HR-Specific Development

Supports internal UPT&OD capability building, manages team development programs, and serves as a career advisor to HR staff

Monitors the career mobility of the HR team, serving as career advisers, and recommending programs that will enable them to achieve their career aspirations

Oversees the team development and management programs of the HR team

V. HR Partnering & Program Administration Functions

Researches HR/OD trends, DOLE issuances, and engagement scores to drive process improvements and data-informed strategies

Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables

Serves as dedicated HR/OD partner to assigned clusters, aligning policies, coaching leaders, supporting change management, and establishing success metrics

Tracks headcount, job profiles, and structural data to optimize staffing and work levels across the university

VI. Group Management Support

Coordinates section projects, vendor partnerships, logisitics, budgets, and system administration for ECD tools

Creates standard templates, maintains learning repositories, documents key meetings, and supports cluster-wide peak season operations

Graduate of a Bachelor's degree in Management, Psychology, or related field

At least four (4) years of relevant experience in designing, facilitating, and evaluating programs

At least two (2) years of relevant experience in client management and stakeholder engagement

At least two (2) years of relevant experience in performance management

At least two (2) years of relevant experience in career and succession management

Units in MA in Industrial/Organizational Psychology is an advantage