Job Description

Description / Duties:

Under the supervision of the Assistant Director for Employee Capability and Development, the Performance and Potential Section Head oversees the overall management of the University’s performance management, career management, promotion management, and succession management systems. 

The position’s main function is to assist the organization operate at its optimum by ensuring that employees’ performance is managed and potentials are harnessed and nurtured for optimum performance and tracked for future placements. 

I. HR Business Partnering and Accounts Management

• Keeps track of updates and developments that affect the University as an organization, including its employees.
  • Keeps abreast of the latest HR/OD practices, labor regulations, and professional requirements that affect academic cluster and University employees. 
  • Benchmarks industry and general community methods and practices to measure and recognize the different levels of performance (e.g., exemplary, average, mediocre, poor) in the organization, team, and individual, and possible development interventions to address each level.
  • Benchmarks employee capability, potential management, and succession development methods and practices for key talents in the academe and industry.
  • Keeps up to date with industry and general community trends both local and international and forecasts future job requirements, anticipating change in processes and work profiles, and determines ways to incorporate/adapt it in our own systems.
  • Educates/informs unit heads on performance and potential management best practices.
  • Ensures that members of the Section are up to date with best practices, University developments, and government regulations.
• 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.
• Tracks employee profiles, which includes performance growth requirements and interventions and employees with potentials, and provides insights per cluster, job family, and sub-family, and recommends strategies on how to improve the optimal work performance level of the units and the University.
• Serves as a partner to an assigned cluster/school’s leadership team on initiatives that require HR/OD expertise and services. Meets with the cluster’s leadership team regularly to help identify successes and areas for improvement, achievement of set organization and HR goals.
  • Aligns HR/OD policies and strategies necessary to improve HR/OD systems in support of the assigned cluster and University level directions and values.
  • Liaises with assigned client for their HROD-related concerns and requirements and recommends new technologies for possible improvements in the efficiency and accuracy of work processes.
  • Works with the cluster’s leadership team and the OPT&OD group/section in charge of creating programs to address the HR/OD-needs of the assigned cluster, and in applying new technologies and policies for possible improvements in the efficiency and accuracy of work processes to meet the present realities.
  • Coaches and supports leaders and colleagues with issues related to work challenges, change management efforts, and managing performance effectiveness with the goal of improving work relationships, building morale, and increasing productivity and retention
  • Sets up and maintains the knowledge repository of and serves as liaison for all university offices specific to HR/OD needs.
  • Establishes metrics and quality measures with the assigned cluster’s leadership team to determine the progress of the academic cluster’s HR/OD initiatives, while regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.
  • Collaborate with the different OPT&OD teams to bring relevant and up to date information to the assigned cluster they represent.
  • Monitors the concerns of the assigned cluster/school and ensures that they are regularly updated on the progress of their requests.

II. Performance Management and Accompaniment

• Designs, monitors, and reviews the University’s philosophy and strategies on performance management.
  • Tracks and analyzes reports to detect trends in terms of performance needs and opportunities, and successes in order to make the necessary decisions and recommendations.
  • Systematically reviews performance profiles, monitoring the unit’s success rates in achieving their set goals based on the performance of its team members, recommends the appropriate performance processes and interventions, and accompanies them in this process. 
  • Develops key performance indicators specific to the units and employees to track and manage performance in terms of success and effectiveness of the initiatives.
• Oversees the design, implementation and evaluation of an adaptive performance management system, ensuring its effectiveness in capturing the performance of the employees; periodically reviews the system to check reliability in measuring employee performance vis-à-vis organizational performance. 
• Educates the community on the importance of conducting proper performance assessment and how to’s, which is based on set goals and/or clear deliverables, and the performance feedback process.
• Regularly provides data that would show a picture of the current employee performance profiles, including forecasts on short- and long-term horizons to help the University prepare for the future, in coordination with the different OPT&OD sections.
  • Tracks and analyzes performance trends, and works with units in addressing perennial and extraordinary performance concerns, developing high potential employees, and motivating and keeping consistent high performers.
  • Prepares quarterly and yearly organization insight reports, in coordination with the different OPT&OD administrators, and designs a program to communicate such data to concerned administrators.
  • Consolidates the year-end reports for discussion of top management about organization requirements and realities, and provides recommendations on how to address such realities and needs. 
• Designs performance improvement plans for requesting clients, and partners with the client to ensure the implementation of the agreed upon plan.
  • Recommends and designs performance interventions and evaluation process, based on the identified needs.
  • Establishes internal quality measures to determine and monitor the unit and employee’s performance progress.
  • Regularly checks and monitors the unit and employee’s progress and achievement of agreed deliverables and timelines.
  • Works with the Learning and Development Section in providing the necessary learning and development opportunities to address competency gaps.
• Reviews performance needs, and recommends a responsive performance improvement design that can bring about optimal results for the organization to achieve its mandates.
  • Oversees the implementation of performance improvement design that facilitates work, delivery of services, and actualization of organization mandates in alignment with the needs and plans of the organization.
  • Works with the various OPT&OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.
• Monitors the performance of probationary employees, while working with the different sections under the Employee and Development Group in ensuring that the employees are properly oriented and capacitated to perform their roles during the crucial stages of the employees life (e.g., new employee, new promotion, new transfer, etc.).
  • Establishes a feedback and support mechanism for new employees,

III. Career Management and Accompaniment

• Designs, monitors, and reviews the University’s philosophy and strategies on career management and development .
  • Tracks and analyzes reports to detect trends in terms of career and development needs, opportunities, and successes in order to make the necessary decisions and recommendations.
  • Develops career management and development key performance indicators specific to the units and job classification, measuring success rate and effectiveness of section initiative.
• Designs and sets up the career management and development system, which includes career pathing, promotion process, and succession management.
  • Oversees the career path of each position within each job classification, ensuring alignment with the overall organization structure of the University.
  • Works with the Workforce Analysis and Job Design Section in mapping out the competency requirements of each job vis-à-vis the career management and job classification system, ensuring alignment with the overall organization structure of the University.
  • Works with the Learning and Development Section in operationalizing the learning requirements and manifestations of learning outcomes to progress to the next career level. 
  • Works with the Career Mobility and Team Development Section in profiling employee capabilities, harnessing their potentials and determining readiness, and setting up a career acceleration programs and systems.
• Regularly provides data that would show a picture of the current career progression, including forecasts on short- and long-term horizons to help the University prepare for the future, in coordination with the different OPT&OD sections.
  • Profiles individual employee performance ratings and capability, and determines functions they may be ready to take on now and/or potentially be ready for in the foreseeable future.
  • Prepares quarterly and yearly organization insight reports, in coordination with the different OPT&OD administrators, and designs a program to communicate such data to concerned administrators.
  • Consolidates the year-end reports for discussion of top management about potential career movements and realities, and provides recommendations on how to address such realities and needs, in coordination with the Career Mobility and Team Development Section.
• Designs a career needs assessment plan to address the requests of clients, and partners with the client to ensure the implementation of the agreed upon plan.
  • Recommends learning and development interventions, and works with the Learning and Development Section in designing and evaluating programs to address the identified needs.
  • Establishes internal quality measures to determine and monitor the unit in terms of the employee’s career progress.
  • Regularly checks and monitors the unit and employee’s career progress and achievement of agreed deliverables and timelines.
• Reviews career needs, and recommends a responsive career program that can bring about optimal results for the organization to achieve its mandates.
  • Works with the various OPT&OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.

IV. Leadership and Succession Management System

• Formulates a leadership and succession management philosophy, and designs and sets up a system, in partnership with the section of OPT&OD and HR Operations Shared Service administrators.
  • Oversees the University’s talent and succession management system.
  • Institutionalizes a leadership and succession system for identified critical roles in the University.
• Accompanies leaders in spotting talents who have the potential to take on critical positions, and mapping the possible interventions to prepare them for the roles. 
• Develops key performance indicators for the University and specific to the units and job classification/family to measure the success rate and effectiveness of the leadership and succession management system and initiatives.
  • Regularly evaluates the effectiveness and efficiency of talent development and succession management programs for potential and incumbent leaders.
• Works with the Learning and Development Section and other units in the University in formulating, designing, organizing, and evaluating a leadership development program for potential and incumbent leaders.
• Works with the Career Mobility and Team Development Section in monitoring the onboarding and success of newly placed leaders. 
• Regularly provides data that would show a picture of the current leadership profiles, including forecasts on short- and long-term horizons to help the University prepare for the future, in coordination with the different OPT&OD sections.
  • Tracks and analyzes employee potentials, and works with units in identifying talents for critical roles, and developing programs for high potential employees and incumbent leadership.
  • Prepares quarterly and yearly organization insight reports, in coordination with the different OPT&OD administrators, and designs a program to communicate such data to concerned administrators.
  • Consolidates the year-end reports for discussion of top management about leadership and succession requirements, and provides recommendations on how to address such realities and needs. 

V. Section Management and Development

• Sets the direction of the Employee Performance and Potential Section and determines its operational goals in alignment with the Office goals, and Cluster mandates.
  • Conducts strategic assessment and evaluation of the Section’s processes, programs, and initiatives, ensuring continuous improvement, maintenance and adjustment in program and service delivery. 
  • Regularly monitors the achievement of Section metrics and goals.
  • Works with the HROD Quality Review and Design Section in providing communication content to inform, educate, and engage the stakeholders.
• Oversees the development of policies in the Section and provides inputs for the development of general Office policies.
• Prepares and monitors the Section’s budget and expenditures and recommends cost effective solutions for the Office.
• Manages the performance of employees in the Section by setting standards/targets, monitoring, and evaluating performance, and providing development opportunities.
• Works with the different OPT&OD administrators in managing the performance and potential requirements of OPT&OD, based on its assessment, and determining best course of action.

VI. Perform other duties that may be required by the Immediate Supervisor and authorized representatives.

Skills required:

• Leadership skills
• Advanced knowledge on career management, career pathing and performance management systems
• Knowledge on various learning development techniques and methodologies
• Knowledge in research and statistics 
• Possesses strong facilitation and interview skills (asking right questions and active listening)
• Ability to conduct needs assessment, which includes data gathering, data analysis, and assessments to determine best course of action 
• Critical and analytical thinking, has the ability to connect patterns and see the implications of actions to other systems/processes, analyze large scale data (qualitative and quantitative), and come up with recommendations 
• Ability to systematically and scientifically track performance and development of employees, and provide recommendations on where to allocate resources
• Ability to design career and succession management interventions
• Ability to manage multiple priorities as well as flexibility to adapt to and change new systems and methodologies.
• Ability to handle multiple projects at a time (attention to details & project management are must haves)
• Must be open to learning and ambiguity; ability to effectively adjust and manage a variety unexpected situations
• Ability to innovate and partner changes; able to collaborate and deal with different levels of stakeholders
• Excellent interpersonal, partnering, negotiation skills
• Strong communication skills, able to disseminate information/message in various modalities for different stakeholders; this includes preparing reports and infographics
• Strong knowledge on presentations and several MS applications (Excel, PowerPoint, etc.), creating various dashboards and reports
• Strong sense of urgency balanced with quality-result orientation 
• Knowledge on statutory labor requirements

Experience required:

• Graduate of management, psychology or any related course. MA or PhD will be an advantage. 
• At least eight (8) years of experience conducting career progression, performance management, promotions management, succession planning, learning and development preferably in more than one industry 
• At least eight (8) years of experience facilitating learning interventions 
• At least eight (8) years of experience in managing and partnering with clients
• At least three (3) years of experience in managing and developing a team, planning and budget management
• Sound knowledge on statutory labor requirements related to recruitment and selection, and Benefits. 
• Experience or knowledge on several work process improvement, organizational design, and people analytics. 
• Experience in an academic setting, an advantage

Hours offered:

Mondays to Saturdays, 44 working hours per week