Employee Capability and Development Officer I  

Summary of Work Activities and Responsibilities:

Under the supervision of the Assistant Director for Employee Capability and Development, the Employee Capability and Development Assistant will assist in the implementation and evaluation of the Group’s programs from onboarding and socialization, learning and development, performance, promotion, career, and succession.

Main Duties and Responsibilities

Employee Capability and Development Needs Assessment

Prepares the necessary materials, information and logistics for the administration of the employee capability and development (e.g., performance, learning, career, promotion, and succession, etc.) needs assessment processes.

Performs an initial analysis of the findings, and assists in designing interventions and evaluation plan to address identified needs.

Employee Monitoring, Mobility, and Placement

Prepares the data needed to profile employee trends, and regularly monitors, tracks, and ensures the accurate and timely recording of employee movements in coordination with the other sections in the OPT&OD.

Gathers data on employee count, potentials, performance, development (e.g., further studies, licensure attainment, special assignments, committee works, etc.), movements (e.g., transfers, promotions, administrative appointments, turnover, leaves, termination, retirement, etc.), development needs, etc.

Employee Capability and Development Programs

Administers and distributes employee capability and development evaluation tools to ensure a responsive roadmap, summarizing the results and makes initial recommendations on how to improve services and programs.

Oversees the logistical preparation and arrangements for the implementation and evaluation of the orientation, onboarding, socialization, trainings, and other capability development programs that will engage employees and allow retention of information, in coordination with the different University units.

Administers the annual performance evaluation process (from preparation of employee list, distribution of the forms, reviewing accuracy of results, to tabulating the ratings for endorsement of the unit heads), ensuring that reports are submitted on time.

HR-Specific: Development

Enrolls OPT&OD team members in learning and development programs, as assigned by their immediate supervisors.

Records the capability development programs and career mobility of the HR team.

Assists in the team development and management programs of the HR team.

HR Partnering and Program Administration Functions

Actively researches practices and reference materials related to OPT&OD functions - frameworks, assessment strategies, intervention and evaluation.

Keeps abreast of employee capability and development frameworks, assessment, intervention and evaluation strategies and methodologies within and among the academic community and other industries.

Assists in collecting and analyzing data and trends to identify its causes, and recommends appropriate interventions.

Administers evaluation tools to establish progress.

Group Management Support

Assists in managing and maintaining relationships with employee capability and development partners, and builds network with various vendors for possible partnership to develop, customize, and improve delivery of services and outcomes.

Assists in monitoring, coordinating, implementing, and evaluating all the Group’s projects, deliverables, timelines, agreements, including possible sustainability measures.

Performs all other duties as may be reasonably required of the position, in accordance with the instructions of the Immediate Supervisor, and its duly authorized representative.

Knowledge, Skills and Abilities

• Knowledge of how organizations work, how it is set up, its functionsKnowledge in basic research, basic statistics
• Must be a systems thinker; has the ability to connect and see the implications of actions to other systems/processes
• Critical and analytical thinking, ability to connect and see the implications of actions to other systems/processes
• Ability to manage multiple priorities as well as flexibility to adapt to and change new systems and methodologies, a must
• Basic knowledge in HR/OD design, learning and evaluation methodologies
• Has good facilitation and feedback skills (active listening, asking questions)
• Ability to conduct data gathering and needs assessment
• Excellent communication, interpersonal, partnering, negotiation skills
• Strong attention to detail
• Ability to innovate and open to learning
• Must be comfortable handling ambiguity, flexible, adaptable, and proactive
• Strong knowledge on presentations and several MS applications (Excel, PowerPoint, Visio etc.), creating various reports in Excel
• Has a strong sense of urgency balanced with quality-result orientation

Education and Experience Requirements:

• Bachelor’s degree in any management or psychology
• Two (2) year relevant work experience