Strategy Development:

• Contribute to the development of the overall HR strategic plan.

• Act as change lead for various change initiatives across the organization.
• Challenge stakeholders on the necessary changes to reach their business goals:
  organization, processes, tools, etc.
• Help prepare and manage organizational changes, by providing and transferring
  Change management methodologies and tools (organization, training, communication, mobilization, etc.).

• Assess current organization structure, staffing characteristics, and capabilities
  and recommend alternatives for strengthening the management of human capital resources and human capital systems.
• Develop and deliver innovative organizational development solutions
  and resources through the implementation of new business processes and necessary organization structures/design.
• Drive specific transversal and organizational projects.
• Update OD Policies and maintain governance of programs and processes.
• OD System ownership ensures the maintenance of data and reporting.
• Provide Internal & External benchmark of the structure and develop metrics
  to measure progress and assess results.

• Manage workforce planning processes across the organization.
• Oversee organization manpower requirements across the different SBU.
  and functions and deliver a company-wide workforce plan.
• Drive diversity efforts to facilitate development, retention, and engagement
  of manpower.
   

• Manage and supervise the organization development team.
• Ensures the effective achievement of functional objectives through the Leadership of the OD team by setting departmental and individual objectives, managing performance, developing and motivating staff, providing formal and informal feedback and appraisal to maximize subordinate and departmental performance.