OD & HRBP Head

OD & HRBP Head

Location: Metro Manila, Philippines

Work Setup: On-site

Employment Type: Full-time

Job Overview

We are seeking an experienced OD & HRBP Head to lead the organization's overall Organizational Development (OD) and Human Resources Business Partner (HRBP) functions across a diversified business group with interests in food and beverage, restaurant operations, and retail.

This leadership role will drive organizational effectiveness, workforce planning, talent management, leadership development, succession planning, and strategic HR business partnering. The successful candidate will work closely with executive leadership and business unit heads to align people strategies with the group's long-term business objectives, organizational growth, and operational requirements.

The ideal candidate is a strategic HR leader with extensive experience managing organization-wide transformation, building HR capabilities, and leading people initiatives across multi-brand, multi-company, or large-scale, multi-site environments. Experience in FMCG, QSR, food service, retail, or other fast-paced industries is highly preferred.

Key Responsibilities

1. Organizational Development and Effectiveness

• Lead the development and implementation of organizational development strategies aligned with the group's long-term business objectives and growth plans.
• Review and optimize organizational structures, reporting relationships, job architecture, and workforce deployment across business units.
• Drive organizational design, workforce planning, and change management initiatives to support business expansion and operational efficiency.
• Establish organizational effectiveness frameworks, including role clarity, accountability structures, and performance management systems.
• Partner with senior management to identify organizational gaps and recommend solutions to improve business performance and productivity.

2. Strategic HR Business Partnering

• Lead the HR Business Partner function and serve as a strategic advisor to executive leadership and business unit heads.
• Align HR strategies and people initiatives with business priorities across restaurant operations, retail, and corporate functions.
• Provide guidance on workforce planning, employee relations, performance management, talent retention, and organizational challenges.
• Partner with business leaders to develop people strategies that support operational performance, employee engagement, and business growth.
• Ensure consistent implementation of HR policies, programs, and practices across multiple business entities.

3. Talent Management and Succession Planning

• Develop and oversee group-wide talent management and succession planning frameworks.
• Identify critical positions and high-potential employees to strengthen leadership pipelines across the organization.
• Lead talent reviews, competency assessments, and leadership development initiatives.
• Establish career development and talent mobility programs to support internal growth and retention.
• Partner with business leaders to build leadership capabilities and ensure a sustainable talent pipeline.

4. Leadership Development and Learning

• Oversee the development and implementation of leadership development programs for executives, managers, and emerging leaders.
• Identify organizational capability gaps and establish learning and development strategies to address business requirements.
• Drive management development, coaching, mentoring, and leadership succession initiatives.
• Promote a continuous learning culture and strengthen leadership effectiveness across all business units.
• Evaluate the effectiveness and business impact of organizational and leadership development programs.

5. Performance Management and Employee Engagement

• Establish and enhance group-wide performance management frameworks aligned with business objectives and organizational KPIs.
• Drive initiatives that strengthen performance accountability, employee productivity, and leadership effectiveness.
• Oversee employee engagement, organizational culture, and change management programs.
• Develop strategies to improve employee retention, workplace effectiveness, and organizational commitment.
• Monitor HR metrics and organizational indicators to identify trends and recommend appropriate interventions.

6. HR Governance and Organizational Transformation

• Establish standardized HR frameworks, policies, and governance practices across the group's business entities.
• Lead organization-wide transformation initiatives, including organizational restructuring, integration, and change management.
• Ensure compliance with applicable labor laws, employment regulations, and internal HR policies.
• Drive HR process improvement, digitalization, and the effective use of HR analytics and workforce data.
• Collaborate with other HR leaders to ensure alignment across talent acquisition, compensation and benefits, employee relations, and shared services.

Qualifications

• Bachelor's degree in Human Resources Management, Psychology, Behavioral Science, Business Administration, or a related field.
• Master's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, or Business Administration is an advantage.
• At least 15 years of progressive HR experience, with substantial exposure to organizational development, strategic HR business partnering, and senior HR leadership.
• Proven experience as an OD Head, HRBP Head, Head of Organizational Development, or equivalent senior HR leadership position.
• Demonstrated experience supporting multiple business units, companies, brands, or large-scale, multi-site operations.
• Background in FMCG, QSR, food and beverage, restaurant operations, retail, or other fast-paced industries is strongly preferred.
• Strong expertise in organizational design, workforce planning, organizational effectiveness, and change management.
• Proven track record in developing talent management frameworks, leadership development programs, and succession planning strategies.
• Extensive experience partnering with C-suite executives, business unit heads, and senior management on strategic people initiatives.
• Experience leading organizational transformation, HR governance, and large-scale people initiatives.
• Strong understanding of Philippine labor laws, HR policies, and employment regulations.
• Excellent leadership, stakeholder management, communication, and strategic influencing skills.

Core Competencies

• Organizational Development and Effectiveness
• Strategic HR Business Partnering
• Organizational Design and Workforce Planning
• Talent Management and Succession Planning
• Leadership Development
• Change Management and Transformation
• Performance Management
• Employee Engagement and Culture Development
• HR Governance and Compliance
• HR Analytics and Workforce Planning
• Executive Stakeholder Management
• Strategic Leadership and Business Acumen