1 Organizational Development jobs in Nigeria
Organisational Development (OD) Specialist
Ralds and Agate Limited
Posted 24 days ago
Job Viewed
Job Description
• Bachelor’s degree in human resources, Psychology, Business Administration, or a related field. A master’s degree is a plus.
br>• Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment. < r>
• Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory. < r>
• Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies. < r>
• Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance. < r>
• Exposure to change management and organizational design initiatives is an advantage. < r>
• Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development. < r>
• In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks. < r>
• Understanding of workforce planning, skills assessment methodologies, and competency frameworks. < r>
• Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building. < r>
• Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration. < r>
• Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management. < r>
• Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage. < r>
• Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development. < r>
• Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs. < r>
• Develop and maintain competency frameworks that align with strategic business objectives and support career progression. < r>
• Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations. < r>
• Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives. < r>
• Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies. < r>
• Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities. < r>
• Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions. < r>
• Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams. < r>
• Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics. < r>
• Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives. < r>
• Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.
br>• Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment. < r>
• Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory. < r>
• Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies. < r>
• Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance. < r>
• Exposure to change management and organizational design initiatives is an advantage. < r>
• Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development. < r>
• In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks. < r>
• Understanding of workforce planning, skills assessment methodologies, and competency frameworks. < r>
• Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building. < r>
• Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration. < r>
• Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management. < r>
• Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage. < r>
• Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development. < r>
• Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs. < r>
• Develop and maintain competency frameworks that align with strategic business objectives and support career progression. < r>
• Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations. < r>
• Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives. < r>
• Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies. < r>
• Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities. < r>
• Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions. < r>
• Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams. < r>
• Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics. < r>
• Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives. < r>
• Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.
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