Position Summary:

The Talent Acquisition & OD Supervisor plays a strategic and hands-on role in leading the company’s talent acquisition and organizational development efforts. This role is critical to driving a high-performance culture, attracting and retaining top talent, and shaping the future of the workforce. As a senior member of a lean HR team, the incumbent will own and execute initiatives across recruitment, performance management, talent development, employee engagement, and organizational development – ensuring alignment with business priorities and organizational growth.

Key Responsibilities

Talent Acquisition:

• Lead the end-to-end recruitment process across all levels: blue-collar, white-collar, and management positions.
• Partner with department heads to forecast workforce needs and develop annual and long-term manpower plans.
• Develop and execute effective sourcing strategies to attract top talent, including job boards, social media, recruitment agencies, job fairs, universities, and employee referrals.
• Design and standardize competency-based job descriptions and structured interview guides.
• Manage candidate pipelines, conduct interviews, oversee selection, and ensure timely, seamless onboarding.
• Analyze recruitment KPIs (time-to-fill, quality of hire, source effectiveness) and propose optimization plans.

Organizational Development (OD):

• Lead the design, execution, and continuous improvement of OD programs focused on culture building, employee engagement, performance management, succession planning, and leadership development.
• Manage the full performance management cycle: objective setting, mid-year reviews, appraisals, and development planning.
• Conduct organizational diagnostics to assess culture, employee satisfaction, and readiness for change.
• Design and implement organization-wide engagement surveys, analyze results, and lead departmental action planning.
• Implement talent management strategies, including high-potential identification, career pathing, and leadership development programs.
• Facilitate change management initiatives and build organizational capability through training, workshops, and interventions.
• Drive initiatives that support internal communication, employee recognition, and the reinforcement of organizational values.
• Analyze HR and organizational data to identify trends, gaps, and opportunities for improvement.

Talent & Capability Development:

• Identify skill and capability gaps and propose tailored development programs (e.g., in-house workshops, coaching, on-the-job learning).
• Design learning roadmaps and individual development plans in coordination with line managers.
• Partner with external trainers and institutions, as needed, to facilitate essential development activities.
• Support succession planning by building internal talent pipelines and preparing future leaders.

HR Governance, Projects & Reporting:

• Develop, update, and implement HR policies and SOPs related to recruitment, performance, and development.
• Ensure recruitment and OD practices comply with local labor laws, company policies, and industry standards.
• Maintain accurate and up-to-date employee records, recruitment data, and OD program documentation.
• Prepare and present HR dashboards, reports, and strategic updates to senior leadership.

Team Leadership & Collaboration:

• Mentor and guide junior HR staff involved in recruitment or OD-related tasks.
• Act as the go-to expert for talent and organizational development matters across the company.
• Maintain strong working relationships with line managers and senior leaders to embed a people-first mindset across operations.