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Open nowFirst seen 6 days ago

OD Manager | Organizational Design & Change Management

PM Consulting1,489 open roles

Where
Pasig, Metro Manila, Philippines
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Your applicationOpen nowOD Manager | Organizational Design & Change ManagementPM Consulting · Pasig, Metro Manila, Philippines

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. PM Consulting postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.7%14 days
  5. 35.6%30 days
  6. 58.0%60 days
This job: first seen 6 days ago

PM Consulting median: 1 days open

The posting

Location: Pasig City

Work Setup: Full Onsite

Work Schedule: M-F, Dayshift

Job Role Overview

The Organizational Development (OD) Manager is responsible for designing and implementing organization-wide initiatives that strengthen organizational structure, capability, and culture. The role partners with business leaders and People & Culture teams to improve organizational effectiveness, support transformation initiatives, and enhance leadership and team performance through data-driven and practical organizational development strategies.

Key Responsibilities

OD Diagnostics & Insights

  • Lead organizational health assessments, capability gap analyses, engagement reviews, and performance diagnostics to generate a clear picture of where the organization stands.
  • Convert diagnostic findings into prioritized, practical action plans that address root causes rather than symptoms.
  • Track outcomes and benefits realization through clear measures and dashboards covering adoption rates, productivity, cycle times, and organizational health indicators.

Organization Design & Workforce Interventions

  • Design and implement organization structures, operating models, job families, role clarity frameworks, and spans-and-layers reviews that enable the business to perform at its best.
  • Develop org design proposals and implementation plans that are grounded in business strategy and executable at scale.
  • Partner with HRBPs and business leaders to ensure workforce interventions are aligned with current and future capability requirements.

Change Management & Business Transformation

  • Support major business transformation and change initiatives through structured change planning, stakeholder alignment, adoption support, and communications partnership.
  • Develop change and adoption plans for key initiatives, ensuring impacted teams are prepared, engaged, and equipped to sustain new ways of working.
  • Monitor change progress and proactively address resistance or adoption gaps to keep initiatives on track.

Leadership & Team Effectiveness

  • Build and facilitate leadership and team effectiveness programs focused on ways of working, decision rights, collaboration, accountability, and leadership behaviors.
  • Design and run working sessions with senior leaders and cross-functional teams on topics ranging from strategy-to-structure alignment to operating rhythm and culture.
  • Coach leaders and teams through organizational transitions, equipping them with the tools and mindsets needed for sustained effectiveness.

Talent & Performance System Strengthening

  • Collaborate with HRBPs and Centers of Excellence to reinforce talent and performance systems, including performance enablement, succession planning inputs, and capability building initiatives.
  • Ensure OD interventions are integrated with broader talent strategies to create a coherent and consistent employee experience.

OD Methodology & Governance

  • Develop and maintain OD playbooks, toolkits, and standard methodologies that improve consistency, quality, and scalability of OD practices across the organization.
  • Establish governance routines and facilitation frameworks that leaders can sustain independently over time.
  • Document workshop outputs, follow-through plans, and intervention results to build institutional knowledge and enable continuous improvement.

Qualifications

  • Bachelor's degree in Psychology, Human Resources, Behavioral Science, or related field
  • At least 3–5 years of relevant experience in Organizational Development, HR Transformation, Change Management, or Organization Design
  • At least 2 years of experience in a leadership or managerial role
  • Certification in Organizational Development
  • Proven experience handling OD interventions from diagnosis to implementation and measurement
  • Strong facilitation, stakeholder management, and communication skills
  • Strong analytical and problem-solving capabilities with the ability to translate data into actionable recommendations
  • Strong project management and organizational skills
  • Exposure to HRIS, analytics, and collaboration tools is an advantage
  • Experience in fast-paced, matrixed, or transformation-driven environments is preferred
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