Director, OD and Talent Management

SUMMARY OF RESPONSIBILITIES

The Director of Organizational Development & Talent Management is responsible for achieving key results in growing and developing key talent, ensuring bench strength for critical positions, building a learning organizational culture that builds leaders who develop other leaders and partnering with divisional leaders in solving for organizational and capability requirements. This role strategically analyses organizational needs, designs and implements enterprise-wide initiatives focused on organizational effectiveness, talent development, succession planning, leadership capability and critical skills in alignment with the strategic goals of PayNet.

KEY AREAS OF RESPONSIBILITIES

Organizational Development (OD)

• Assess organizational design issues and challenges in achieving strategic goals, and design, propose and implement solutions by collaborating with and gaining the buy-in across relevant divisions
• Determine capability requirements by assessing role-person fit and implementing appropriate approaches to close gaps
• Utilize analytics to evaluate organizational effectiveness improvement opportunities and lead initiatives to drive for evidence-based results.
• Ensure organizational alignment by reviewing job design, cascading key results and evaluating business outcomes against organizational structure

Talent Management and Succession Planning

• Design, develop, and implement a comprehensive Talent Management framework covering succession planning, HiPo management, career pathing, and leadership development.
• Design and implement robust competency frameworks aligned to organizational objectives.
• Oversee enterprise-wide talent reviews, including facilitation of Talent Council meetings to ensure systematic approaches and a structured process for evidence-based identification, evaluation of readiness and results of development interventions for critical talent

Strategic Learning, Development and Culture Change

• Develop PayNet’s overall strategy in creating a learning and coaching organizational culture
• Guide strategic learning and development initiatives, particularly leadership development programs ensuring alignment with organizational culture change objectives.
• Design and implement signature programmes for development of critical leadership competencies
• Create a continuous development culture by spearheading initiatives to institutionalize coaching, growth mindset and career development

Change Leadership

• Act as strategic advisor to the Chief People Officer, CEO and senior leaders, providing guidance on OD and talent management issues, solutions and strategies
• Partner with divisional leaders, external stakeholders, advisors and learning partners to gain buy-in and ensure successful delivery and institutionalization of initiatives
• Educate and continuously communicate to PayNet’s employees on objectives, principles, initiatives and results expected to improve credibility and gain organizational support for successful delivery

Knowledge Development and Governance of People Division

• Develop knowledge, research and technical capabilities of the Talent Management and Development team
• Ensure governance, policy compliance, and regulatory alignment across all OD and talent initiatives.

QUALIFICATIONS & EXPERIENCE

Minimum Qualifications & Professional Certifications

• Bachelor’s degree in Human Resource Management, Organizational Development, Psychology, Business Administration, or a related field.
• Master’s degree or relevant professional certifications (e.g., SHRM, CIPD, ATD, Prosci) are preferred.
• Certification in Psychometric Assessments is advantageous.

Experience

• Minimum 15 years of extensive experience in Organizational Development, Talent Management, or other senior HR roles.
• Proven success in designing and delivering competency frameworks, succession planning, leadership development and high-potential (HiPo) strategies.
• Experience in fintech, financial services, or technology sectors is advantageous.
• Additional exposure to other HR functional areas (e.g., talent acquisition, rewards, employee relations) is a plus.

Key Skills & Competencies

• Strategic thinking and ability to align and add value to core organizational goals
• Strong facilitator and communicator, with a track record in building buy-in for new conceptual frameworks and talent initiatives
• Advanced expertise in competency modelling, psychometric assessment and structured assessment techniques, including Behavioural Event Interviewing (BEI)
• Strong understanding of OD frameworks, change management methodologies, and organizational design.