Mission

The Organizational Development Manager plays a pivotal role within RINA S.p.A.’s Organisation Effectiveness Department, driving efficiency and enhancing overall performance through strategic counselling, facilitation, and continuous improvement initiatives. This individual is essential for advising business units and global functions on optimising organisational structures and ensuring a dynamic, adaptable working environment that supports organisational goals.

Key Accountabilities

1. Developing Global Organizational Guidelines
– Contribute to the development and communication of global organizational guidelines.
– Assist in defining organizational structures that align with the company’s strategic objectives.
– Contribute to the design of job position evaluation frameworks to ensure consistency and fairness across the organization.
2. Counselling Management on Organizational Structure and Analytics:
– Collaborate with business units and global functions to identify areas for organization improvement.
– Offer counsel and support to management regarding organizational structure optimization.
– Provide insights and analytics to aid in decision-making related to job position evaluation and organizational design.
– Assist in the interpretation of organizational data to identify trends and opportunities for improvement.
3. Optimizing the efficiency and effectiveness of job roles and job descriptions
– Conduct a thorough review of existing job roles and descriptions across various departments or teams within the organization.
– Analyzing the clarity, relevance, and alignment of job roles with organizational goals.
– Develop training programs or resources to help managers and HR professionals effectively manage job roles and descriptions
4. Ensuring Consistency in Job Descriptions Organizational Documents and Charts:
– Standardise job descriptions across the organization to ensure consistency and clarity, creating templates or guidelines for crafting job descriptions that effectively communicate expectations and requirements
– Review and validate Organizational Documents (OD) and Organization Charts (OC) to ensure accuracy and consistency.
– Collaborate with stakeholders to avoid duplication of roles and responsibilities within the organization.
– Implement processes to maintain up-to-date and reliable organizational documentation.
5. Managing Organizational Changes and Job Position Assignation:
– Lead efforts related to managing organizational changes, including restructuring and realignment initiatives.
– Coordinate job position assignation processes, ensuring roles are appropriately defined and allocated.
– Provide guidance and support to stakeholders during periods of organizational transition.
6. Identification of Career Trajectories:
– Map out the progression of skills and experiences over time, including both formal learning opportunities and on-the-job experiences.
– Define clear criteria and milestones for advancement along the career path, such as performance goals, skill assessments, and tenure requirements.
– Develop supporting tools and resources to facilitate career path planning and progression, such as career development guides, competency matrices, and self-assessment tools
– Offer support for employees to explore different career paths, including job shadowing opportunities, informational interviews, and career development workshops.
7. Continuous Improvement:
– Continuously monitor and evaluate job roles and descriptions, seeking feedback from stakeholders and making adjustments as needed to ensure they remain relevant and effective
– Updated job roles and descriptions are properly documented and communicated to relevant stakeholders

Education

Qualifications

• Significant experience (usually 2 years or more) in roles related to organizational development, human resources management, or organizational excellence. This experience should include demonstrated success in designing, implementing, and evaluating organizational processes and practices.
• Strong skills in job analysis, job design, and competency modelling
• Excellent written and verbal communication skills are essential for effectively communicating with stakeholders, writing clear job descriptions, and facilitating workshops or training sessions.
• Strong analytical skills are necessary for evaluating organizational processes, identifying areas for improvement, and measuring the impact of organizational excellence initiatives. This includes proficiency in data analysis and interpretation.
• Experience in change management and the ability to facilitate organizational change initiatives is important. This includes managing resistance to change, building buy-in from stakeholders, and fostering a culture of continuous improvement.