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Senior Manager, Organisational Development

3 months ago

Ho Chi Minh City, Ho Chi Minh, Vietnam RMIT University Full time

Overview:
RMIT University Commitment


RMIT is committed to the rights of students and staff to be safe, respected, valued, and treated as an equal in their place of study and work.

All staff are expected to share this commitment and contribute to a safer community. While carrying out their role, staff are in a position of trust with students.

Staff have a duty of care to report wellbeing concerns about students through the designated channels and uphold to the code of conduct.

RMIT Vietnam expects all staff members to comply with its Code of Conduct, policies and procedures, which relate to legal and regulatory requirements and our ways of working.

Why RMIT University Vietnam?

Reputation and rankings - RMIT University

Rewards and Benefits:

  • Competitive salary package and allowances
  • Generous annual leave, carer leave and public holidays (Christmas and Tet Holidays)
  • Private health insurance and wellness programs
  • Professional development and career advancement
  • Relocation and visa support
  • Access to stateoftheart facilities and resources
  • A vibrant and diverse campus life and more
RMIT Vietnam has been honoured with the respectable HR Asia Award as Top Employer To Work For in Asia.

To find out more about RMIT Vietnam and our current vacancies, please visit our website:

Position Summary


The Senior Manager - Organisational Development plays a pivotal role in shaping the future of RMIT Vietnam by leading and implementing strategic OD interventions that align with our mission and foster a culture of continuous improvement.

This position is responsible for identifying organisational needs, developing tailored OD strategies, and facilitating initiatives that enhance organisational effectiveness, foster innovative and impactful academic and professional environments, and support the university's commitment to excellence in education, research, and engagement.


Through a collaborative and consultative approach, the OD Specialist will partner with academic and professional leaders to drive change initiatives, enhance organisational capabilities, and develop high-performing teams.

This role requires a deep understanding of the unique challenges and opportunities within higher education and the ability to leverage OD principles to promote a culture of adaptability, inclusivity, and sustained excellence.


Reporting Line:

Reports to:
Associate Director - Talent, Reward and OD

Direct reports: 1-2

KEY ACCOUNTABILITY

  • Conduct thorough organisational assessments to identify strengths, weaknesses, opportunities, and threats, utilising a variety of diagnostic tools and data analytics.
  • Develop comprehensive OD strategies and plans that address identified needs, prioritising initiatives based on their potential impact and alignment with the university's strategic objectives.
  • Design and deliver targeted OD programs that address specific areas of need, such as leadership development, team effectiveness, diversity and inclusion, and employee engagement. Tailor interventions to the unique context of the university, ensuring they are relevant, effective, and sustainable.
  • Identify development opportunities and gaps within the organisation and implement learning and development programs to enhance individual and team capabilities. Foster a culture of continuous learning and professional growth.
  • Collaborate with HR and departmental leaders to enhance or develop performance management systems aligned with organisational goals. Ensure these systems effectively measure and promote high performance, accountability, and continuous improvement.
  • Drive initiatives to cultivate a positive and inclusive organizational culture that supports the university's mission and values. Implement programs to enhance employee engagement and satisfaction, recognising their critical role in achieving organizational success.
  • Establish strong relationships with stakeholders across the university to ensure OD initiatives are integrated and aligned with various departmental objectives. Use effective communication strategies to keep stakeholders informed and engaged.
  • Implement robust evaluation frameworks to assess the effectiveness of OD interventions, using both qualitative and quantitative measures. Analyse results to demonstrate impact, inform future initiatives, and adjust strategies as necessary to achieve desired outcomes.
  • Facilitate the sharing of best practices, lessons learned, and success stories across the organisation. Encourage collaboration and knowledge exchange to drive continuous improvement and innovation in OD practices.
  • Create and implement leadership development initiatives, including workshops, coaching, and mentoring, to build strong leadership capabilities. Equip leaders with skills in strategic thinking, people management, and change leadership. Develop targeted training for middle managers to improve their ability to lead teams effectively, make datadriven decisions, and foster a culture of high per