Organizational Development Manager
- Compensation
- Not disclosed
- Location
- South Jakarta, DKI Jakarta
- Work setup
- Not specified
- Seniority
- Lead
- Employment
- Not specified
- Experience
- 2+ years
- Category
- Not specified
- Posted
Skills
Must have
- Bachelor’s degree in Human Resources, Psychology, Management, Industrial Engineering, Business Administration, or a related field.
- Minimum 7 years of experience in Organizational Development, Talent Management, HR Strategy, or a related function, with at least 2 years in a managerial or lead role.
- Experience in automotive, automotive manufacturing, mobility, dealership, aftersales, automotive parts, EV, or a closely related industry is required.
- Strong hands-on experience in organization design, organizational diagnostics, job architecture, workforce planning, and operating-model improvement.
- Demonstrated experience designing and running succession-planning, talent-review, and leadership-development processes for managerial and critical roles.
- Experience supporting multi-site, technical, operational, workshop, field-service, dealership, or frontline workforces.
- Strong analytical ability; able to turn people and business data into clear recommendations and measurable actions.
- Strong facilitation, stakeholder-management, and influencing skills, including with senior leaders.
- Comfortable operating in a fast-paced, evolving business where structures, priorities, and capabilities continue to develop.
- Professional proficiency in Bahasa Indonesia and English.
Nice to have
- Experience in EV, motorcycle, automotive service, workshop, manufacturing, aftersales, or infrastructure operations.
- Familiarity with HRIS, workforce analytics, performance-management, and talent-management systems.
- Certification in HR, organizational development, change management, talent management, or a related discipline.
Full description
About Electrum
Electrum is making electric mobility more practical and accessible for Indonesia. We bring together electric motorcycles, battery-swapping infrastructure, connected technology, and field operations to create dependable everyday mobility. We value practical, data-informed owners who collaborate across teams and improve the system end to end.
The Role
We are looking for an Organizational Development Manager to build an organization that can scale with Electrum’s fast-moving electric-mobility business. You will partner with leaders across commercial, operations, service, infrastructure, technology, and Human Capital to translate business strategy into clear organization design, strong leadership pipelines, and practical succession plans.
This is a hands-on role for someone who understands the realities of automotive and field-based operations: evolving operating models, technical and frontline talent needs, multi-site execution, critical-role continuity, and the need to build capability while the business grows.
Key Responsibilities
- Lead organization-design initiatives, including operating-model reviews, organization structures, role clarity, reporting lines, spans and layers, and workforce-planning recommendations.
- Partner with business leaders to assess organizational effectiveness across Electrum’s commercial, automotive service, field operations, battery-swapping infrastructure, technology, and corporate functions.
- Translate business-growth priorities into practical people, structure, capability, and governance interventions.
- Establish and maintain a structured succession-planning process for critical roles, including successor identification, readiness assessment, development plans, and periodic talent reviews.
- Identify critical-role continuity risks and ensure each priority role has an appropriate short-term backup/second owner and a longer-term successor strategy.
- Facilitate leadership talent-calibration and succession-review sessions; track agreed development, hiring, and readiness actions to completion.
- Design development approaches for high-potential employees, future leaders, and key technical or operational talent populations.
- Support organizational-change initiatives, including impact assessments, stakeholder mapping, leadership alignment, communication plans, and adoption tracking.
- Use organizational, workforce, performance, and talent data to diagnose issues, identify trends, and measure the impact of OD initiatives.
- Work closely with HRBPs, Talent Acquisition, Learning & Development, and functional leaders to align organization design, talent, performance, capability, and succession priorities.
- Develop practical OD frameworks, toolkits, dashboards, and governance routines that leaders can use consistently.