The Roundtable on Sustainable Palm Oil (RSPO) is a global partnership to make palm oil sustainable. Today, the RSPO is a global, non-profit organisation with over 6,000 voluntary members across 104 countries and territories, representing every link in the supply chain: oil palm producers, palm oil processors and traders, consumer goods manufacturers, retailers, banks and investors, environmental or nature conservation non-governmental organisations (NGOs), and social or developmental NGOs.
At RSPO, we believe that our success is built by the passion, dedication, skills, and expertise of our people. They are the ones who drive our organisation to new heights and guide us through the next phase of our development.
To lead the development and execution of integrated organisational development strategies that enhance RSPO's institutional capabilities and reinforce its position as a global leader in the sustainable palm oil industry. The role focuses on advancing learning and development (L&D), talent management, and employee engagement initiatives to build a resilient, high-performing, and purpose-driven workforce.
The location of this role is Kuala Lumpur, Malaysia.
KEY ROLES & RESPONSIBILITIES
Duties include but will not be limited to the following:
Learning & Development
- Design, plan, and implement impactful learning and development programmes based on comprehensive training needs analysis, with a strong focus on building capabilities required for RSPO's future growth and evolving industry demands
- Identify, define, and continuously evolve core and future-ready competencies aligned with RSPO's values and strategic priorities, and integrate these into L&D frameworks and broader HR processes
- Drive the adoption of innovative learning strategies, systems, and digital tools that support continuous learning, upskilling, and reskilling to future-proof the workforce
- Embed a culture of lifelong learning by promoting development initiatives that enhance both current performance and long-term career growth within RSPO
Talent Management & Performance Management
- Design and implement a robust succession planning framework to ensure leadership continuity for critical roles.
- Conduct structured talent reviews, including profiling and assessments, to identify strengths, gaps, and future development needs of leadership and HiPo talent
- Drive the execution and monitoring of individual development plans (IDPs) to accelerate readiness of HiPo talent for future leadership roles
- Partner with business leaders to strengthen internal talent pipelines through strategic career mapping and career pathing initiatives aligned with organisational needs
- Design, implement, and continuously enhance a performance management framework that drives a high-performance culture and aligns individual goals with RSPO's strategic objectives
- Oversee the end-to-end performance management cycle, including goal setting, performance reviews, feedback mechanisms, and calibration processes
- Ensure performance management is integrated with learning, development, and talent management initiatives to support continuous improvement and capability building
- Lead and coordinate manpower) planning to ensure optimal staffing levels aligned with RSPO's strategic priorities, including forecasting future talent needs, identifying capability gaps, and partnering with leaders to develop proactive resourcing plans
Employee Engagement
- Champion and drive the organization-wide Employee Engagement strategy, with accountability for improving and sustaining the Employee Engagement Index (EEI) across a diverse, global workforce
- Lead the design and implementation of the annual Employee Engagement Survey (EES) and periodic pulse surveys, ensuring actionable insights and strong follow-through on engagement action plans
- Partner with leaders across regions and cultures to embed engagement initiatives that are inclusive, culturally sensitive, and aligned with RSPO's global operating environment
- Plan and deliver employee engagement initiatives and social programmes that foster collaboration, inclusion, and a strong sense of belonging across geographically dispersed teams
- Curate and deliver regular HR communications, including quarterly newsletters, to enhance transparency, strengthen connection, and reinforce organizational culture and priorities
THE SUCCESSFUL APPLICANT
Education
- Minimum degree in human resources, psychology or equivalent
Experience
- 10+ years of experience in the related field
Technical and Professional Knowledge
- Strong experience in learning & development, talent management, employee engagement, and performance management
- Experience in developing and implementing OD strategies in a global or multicultural environment
- Familiar with digital learning platforms, LMS, and people analytics tools Experience in project management, including managing budgets and external consultants
HOW TO APPLY
Qualified applicants are invited to send in their updated CV giving comprehensive details of educational background, work experience, and related achievements to [Confidential Information]. Please state Job Application - Head, Organisational Development in your email subject line.
**RSPO is an equal opportunity employer. Due to the volume of applications received, only shortlisted candidates will be notified.
