Senior Learning & Organization Development Executive

Esoft is one of the world’s leading real-estate tech companies specializing in property presentations, image processing, 3D visualization, and online marketing of properties worldwide.Our customers are real estate agents and property-marketing companies in Europe, US, and Australia who rely on us for our fast service, our innovative solutions, and high and consistent quality.The company was founded in 2000 in Denmark and our platform in Vietnam has been operating since 2007. We currently employ more than 800 people in our offices in Vietnam, Denmark, Sweden, and Norway.At Esoft, we are on an exciting journey of transformation and we are seeking a talented individuals who are passionate about making a real impact and shaping the future. We encourage all applicants from minorities, people with disabilities, and all other qualified applicants.Job TitleSenior Learning & Organization Development ExecutiveReporting LineReports to Human Resources & ESG ManagerKey Responsibilities1. Organizational Development (OD): Organizational charts, department descriptions, job descriptions, position management systems, career roadmaps, competency management.Planning:- Develop and maintain organizational charts and structure.- Design and update job descriptions, department descriptions, and competency frameworks.- Establish career roadmaps and position management systems.Execution:- Collaborate with department leaders to gather and validate organizational information to make needed adjustments.- Roll out and ensure consistent application of OD frameworks.Monitoring & Evaluation:- Conduct regular reviews of OD tools and practices to ensure they align with business needs.- Gather feedback and use collected data to measure the effectiveness of initiatives.2. Learning & Development (L&D): Training programs, talent development programs, individual development plans (IDPs), leadership development.Planning:- Develop and build annual training plans and budgets.- Conduct Training Needs Analysis (TNA) to identify skill gaps and learning priorities.- Design talent development programs, and IDPs to align with strategic goals.Execution:- Coordinate and facilitate training sessions, workshops, and e-learning initiatives.- Act as an L&D partner to integrate learning into departmental and organizational goals.- Implement talent development programs, including succession planning and mentoring activities.- Lead and follow up the IDPs activities. Monitoring & Evaluation:- Assess learning and development activities' effectiveness using different methods.- Monitor progress and success of leadership and talent development initiatives.Innovation:- Implement innovative learning tools and platforms to enhance employee development.- Promote a culture of self-learning and continuous improvement within the organization through IDPs program and other programs.3. HR Transformation & Partnering: Leading HRP practices, internal HR development activities, transforming operational HR into strategic HR.Planning:- Develop tailored initiatives to embed HRP in different departments.- Build programs to develop HRP capabilities among HR members.Execution:- Lead initiatives to enhance HRP’s role in driving business performance and cultural alignment.Monitoring & Evaluation:- Measure the effectiveness of HR transformation initiatives through suitable methods.Innovation:- Contribute innovative practices and tools to modernize HR functions.- Foster a continuous improvement mindset to promote strategic HR capabilities.