Head Organization Development

Summary: The Head of Organizational Development (OD) drives long-term organizational design, change management, and human capital strategy across clinical and corporate divisions. By diagnosing systemic inefficiencies and designing modern operating models, this position aligns diverse teams toward cross-functional excellence. Functional Responsibilities: Strategic Organizational Design & Matrix Optimization: • Lead the structural development of clinical, administrative, and corporate operating models to ensure streamlined, optimized workflows. • Diagnose structural friction points across matrixed hospital networks and regional clusters, providing data-driven restructuring frameworks. • Govern enterprise span-of-control guidelines, layer boundaries, and clinical-corporate job evaluations to guarantee internal equity. Employee Experience, Well-being & Engagement Design • Design and govern the enterprise-wide Employee Experience (EX) roadmap, systematically auditing every touchpoint of the employee lifecycle to optimize retention, belonging, and cultural connection. • Design and execute enterprise-wide diagnostic frameworks, directly overseeing the deployment of annual employee satisfaction surveys, continuous pulse surveys, and journey mapping • Collaborate with Clinical Quality and Nursing Executives to champion institutional well-being, deploying targeted burnout mitigation systems, psychological safety initiatives, and resilience support infrastructure tailored for healthcare professionals. • Shape systemic wellness strategies that transition human resources from pure performance management into a human-centric culture prioritizing mental, physical, and emotional health. Enterprise Change Architecture & Operations Transformations • Serve as the lead change strategist for massive enterprise evolutions, including digital migrations, corporate mergers, and operational restructures. • Develop proactive change management methodologies that systematically assess and mitigate change fatigue among frontline and corporate staff. Policy Control, Process Architecture & Institutional Frameworks: • Lead the design, formulation, and continuous optimization of company-wide HR policies that regulate organizational behavior, performance governance, and workforce models. • Engineer, map, and document core HR process flows and operating procedures to eliminate administrative friction and maximize operational efficiency. • Establish governance frameworks for structural policies to ensure absolute alignment between corporate compliance standards and agile clinical operations. Job Architecture & Position Control • Build, formalize, and continuously update a centralized job description matrix for all levels across corporate, administrative, and clinical job families. • Standardize job grading, position evaluations, and role accountabilities to maintain clear career pathways and internal equity throughout the healthcare network. Performance Management & Merit Governance • Design, deploy, and govern the enterprise-wide employee performance management system, establishing strong frameworks for setting objectives, continuous feedback, and multi-source appraisals. • Design and execute the structural link between performance outcomes and compensation, governing the annual performance-based merit increase cycle to ensure equitable budget distribution and a true pay-for-performance culture. • Collaborate with Total Rewards to calibrate performance ratings against fiscal realities, minimizing inflation of ratings while optimizing performance incentives. Leadership Development & Succession Planning • Develop unified succession planning pipelines for critical roles, ensuring continuous leadership readiness for executive, operational, and administrative heads across the entire organization. • Create advanced career pathways and cross-functional development programs that prepare high-potential professionals for complex, senior leadership positions. Performs additional tasks and duties as assigned by Management. Job Specifications Minimum Job Qualifications Requirement (Academic, Certifications, languages, etc.) Education: Required • Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). • SPHR (Senior Professional in Human Resources), SHRM-SCP, or CIPD Level 7 is preferred. Minimum Work Experience: • 8 – 10 years of highly progressive HR/OD experience, with at least 4 years leading complex structural design and change interventions within a large-scale, heavily regulated matrix system (e.g., healthcare networks, hospital groups, or pharmaceuticals). • Experience supervising and managing an OD team. • Strong knowledge of organizational development theories and principles. • Proven record of accomplishment in leading and implementing large-scale organizational development initiatives in complex organizations. Skills & Competencies: • Strategic thinking: Ability to develop long-term plans to drive organizational development and growth. • Change management: Skills to lead the organization through transformation and change. • Leadership: Ability to lead, inspire, and manage a team of organizational development professionals. • Communication: Strong interpersonal and communication skills to collaborate with stakeholders across all levels. • Analytical skills: Ability to interpret data, identify patterns, and make informed decisions to support development initiatives. • Problem solving: Capacity to address organizational challenges with innovative solutions. • Project management: Skills to plan, execute, and manage complex development initiatives effectively. • Coaching and mentoring: Ability to guide and support employees in their career development. • Technical skills: Knowledge of OD principles, practices, and tools, plus experience with HR tech and analytics tools. • Adaptability: Capacity to adjust to shifting priorities and business needs in a fast-paced environment: Dedication to providing excellent customer service to internal and external stakeholders. • Strong communication skills in English and Arabic Show more

Minimum Job Qualifications Requirement (Academic, Certifications, languages, etc.): Education: Required Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). SPHR (Senior Professional in Human Resources), SHRM-SCP, or CIPD Level 7 is preferred. Minimum Work Experience: 8 – 10 years of highly progressive HR/OD experience, with at least 4 years leading complex structural design and change interventions within a large-scale, heavily regulated matrix system (e.g., healthcare networks, hospital groups, or pharmaceuticals). Experience supervising and managing an OD team. Strong knowledge of organizational development theories and principles. Proven record of accomplishment in leading and implementing large-scale organizational development initiatives in complex organizations. Skills & Competencies: Strategic thinking; Change management; Leadership; Communication; Analytical skills; Problem solving; Project management; Coaching and mentoring; Technical skills; Adaptability; Strong communication skills in English and Arabic.

Strategic Organizational Design & Matrix Optimization: Lead the structural development of clinical, administrative, and corporate operating models to ensure streamlined, optimized workflows. Diagnose structural friction points across matrixed hospital networks and regional clusters, providing data-driven restructuring frameworks. Govern enterprise span-of-control guidelines, layer boundaries, and clinical-corporate job evaluations to guarantee internal equity. Employee Experience, Well-being & Engagement Design: Design and govern the enterprise-wide Employee Experience (EX) roadmap, systematically auditing every touchpoint of the employee lifecycle to optimize retention, belonging, and cultural connection. Design and execute enterprise-wide diagnostic frameworks, directly overseeing the deployment of annual employee satisfaction surveys, continuous pulse surveys, and journey mapping. Collaborate with Clinical Quality and Nursing Executives to champion institutional well-being, deploying targeted burnout mitigation systems, psychological safety initiatives, and resilience support infrastructure tailored for healthcare professionals. Shape systemic wellness strategies that transition human resources from pure performance management into a human-centric culture prioritizing mental, physical, and emotional health. Enterprise Change Architecture & Operations Transformations: Serve as the lead change strategist for massive enterprise evolutions, including digital migrations, corporate mergers, and operational restructures. Develop proactive change management methodologies that systematically assess and mitigate change fatigue among frontline and corporate staff. Policy Control, Process Architecture & Institutional Frameworks: Lead the design, formulation, and continuous optimization of company-wide HR policies that regulate organizational behavior, performance governance, and workforce models. Engineer, map, and document core HR process flows and operating procedures to eliminate administrative friction and maximize operational efficiency. Establish governance frameworks for structural policies to ensure absolute alignment between corporate compliance standards and agile clinical operations. Job Architecture & Position Control: Build, formalize, and continuously update a centralized job description matrix for all levels across corporate, administrative, and clinical job families. Standardize job grading, position evaluations, and role accountabilities to maintain clear career pathways and internal equity throughout the healthcare network. Performance Management & Merit Governance: Design, deploy, and govern the enterprise-wide employee performance management system, establishing strong frameworks for setting objectives, continuous feedback, and multi-source appraisals. Design and execute the structural link between performance outcomes and compensation, governing the annual performance-based merit increase cycle to ensure equitable budget distribution and a true pay-for-performance culture. Collaborate with Total Rewards to calibrate performance ratings against fiscal realities, minimizing inflation of ratings while optimizing performance incentives. Leadership Development & Succession Planning: Develop unified succession planning pipelines for critical roles, ensuring continuous leadership readiness for executive, operational, and administrative heads across the entire organization. Create advanced career pathways and cross-functional development programs that prepare high-potential professionals for complex, senior leadership positions.