Organizational Development Manager

Position Title: Organizational Development (OD) Manager Department: Human Resources Reports to: HR Director Location: Riyadh, Saudi Arabia Experience Required: 7–10 years in Organizational Development / HR Strategy, with at least 3 years in a supervisory or managerial role and proven expertise in OD frameworks and people transformation projects Position Summary The Organizational Development (OD) Manager will lead the design, implementation, and continuous improvement of organizational development strategies, frameworks, and programs that drive business performance, strengthen leadership capability, and enhance employee experience. This role requires a strategic leader who can translate organizational needs into effective structures, systems, and talent programs. The OD Manager will oversee initiatives across job evaluation and grading, organizational design, performance management, engagement surveys, succession planning, leadership development, employee well-being, and reward & recognition activities, while collaborating with business leaders to drive transformation and growth. Key Responsibilities 1. Strategic OD Leadership • Develop and execute the OD strategy in alignment with organizational objectives. • Partner with senior leadership to assess organizational needs and recommend structural and cultural improvements. • Provide expert guidance on change management, workforce planning, and organizational transformation initiatives. 2. Job Design, Evaluation & Grading • Oversee the development, updating, and governance of job descriptions and job families. • Lead job evaluation and grading projects (Hay, Mercer, or equivalent) to ensure fairness, equity, and competitiveness. • Conduct job analysis and benchmarking against industry standards, recommending adjustments to compensation and job levels. 3. Organization Structure & Design • Lead organizational restructuring, workforce optimization, and reporting line analysis. • Recommend enhancements in spans of control, departmental design, and operational efficiency. • Ensure organizational design supports business scalability and agility. 4. Performance Management & KPI Framework • Design, implement, and manage the performance management system. • Develop and align KPIs with organizational and departmental strategies. • Coach managers and employees on effective goal setting, feedback, and performance reviews. • Monitor and analyze performance data for informed decisions on promotions, career development, and rewards. 5. Learning, Leadership & Succession Planning • Design and oversee competency-based learning roadmaps and development programs. • Implement structured succession planning frameworks for critical roles. • Identify high-potential talent and create tailored leadership development pathways. • Develop and deliver internal leadership programs, management trainee programs, and capability-building workshops. 6. Employee Engagement & Surveys • Lead the design and administration of employee engagement surveys. • Analyze survey outcomes and partner with leaders to implement action plans. • Build initiatives that foster inclusion, accountability, and a high-performance culture. 7. Employee Well-being Programs • Develop and implement well-being initiatives focusing on physical, mental, and financial wellness. • Organize campaigns, health checks, counseling support, and work-life balance programs. • Continuously evaluate program effectiveness against employee satisfaction and productivity. 8. Reward & Recognition (R&R) Activities • Design and manage reward and recognition programs, including annual awards, appreciation campaigns, and spot recognition. • Ensure alignment of R&R initiatives with company values and culture. • Partner with management to celebrate contributions and reinforce a culture of appreciation. 9. Team Management • Foster a culture of accountability, collaboration, and innovation within the HR function. • Provide guidance and feedback to ensure professional growth and capability development. Qualifications & Experience • Bachelor’s degree in HR, Business Administration, or Organizational Psychology (Master’s preferred). • 7–10 years of progressive HR/OD experience, with at least 3 years in a managerial or supervisory role. • Strong expertise in job evaluation methodologies (e.g., Hay, Mercer). • Proven success in designing and implementing performance management, engagement, succession planning, and leadership programs. • Knowledge of well-being initiatives, reward systems, and change management practices. • Excellent communication, analytical, and stakeholder management skills. • Proficiency in HRIS, data analytics, and MS Office tools. • HRM-SCP, CIPD Level 5, Prosci Change Management is a Plus Core Competencies • Strategic HR & OD expertise • Leadership & people management • Strong business acumen & commercial awareness • Change management & organizational transformation • Data-driven decision making • Stakeholder influence & engagement • Problem-solving & innovation Working Conditions • Based in Riyadh, with occasional travel to company branches/business units. • Regular interaction with senior leadership, employees, and external consultants. 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7–10 years of progressive HR/OD experience, with at least 3 years in a managerial or supervisory role.

1. Strategic OD Leadership: Develop and execute the OD strategy in alignment with organizational objectives; partner with senior leadership to assess organizational needs and recommend structural and cultural improvements; provide expert guidance on change management, workforce planning, and organizational transformation initiatives. 2. Job Design, Evaluation & Grading: Oversee the development, updating, and governance of job descriptions and job families; lead job evaluation and grading projects (Hay, Mercer, or equivalent) to ensure fairness, equity, and competitiveness; conduct job analysis and benchmarking against industry standards, recommending adjustments to compensation and job levels. 3. Organization Structure & Design: Lead organizational restructuring, workforce optimization, and reporting line analysis; recommend enhancements in spans of control, departmental design, and operational efficiency; ensure organizational design supports business scalability and agility. 4. Performance Management & KPI Framework: Design, implement, and manage the performance management system; develop and align KPIs with organizational and departmental strategies; coach managers and employees on effective goal setting, feedback, and performance reviews; monitor and analyze performance data for informed decisions on promotions, career development, and rewards. 5. Learning, Leadership & Succession Planning: Design and oversee competency-based learning roadmaps and development programs; implement structured succession planning frameworks for critical roles; identify high-potential talent and create tailored leadership development pathways; develop and deliver internal leadership programs, management trainee programs, and capability-building workshops. 6. Employee Engagement & Surveys: Lead the design and administration of employee engagement surveys; analyze survey outcomes and partner with leaders to implement action plans; build initiatives that foster inclusion, accountability, and a high-performance culture. 7. Employee Well-being Programs: Develop and implement well-being initiatives focusing on physical, mental, and financial wellness; organize campaigns, health checks, counseling support, and work-life balance programs; continuously evaluate program effectiveness against employee satisfaction and productivity. 8. Reward & Recognition (R&R) Activities: Design and manage reward and recognition programs, including annual awards, appreciation campaigns, and spot recognition; ensure alignment of R&R initiatives with company values and culture; partner with management to celebrate contributions and reinforce a culture of appreciation. 9. Team Management: Foster a culture of accountability, collaboration, and innovation within the HR function; provide guidance and feedback to ensure professional growth and capability development.