Organizational Design Manager

About the Role

The Organizational Design Manager plays a critical role in shaping Zahid Group’s structural agility and workforce effectiveness. This position leads the design and optimization of organizational models, ensuring that structures, roles, and capabilities are aligned with business strategy, scalable for growth, and responsive to change.

Key Responsibilities

Organizational Structuring & Role Design

1. Develop and implement organizational structures that reflect Zahid Group’s evolving business needs, ensuring clarity in roles, reporting lines, and decision-making authority.
2. Design and maintain job architecture frameworks, including job families, levels, grading, and evaluation methodologies to ensure consistency across the Group.
3. Conduct workload analysis to assess resource requirements, distribution, and organizational capacity in alignment with business demands.

Workforce Optimization

1. Analyze spans, layers, and workforce distribution to recommend improvements that drive efficiency, reduce complexity, and support capability alignment.
2. Define and monitor key organizational health metrics (e.g., spans and layers, workforce cost efficiency, role clarity) to evaluate the effectiveness of design solutions.

Strategic Business Partnering

1. Collaborate with business leaders and HR Business Partners to co-create design solutions that support transformation, growth, and operational excellence.
2. Provide strategic input and advisory to senior leadership on organization structure, capability alignment, and workforce efficiency.
3. Ensure end-to-end accountability from diagnostic and design through implementation and post-design monitoring.

Governance & Design Principles

1. Establish and maintain organizational design standards, frameworks, and governance mechanisms to ensure consistency, sustainability, and compliance across the Group.
2. Define and implement governance standards to maintain structural integrity during transformation or reorganization.

Communication

• Support change initiatives by providing structural insights, transition plans, and communication strategies that ensure smooth implementation and employee engagement.

Educational & Qualifications and Certifications.

• University Degree in Human Resources, Business Administration, or related field; master’s degree preferred. HR Professional Certification (e.g., SHRM-CP, CIPD, or PHR) is highly preferred.

Skills, Competencies, and Experience

Technical Skills:

1. HR Systems (SAP – SuccessFactors).
2. Job Analysis and Evaluation.
3. HR Automation and Digitalization.
4. Organizational Restructuring and Workload Analysis.

Knowledge:

1. Excellent stakeholder engagement and executive communication skills.
2. Strong understanding of organizational design methodologies.
3. Expertise in organizational assessments, job analysis, and workforce analytics.

Experience:

• Minimum 7–10 years’ experience in organizational design, workforce planning, job architecture, or HR transformation within large, complex organizations.

Language Skills: English & Arabic (essential).