Organizational Development Consultant

Organizational Development Consultant (6 months)

Human Capital

Abu Dhabi, UAE

Overview:

The Organization Development (OD) Consultant will report to the Human Capital Executive Director and will support the organization in reviewing, refining, and executing an effective organizational structure aligned with business strategy, operational requirements, and future growth ambitions. This is a hands-on, delivery-focused role , responsible not only for design but for practical execution within defined timelines.

The engagement requires direct experience within entertainment, large-scale events, sports organizations, and venue management environments , operating in complex, high-visibility organizations. The Consultant is expected to build from the existing organizational structure , not design in isolation, ensuring continuity, clarity, and operational feasibility.

Duties & Responsibilities:

Organizational Diagnosis & Baseline Review

• Review and validate the current approved organizational structure , reporting lines, and governance framework
• Assess alignment between business strategy, operating model, workforce structure, and operational realities
• Benchmark against UAE and regional best practices, specifically within entertainment, large-scale events, sports entities, and venue-based operations

Organizational Structure Design & Execution

• Develop a future-state organizational structure built from the existing baseline and aligned with strategic objectives
• Define clear reporting lines, spans of control, role purpose, and accountability frameworks
• Design practical structure options that support scalability, agility, and decision-making in operational environments
• Ensure the structure fully supports entertainment operations, major event delivery, sports organizations, and venue management models
• Work proactively with Human Capital and Finance to validate feasibility, cost implications, and implementation readiness

Delivery Management & Implementation

• Own a clear delivery plan with defined milestones, timelines, and dependencies
• Actively drive execution, not just recommendation, including stakeholder alignment and issue resolution
• Provide regular progress updates, risks, and mitigation plans to the HCED
• Support implementation readiness, including transition planning and change impacts

Job Specifications:

The Consultant must demonstrate:

• Mid–senior level experience in organization design, operating model review, or restructuring
• A hands-on delivery approach , with evidence of executing and implementing org structures (not advisory-only roles)
• Proven experience within entertainment companies, large-scale event organizations, sports entities, and/or venue operators
• Ability to work proactively, independently, and at pace, within clearly defined delivery timelines
• Experience building on existing organizational structures while improving clarity, efficiency, and governance

Additional Advantage (Strongly Preferred):

• Familiarity with job architecture and salary frameworks , including grading, role leveling, and benchmarking methodologies
• Proven capability to assess and articulate the organizational impact of merger activities:
• Evaluating changes to operating models, structures, roles, and workforce costs.
• Identifying integration outcomes, risks, and value realization gaps
• Assessing duplication, capability overlaps or shortfalls, and governance effectiveness
• Translating merger impacts into clear recommendations to optimize structure, decision-making, and post-merger performance.
• Proven capability to assess organizational and workforce impacts of spin-offs or separations
• Standalone readiness, operating model and governance effectiveness
• Workforce transition outcomes, and operational continuity risks
• Translating insights into recommendations that enable autonomy, scalability, and sustainable post-separation performance.
• Proven capability to design and execute end-to-end change management initiatives
• Drive change impact assessments, stakeholder mapping, communication and engagement planning and adoption monitoring / tracking.
• Ensuring changes to structure, roles, processes, and systems are effectively embedded, risks are managed, and business continuity and performance are sustained throughout the transition.