manager of organizational development

Arthrex

<div><div><div><div><div><div><div><div><div><div><div><b>Requisition ID:</b></div> <div>66050</div>
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<div><div><b>Title:</b></div> <div>Manager - Organizational Development</div></div></div></div><br>
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</div><div><i>Arthrex, Inc. is a global medical device company and a leader in new product development and medical education in orthopedics. Arthrex Human Resources department is actively seeking a Manager - Organizational Development to be located at our corporate office in Naples, FL.</i></div><br>
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<div><i>
The Manager - Organizational Development will be responsible for managing the department, and implementing strategies, tools and resources that will help Arthrex enhance, develop, advance and retain talent. This role will support the success of Arthrex talent by proactively creating talent development initiatives that are competitive in the medical device industry while providing organizational development consultation at Arthrex in the design, development and delivery of tools to strengthen the capabilities and effectiveness of managers and staff at every level of the organization.</i></div><br>
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This manager will partner with the US region to lead the Arthrex talent strategy and foster a culture of high performance and continuous growth while partnering with the other regions outside the US to create global alignment. This position will lead various organizational development initiatives related to employee engagement/experience surveys, development plans, and management development tools and provides an analysis and implementation of these initiatives. Also, they will partner with trainers, instructional designers and the visualization team to support organization-wide talent development initiatives. They will act as a resource for coaching, team effectiveness sessions and designing action plans for improving team dynamics. Join our talented team at a global medical device company focused on Helping Surgeons Treat Their Patients Better&trade;.</i></div><br>
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Essential Duties and Responsibilities:</b></div>
<ul>
<li>Manages the strategy, design, development, delivery and communication of employee engagement/experience programs, talent development resources and tools</li>
<li>Partners with all departments at Arthrex to implement learning and organizational development solutions based on business needs, which include leadership development, skill development, 360 assessments, competency development, and additional initiatives</li>
<li>Develop and implement Talent Development strategies and programs aligned with the enterprise goals and objectives</li>
<li>Evolve and execute performance management systems to foster continuous feedback, development, and sustain a high-performance culture at Arthrex.</li>
<li>Design and create talent assessment and bench strength processes to identify and develop potential future leaders for critical roles.</li>
<li>Supports leaders in structuring programs and initiatives for employee engagement and adeptness</li>
<li>Manages organizational development program portfolio</li>
<li>Assess business needs and make recommendations to design and implement organization development initiatives and tools to enhance the effectiveness of employees, managers, teams, and departments for career development at Arthrex</li>
<li>Manage multiple projects of varying degrees of complexity simultaneously</li>
<li>Facilitate assessments to understand the organizational development opportunities for talent</li>
<li>Prepares executive-level reports and presentations highlighting key talent insights and business impact</li>
<li>Partners within the Talent Development Department to develop leadership development solutions to assist in organizational behavior change within current and future models</li>
<li>Provides recommendations for talent processes that promote internal development and growth at Arthrex</li>
<li>Offers coaching services for employees and leaders to improve job competence</li></ul><br>
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Education and Experience:</b></div>
<ul>
<li>Bachelor&rsquo;s degree required, preferably in Industrial Organizational Psychology or related field</li>
<li>Master&rsquo;s degree preferred</li>
<li>10+ years of human resource and organizational development experience in a corporate environment</li>
<li>5+ years People management experience required</li>
<li>Talent assessment and bench strength planning required</li>
<li>Strong internal consultative skills and experience working with business and HR leaders to facilitate discussions around organization development, talent management and internal talent consultants</li>
<li>Experience facilitating</li>
<li>Ability to engage with internal client groups to assess organizational needs and develop</li>
<li>appropriate solutions</li>
<li>Experience leading employee satisfaction surveys, 360&deg; Surveys, succession planning and additional talent development initiatives as the internal specialist</li>
<li>Experience managing projects and initiatives, including developing project plans, identifying stakeholders, preparing corresponding communication plans, and designing metrics to assess</li>
<li>Ability to condense large amounts of data into relevant, actionable insights for business stakeholders</li>
<li>Ability to build and maintain relationships, collaborate with others, engage in constructive conflict, and manage interpersonal dynamics</li>
<li>Relevant experience internally consulting with an assigned client organization in the areas of organization development, surveys, talent management, workforce planning, and workforce analytics</li>
<li>Understanding of integrated talent management and talent strategies to attract, develop, motivate and retain an engaged workforce</li>
<li>Development in competency model management</li>
<li>Experience with change management principles and methodology</li></ul><br>
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Knowledge and Skill Requirements:</b></div>
<ul>
<li>Solid understanding of adult learning theory, instructional design methodologies, and leadership development.</li>
<li>Advanced knowledge of organizational development tools and their cycle through implementation.</li>
<li>Internal consultant knowledge and demonstrated skills related to talent development.</li>
<li>Excellent presentation skills and an ability to engage audiences at a variety of levels within the organization</li></ul><br>
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Technical Skills:</b></div>
<ul>
<li>MS Office, SAP and Predictive Index are desired</li></ul><div></div><div><b><br>
Arthrex Benefits</b></div>
<ul>
<li>Medical, Dental and Vision Insurance</li>
<li>Company-Provided Life Insurance</li>
<li>Voluntary Life Insurance</li>
<li>Flexible Spending Account (FSA)</li>
<li>Supplemental Insurance Plans (Accident, Cancer, Hospital, Critical Illness)</li>
<li>Matching 401(k) Retirement Plan</li>
<li>Annual Bonus</li>
<li>Wellness Incentive Program</li>
<li>Free Onsite Medical Clinics</li>
<li>Free Onsite Lunch</li>
<li>Tuition Reimbursement Program</li>
<li>Trip of a Lifetime</li>
<li>Paid Parental Leave</li>
<li>Paid Time Off</li>
<li>Volunteer PTO</li>
<li>Employee Assistance Provider (EAP)</li>
<li>Eligible for discretionary Long Term Incentive program</li></ul><br>
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All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other status protected by law.</b></div></div></div></div></div></div></div></div><p></p>

Manager - Organizational Development

HCA Healthcare

<p></p><div><p>Are you passionate about the patient experience? At HCA Healthcare, we are committed to caring for patients with purpose and integrity. We care like family! Jump-start your career as an Organizational Development Manager today with HCA Healthcare.</p>
<p>Job Summary and Qualifications</p>
<p></p><p>We are seeking an Organizational development manager to be a strategic learning leader to architect and scale functional role-based training for physician leaders. This role will define the structure, processes, and standards for functionally aligned role training, ensuring high-quality training for new to role physician leaders.</p>
<p>You will partner closely with clinical and operational leaders to translate business needs into cohesive learning strategies, while leading instructional design efforts executed by your team.</p>
<p><b>What You&rsquo;ll Do in this role:</b></p>
<p></p><ul><li>Define and lead the strategy for physician functional role-based programming</li><li>
Architect scalable learning pathways across functions
</li><li>Establish standards, processes, and governance for training design and delivery
</li><li>Partner with physician and business leaders to identify capability gaps and priorities
</li><li>Guide instructional design work to ensure quality, consistency, and alignment
</li><li>Implement evaluation frameworks to measure effectiveness and drive improvement
</li><li>Manage and develop instructional design resources
</li></ul><p></p><p>What You Bring</p>
<p></p><ul><li>Experience leading learning &amp; development, training strategy, or instructional design teams
</li><li>Proven ability to build scalable training programs and processes
</li><li>Strong knowledge of adult learning principles and instructional design methodologies (e.g., ADDIE, SAM)
</li><li>Ability to influence and partner with senior stakeholders
</li><li>Strong project management and prioritization skills
</li></ul><p></p><p>What qualifications you will need:</p><ul><li>
Bachelor's Degree required</li><li>
5 years of relevant experience Required</li><li>
Experience in healthcare or physician leadership development preferred</li><li>
Familiarity with LMS platforms and learning technologies (Healthstream, Articulate 360, Captivate)</li><li>
Experience measuring training impact and outcomes preferred</li></ul><p></p>
<p></p><p>Benefits</p><p></p>
<p>HCA Healthcare, offers a total rewards package that supports the health, life, career and retirement of our colleagues. The available plans and programs include:</p><ul><li><b>
Comprehensive benefits</b> for medical, prescription drug, dental, vision, behavioral health and telemedicine services</li><li><b>
Wellbeing support,</b> including free counseling and referral services</li><li><b>
Time away from work</b> programs for paid time off, paid family leave, long- and short-term disability coverage and leaves of absence</li><li><b>
Savings and retirement resources</b>, including a 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service), Employee Stock Purchase Plan, flexible spending accounts, preferred banking partnerships, retirement readiness tools, rollover support and financial wellbeing counseling</li><li><b>
Education support</b> through tuition assistance, student loan assistance, certification support, dependent scholarships and a partnership with Galen College of Nursing</li><li><b>
Additional benefits</b> for fertility and family building, adoption assistance, life insurance, supplemental health protection plans, auto and home insurance, legal counseling, identity theft protection and consumer discounts</li></ul><p>
Learn more about Employee Benefits</p>
<p><b><i>Note: Eligibility for benefits may vary by location.</i></b></p><p>
Human Resources Group empowers our people to grow and give purpose to the HCA Healthcare culture. We deliver our Human Resource model in three sectors: HR Business Partners, HR Shared Operations and HR Centers of Excellence. HR Business Partner teams are critical to the success of our HR delivery model. We drive performance to achieve successful results to better care for our patients, communities and each other.
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HCA Healthcare has been named one of the World's Most Ethical Companies by Ethisphere Institute for ten consecutive years (2010-2019). In 2019, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses.<br>
</p><p>&quot;The great hospitals will always put the patient and the patient's family first, and the really great institutions will provide care with warmth, compassion, and dignity for the individual.&quot;- Dr. Thomas Frist, Sr.<br>
HCA Healthcare Co-Founder</p>
<p>If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our Leadership Development Manager opening. We promptly review all applications. Highly qualified candidates will be contacted for interviews. <b>Unlock the possibilities and apply today!</b></p><p><i>
We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.</i></p></div>

Organizational Development Manager

A.A Joyland (Pvt) Ltd

<p>AA Joyland Pvt. Ltd. is looking for the position of AM OD for its Head Office based in Karachi.</p><p>Location: DHA Phase 8<br/>Qualification: Bachelor&rsquo;s/Master&rsquo;s degree in HR, Business Administration, or relevant field<br/>Experience: 3&ndash;6 years of experience in OD, HR Excellence, or similar role<br/>Experience in KPI management, SOP development, and performance systems is preferred.</p><p><b>Key Responsibilities:</b></p><p><b>1. Organizational Development (OD):</b></p><ul><li>Lead and implement OD initiatives to improve organizational effectiveness and culture</li><li>Conduct organizational assessments and recommend improvement strategies</li><li>Drive change management initiatives across departments</li></ul><p><b>2. KPI &amp; Performance Management:</b></p><ul><li>Design, implement, and monitor KPIs across all departments</li><li>Ensure alignment of individual and departmental KPIs with organizational goals</li><li>Manage performance appraisal cycles and ensure timely completion</li><li>Analyze performance data and provide insights for decision-making</li></ul><p><b>3. SOPs &amp; Process Excellence:</b></p><ul><li>Develop, review, and standardize SOPs across departments</li><li>Ensure proper documentation and compliance with defined processes</li><li>Identify process gaps and recommend efficiency improvements</li></ul><p><b>4. Policies &amp; Compliance:</b></p><ul><li>Develop, review, and update HR and organizational policies</li><li>Ensure policies are communicated and implemented effectively</li><li>Monitor compliance and address any deviations</li></ul><p><b>5. Succession Planning:</b></p><ul><li>Develop and implement succession planning frameworks</li><li>Identify high-potential employees and create development plans</li><li>Ensure leadership pipeline readiness</li></ul><p><b>6. Learning &amp; Development (L&amp;D):</b></p><ul><li>Identify training needs through TNA (Training Needs Analysis)</li><li>Design and execute training programs (technical &amp; behavioral)</li><li>Evaluate training effectiveness and ROI</li></ul><p><b>7. Employee Engagement:</b></p><ul><li>Plan and execute engagement initiatives to improve employee satisfaction</li><li>Conduct surveys (e.g., engagement, pulse surveys) and analyze results</li><li>Implement action plans based on feedback</li></ul><p><b>8. Reporting &amp; Analytics:</b></p><ul><li>Prepare dashboards and reports related to KPIs, performance, and OD initiatives</li><li>Use data-driven insights to support management decisions</li></ul><p>Interested candidates may share their CVS at careers@aajoyland.com with mentioning the position title in the subject line</p><p>Pay: Rs100,000.00 - Rs110,000.00 per month</p><p>Work Location: In person</p>

AM - Organizational Development & Excellence (OD & Excellence Lead)

Menasha Corporation

<div><p><b><i>Menasha Corporation Employees, please log-in to your Workday account to apply for positions.</i></b><b>
</b></p><p><b>ABOUT US (AND OUR EXCITING FUTURE)</b></p><p></p><div><div><p>
Menasha Corporation is all about possibilities. Our two businesses, Menasha Packaging and ORBIS Corporation, are leaders in their industries, providing corrugated and plastic packaging products and related services to major global companies.</p><p>
Our employees make the difference, proving that great ideas, collaboration and quality turn possibilities into success. Working at Menasha Corporation means that your insights provide cutting-edge solutions for our customers. If you like to make things happen and are passionate about what you do, you&rsquo;re going to want to be here.</p><p>
Join us and become part of the power behind possible.</p></div></div><p></p><p><b>
About The Opportunity</b></p>
The Manager, Learning and Organizational Development Business Partnerships operates as a strategic activator and trusted advisor to business leaders and HR partners. This role translates business priorities and organizational needs into targeted leadership and organizational development initiatives, ensuring programs are clearly positioned, well adopted, and effectively executed.<br>
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Serving as a hands-on partner, this role packages and positions development programs, facilitates leadership and learning sessions, and acts as a concierge across key employee lifecycle moments&mdash;including employee engagement, onboarding, transfers, rotations, high-potential development, and offboarding.<br>
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If you enjoy translating strategy into action and ensuring learning and organizational development initiatives are not only thoughtfully designed, but consistently reinforced and embedded into everyday leadership practices, this role may be a strong fit for you!<p></p><p><b>
What You'll Do</b></p><p>
1. Strategic Activation &amp; Business Partnership</p><ul><li>
Serve as a primary L&amp;OD partner to HR Business Partners and leaders, advising on learning, team, and organizational development needs</li><li>
Translate business challenges and priorities into actionable learning and organizational development initiatives</li><li>
Act as an activation lead&mdash;ensuring programs are positioned clearly, understood by leaders, and integrated into business rhythms</li></ul><p></p><p>
2. Learning &amp; Organizational Development Program Ownership</p><ul><li>
Own a portfolio of learning and development, manager capability, and organizational effectiveness initiatives</li><li>
Package and position programs with clear purpose, expectations, and outcomes for leaders and participants</li><li>
Ensure initiatives are practical, scalable, and focused on real-world application and performance impact</li></ul><p></p><p>
3. Lifecycle Concierge &amp; Experience Management</p><ul><li>
Serve as a concierge across key employee lifecycle moments, including employee engagement, onboarding, transitions, rotations, high potential pathways, and offboarding</li><li>
Partner with HRBPs and Talent teams to ensure learning and development touchpoints are timely, coordinated, and high quality</li><li>
Maintain visibility into priority populations and lifecycle progress to support readiness and development conversations</li></ul><p></p><p>
4. Facilitation, Enablement &amp; Leader Support</p><ul><li>
Facilitate learning and leadership development sessions, workshops, and team experiences</li><li>
Enable leaders and HRBPs with toolkits, talking points, guides, and follow-up resources</li><li>
Support leaders in applying learning through reinforcement strategies and practical guidance</li></ul><p></p><p>
5. Program Visibility, Accountability &amp; Execution</p><ul><li>
Build and maintain program visibility through rosters, timelines, progress tracking, and adoption views</li><li>
Partner with L&amp;OD team members to ensure seamless logistics, system support, and execution</li><li>
Monitor participation, engagement, and follow through, escalating risks or barriers as needed</li></ul><p></p><p>
6. Integration with Talent &amp; People Processes</p><ul><li>
Align learning and organizational development initiatives with:
<ul><li>Performance management</li><li>
Talent review and succession planning</li><li>
Readiness, mobility, and development priorities</li><li>
Partner with Talent and HR teams to ensure L&amp;OD efforts reinforce broader people strategies</li></ul></li></ul><p></p><p>
7. Measurement &amp; Continuous Improvement</p><ul><li>
Track participation, completion, and qualitative feedback for learning and OD initiatives</li><li>
Use data and leader input to refine program design, positioning, and delivery</li><li>
Share insights with HR, Talent, and L&amp;OD partners to inform future priorities</li></ul><p><br>
</p><p><b>What You Bring - Experience, Skills &amp; Education</b></p><ul><li><p>
Strong business partnership and advisory capability</p></li><li><p>
Leadership and organizational development expertise</p></li><li><p>
Facilitation and group based learning skills</p></li><li><p>
Ability to translate strategy into actionable, leader ready solutions</p></li><li><p>
Program and stakeholder management discipline</p></li><li><p>
Comfort using data, feedback, and insight to drive improvement</p></li><li><p>
5&ndash;8 years of experience in Leadership Development, Organizational Development, Learning, Talent, or related HR roles</p></li><li><p>
Demonstrated experience partnering with HRBPs and business leaders</p></li><li><p>
Experience designing, facilitating, or activating leadership or organizational development initiatives</p></li><li><p>
Familiarity with learning and HR systems (Workday Learning preferred)</p></li><li><p>
Bachelor&rsquo;s degree required; advanced degree or L&amp;OD credentials preferred</p></li></ul><p></p><p><b><br>
Success Measures / KPIs</b></p><ul><li><p>
Adoption and participation in learning and organizational development initiatives</p></li><li><p>
Leader and HRBP satisfaction with partnership, clarity, and enablement</p></li><li><p>
Evidence of learning application and behavior change</p></li><li><p>
Timely, high-quality execution of programs and lifecycle touchpoints</p></li><li><p>
Visibility and accountability for priority populations and initiatives</p></li></ul><p></p><div><h2 class="jobSectionHeader"><b>
Why Menasha?</b></h2><div>
At Menasha, learning and leadership are essential to how the business grows and succeeds. In this role, you will have a direct impact on how leaders are developed, how teams perform, and how strategy turns into action across the organization. Menasha&rsquo;s people‑first, family‑owned culture values partnership, accountability, and continuous improvement&mdash;creating an environment where learning and organizational development work is not just designed, but truly embedded into how work gets done. If you are motivated by influence, collaboration, and seeing your work come to life through leaders and teams, Menasha offers the scale, stability, and support to do your best work.</div></div><p></p><p><b>
Two companies, one vision.</b></p><p>
Menasha Corporation consists of two companies that are leading the way to a sustainable future with packaging and supply chain solutions. Founded in 1849 and headquartered in Neenah, Wisconsin, we employ over 7,500 employees in 112 facilities in North America and Europe.</p><p></p><p>
Our companies are leading corrugated and plastic packaging manufacturers and supply chain solution providers. Our Menasha Packaging Company is the largest independent provider of packaging and supply chain service solutions in North America, designing, printing, and fulfilling graphic packaging, display and merchandising solutions for over 1,800 brands, both in-store and online.</p><p><br>
Our ORBIS business believes there is a better way to optimize today&rsquo;s supply chains, with reusable packaging products and services. Reusable containers, pallets, dunnage, bulk systems and metal racks improve the flow product all along the supply chain to reduce costs, enhance profitability and add sustainability.</p><p><br>
Our products and services are used by global, name-brand companies in the food, beverage, health and beauty, over-the-counter pharmaceutical, industrial, automotive, and electronics industries.</p><p></p><p>
Come build an exciting, rewarding career with us, where you&rsquo;ll have opportunities to grow.</p><p><b><br>
The possibilities are endless. The power is yours!</b></p><p><b><br>
Menasha Corporation and its subsidiaries and affiliates are equal opportunity employers. All qualified applicants will be provided with equal employment opportunities without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status, or genetic information.</b></p></div>

Manager, Learning & Organizational Development Business Partnerships

Foot Locker

<div>Overview:
<p>
This role will be responsible for partnering with senior leaders in Talent and the HR IMO to deliver the annual talent strategy, initiatives and change plans. This role will develop the talent roadmap that aligns with the overall annual HR strategic plan as well as deliver key talent initiatives. This role will drive the HR integration change efforts across the HR workstreams and enterprise-wide initiatives. The Sr Manager, Change Management &amp; Organizational Effectiveness partners with business and HR leaders to help teams successfully navigate change and build long‑term change capability across the organization.</p>
Responsibilities:
<p>
Initiative Delivery and Change Management
</p><ul><li>Drive change management strategies for large-scale transformations across the business</li><li>
Conduct change project intakes, with business and HR leaders to assess change initiatives and provide guidance on the appropriate level of change management support.</li><li>
Serve as a thought partner to leaders on how change will impact people, teams, and ways of working. Tailor change approaches to fit the size, complexity, and pace of each initiative.</li><li>
Project management support delivering Talent Mgmt initiatives</li><li>
Develop approach for growing the change management capability throughout FL HR (ie. HRBP, Communications, etc)</li><li>
Assess and define organizational and role-level change impacts across all IMO workstreams and translate them into comprehensive change management plans to ensure readiness and adoption</li><li>
Conduct and develop stakeholder analysis and engagement strategies, leader alignment and sponsorship, communication and messaging approaches</li><li>
Partner closely with communications and L&amp;D teams to deliver change communications and training.</li></ul><p>
Strategic Planning</p><ul><li>
Support the development and maintenance of a multi-year plan that contains goals, strategies, initiatives and the roadmap of all activities for the Talent function.</li><li>
Partner with Talent leadership to develop a comprehensive Talent strategy and Talent service delivery that aligns with the company&rsquo;s business goals and growth plans
</li><li>Partner with Talent leadership to develop and implement talent lifecycle processes that elevate capability and improve employee experience.</li><li>
Foster a culture of continuous improvement, innovation, and excellence within the Talent / HR team.
</li><li>Provide guidance and support to HR leaders across the various functions to ensure cohesive execution of Talent strategies.
</li><li>Partnering with Talent leadership, focus on shaping and enhancing the overall employee journey &ndash; developing an employee journey, identifying areas of opportunity and building a multi-year roadmap of initiatives to improve the employee experience</li></ul>
Qualifications:
<ul><li>Bachelor's Degree required; advanced degree in Organizational Psychology, Human Resources, Learning, or a related field preferred</li><li>
5-7 years experience, including experience in change management, organizational effectiveness, learning, or a related consulting or internal role, previous HRBP experience, demonstrated experience supporting enterprise or large scale change initiatives, experience designing and facilitating leader learning experiences related to change or leadership effectiveness, familiarity with change management frameworks and adult learning principles.</li><li>
Functional expertise in Change Management practices, tools, and strategies</li><li>
Experience guiding leaders through ambiguity, resistance, and competing priorities.</li><li>
Strong consulting mindset with the ability to influence without authority.</li><li>
Strong facilitation and storytelling skills, particularly with leader and executive audiences.</li><li>
Ability to translate business strategy into people‑centered change approaches.</li><li>
Ability to design practical, adult‑learning‑based experiences that drive behavior change</li><li>
Comfort working across multiple initiatives at once in a fast‑paced environment</li></ul><div><br>
At Foot Locker, we value innovation, authenticity, and integrity in all that we do. To uphold the security and fairness of our hiring process, we ask that candidates refrain from using AI tools, including ChatGPT, during interviews and assessments. To ensure a smooth and secure experience, please review the following guidelines:</div><ul><li>
Cameras must be on for all virtual interviews.</li><li>
AI tools are strictly prohibited during interviews or assessments.</li></ul><div>
We appreciate your understanding and cooperation as we work together to create a transparent and equitable hiring experience.</div>
Benefits:
<p>
The annual base salary range is $XXX-$XXXX This range represents the anticipated low and high end of the salary for this position. This role is also eligible to receive short term incentives that align with individual and company performance. Salary will be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data. Salary is one component of the Foot Locker, Inc. total compensation package, which includes the below.</p><p></p><p><b><br>
Foot Locker Benefits</b>:</p><ul><li>
Employee Discount</li><li>
Paid Time Off</li><li>
Medical | Dental | Vision Coverage</li><li>
401(k) | Roth 401(k)</li><li>
Life Insurance</li><li>
Flexible Spending Account</li><li>
Opportunities for Advancement</li><li>
Tuition Reimbursement for Qualified Courses</li><li>
Strong Company Culture</li><li>
Employee Resource Groups</li></ul></div>

Sr Mgr Change Management and Org Effectiveness

Pakistan Single Window

<div><ul><li>Assist CHRO in developing and implementing the organization's OD strategy aligned with the overall business objectives.</li><li>
Identify opportunities for improvement by conducting needs assessments, analyzing data, and gathering feedback from employees and stakeholders.</li><li>
Design and execute interventions, initiatives, and programs to support organizational change, talent development, and employee engagement.</li><li>
Assist in developing and executing talent management strategies and programs, including talent acquisition, performance management, career development, and succession planning.</li><li>
Support the identification of talent gaps and the implementation of strategies to attract, develop, and retain top talent.</li><li>
Contribute to the design and implementation of processes and tools to assess and measure employee performance, potential, and readiness for promotion.</li><li>
Collaborate with managers to provide guidance and support in talent assessment, coaching, and development.</li><li>
Support the development and implementation of the organization's D&amp;I strategy aligned with business goals and objectives.</li><li>
Contribute to fostering a culture of diversity, equity, and inclusion throughout the organization.</li><li>
Assist in ensuring inclusive practices in talent acquisition and retention efforts.</li><li>
Support the design and delivery of training programs to promote awareness and educate employees on D&amp;I topics.</li><li>
Collaborate with employee resource groups or affinity networks to create an inclusive environment.</li><li>
Lead and support organizational change initiatives by developing change management plans, communication strategies, and training programs.</li><li>
Assess change readiness and develop strategies to address resistance and drive adoption.</li><li>
Partner with leaders to communicate the purpose and benefits of change, and ensure alignment with the organization's vision and values.</li><li>
Monitor and evaluate the effectiveness of change initiatives and make adjustments as needed.</li><li>
Develop and implement initiatives to enhance employee engagement and foster a positive work culture.</li><li>
Conduct employee surveys and analyze data to identify areas for improvement and action planning.</li><li>
Collaborate with HR and management to design and implement recognition and reward programs.</li><li>
Develop and support employee feedback mechanisms and channels to promote open communication.</li><li>
Contribute to the design and implementation of performance management processes and tools.</li><li>
Support the establishment of performance goals and measures aligned with organizational objectives.</li><li>
Assist in providing guidance and support to managers and employees on performance feedback, coaching, and development.</li><li>
Lead and manage the end-to-end project management process for OD interventions, ensuring successful planning, execution, and evaluation.</li><li>
Develop project plans, timelines, and budgets, and monitor progress against established objectives.</li><li>
Coordinate and collaborate with cross-functional teams and stakeholders to ensure project deliverables are met.</li><li>
Identify and manage project risks, issues, and dependencies, and proactively implement mitigation strategies.</li><li>
Any other task assigned by the CHRO</li></ul><br>
<b>
Requirements</b><br>
<ul><li>
Bachelor's or Master's degree in Human Resources, Business Administration, or a related field.</li><li>
Overall experience of atleast 6 years in HR with over 4 years relevant experience in talent management, diversity and inclusion, change management, employee engagement, and project management of OD interventions.</li><li>
Strong knowledge of talent management practices, D&amp;I principles, change management methodologies, employee engagement strategies, and project management principles.</li><li>
Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels.</li><li>
Strong analytical and problem-solving skills, with the ability to collect and analyze data to inform decision-making.</li><li>
Demonstrated project management skills, with the ability to lead and manage multiple projects simultaneously and deliver results on time.</li><li>
Proficiency in using project management tools, data analysis tools, HRIS systems, and other relevant software.</li><li>
Strong leadership and team management skills, with the ability to motivate and develop employees.</li></ul><br>
<b>
Benefits</b><br>
<ul><li>
Competitive salary</li><li>
Fuel Card</li><li>
Health benefits</li><li>
Professional development opportunities</li><li>
Inclusive work culture &amp; much more</li></ul></div>

Deputy Manager Organizational Development - I

Snoonu

<div>
 <strong>
  🚀 Welcome to Your Next Adventure!
  <br/>
  <br/>
 </strong>
 The Senior Manager of People Development is responsible for designing, governing, and evolving Snoonu&rsquo;s global frameworks for organizational culture, performance management, succession planning, competency development and career progression.
 <br/>
 <br/>
 This role defines the standards, architecture and governance mechanisms that ensure consistency and scalability across all countries where Snoonu operates.
 <br/>
 <br/>
 <strong>
  The Role Ensures That
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Performance systems drive accountability and high standards.
  </li>
  <li>
   Career frameworks provide clarity and growth visibility.
  </li>
  <li>
   Succession planning builds leadership readiness.
  </li>
  <li>
   Culture initiatives reinforce Snoonu&rsquo;s principles and behaviors.
  </li>
  <li>
   Competency development models are clearly defined, measurable and embedded in evaluation processes.
  </li>
  <li>
   The function operates centrally, setting global standards while enabling local adaptation in each country in partnership with the local P&amp;C team.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  🛠 What You&rsquo;ll Get Your Hands On
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Performance Management Architecture
  </li>
 </ul>
 <ul>
  <li>
   Own the design and governance of Snoonu&rsquo;s performance cycle (goal setting, mid-year, year-end, calibration, rating logic).
  </li>
  <li>
   Define evaluation standards, rating distributions and calibration guidelines across markets.
  </li>
  <li>
   Establish clear linkage between performance outcomes and:
  </li>
  <ul>
   <li>
    Compensation philosophy
   </li>
   <li>
    Promotion criteria
   </li>
   <li>
    Talent review discussions
   </li>
  </ul>
  <li>
   Build structured calibration governance (who participates, how bias is mitigated, decision rights).
  </li>
  <li>
   Ensure country-level P&amp;C teams apply the framework consistently.
  </li>
  <li>
   Monitor adoption, quality of 1:1s and rating accuracy across regions.
  </li>
  <li>
   Analyze performance data and identify systemic gaps (e.g., inflated ratings, promotion imbalances).
  </li>
  <li>
   Career Progression &amp; Leveling Frameworks
  </li>
  <li>
   Design and maintain role architecture across IC and Managerial tracks.
  </li>
  <li>
   Define leveling criteria (scope, autonomy, impact, influence).
  </li>
  <li>
   Establish promotion standards and readiness indicators.
  </li>
  <li>
   Ensure internal parity and cross-country consistency in career levels.
  </li>
  <li>
   Partner with HRBPs and Finance to align leveling with salary bands and budget logic.
  </li>
  <li>
   Maintain career transparency documentation accessible to employees.
  </li>
  <li>
   Competency Model Development
  </li>
 </ul>
 <ul>
  <li>
   Define company-wide core competencies aligned with Snoonu&rsquo;s leadership principles.
  </li>
  <li>
   Translate values into observable behaviors and measurable indicators.
  </li>
  <li>
   Develop functional competency matrices by department.
  </li>
  <li>
   Ensure competencies are embedded in:
  </li>
  <ul>
   <li>
    Hiring criteria
   </li>
   <li>
    Performance reviews
   </li>
   <li>
    Promotion decisions
   </li>
   <li>
    Succession planning
   </li>
  </ul>
  <li>
   Review and evolve competencies annually based on business strategy.
  </li>
  <li>
   Learning &amp; Capability Development
  </li>
 </ul>
 <ul>
  <li>
   Define annual learning priorities aligned with company OKRs and capability gaps identified through performance and talent review data.
  </li>
  <li>
   Design and maintain structured learning pathways for:
  </li>
  <ul>
   <li>
    Individual Contributors (IC levels)
   </li>
   <li>
    First-time Managers
   </li>
   <li>
    Senior Leaders
   </li>
  </ul>
  <li>
   Establish global onboarding standards across countries (Qatar and expansion markets), ensuring consistency in quality and cultural alignment.
  </li>
  <li>
   Oversee digital learning platforms strategy, certification logic and learning documentation standards.
  </li>
  <li>
   Apply measurement frameworks linking learning interventions to performance improvement (e.g., KPI lift, promotion readiness, leadership pipeline strength).
  </li>
  <li>
   Ensure learning investments are prioritized based on strategic impact and business needs.
  </li>
  <li>
   Enable AI competency development across the company
  </li>
  <li>
   Partner with Country P&amp;C teams to adapt global learning frameworks while maintaining core standards.
  </li>
  <li>
   Succession Planning &amp; Talent Review
  </li>
  <li>
   Design and govern the annual Talent Review process.
  </li>
  <li>
   Define readiness categories (e.g., Ready Now, 1&ndash;2 Years, Emerging Talent).
  </li>
  <li>
   Implement structured succession mapping for critical roles across markets.
  </li>
  <li>
   Ensure business continuity plans exist for key positions.
  </li>
  <li>
   Track leadership pipeline health (bench strength, readiness ratio).
  </li>
  <li>
   Facilitate succession discussions with senior leadership.
  </li>
  <li>
   Culture &amp; Engagement Strategy
  </li>
  <li>
   Define culture measurement strategy (engagement surveys, pulse checks such as quarterly eNPS survey).
  </li>
  <li>
   Identify key drivers of engagement and performance by country.
  </li>
  <li>
   Design company-wide culture initiatives aligned with strategic priorities for the local P&amp;C team.
  </li>
  <li>
   Support country-level P&amp;C teams in implementing global initiatives.
  </li>
  <li>
   Ensure culture efforts reinforce accountability and performance (not only satisfaction).
  </li>
  <li>
   Global Governance &amp; Standardization
  </li>
 </ul>
 <ul>
  <li>
   Define which elements are:
  </li>
  <ul>
   <li>
    Globally standardized
   </li>
   <li>
    Locally adaptable
   </li>
  </ul>
  <li>
   Create documentation toolkits for country P&amp;C teams.
  </li>
  <li>
   Audit implementation quality across markets.
  </li>
  <li>
   Act as an escalation point for framework inconsistencies.
  </li>
  <li>
   Establish clear decision rights between HQ and local P&amp;C teams.
  </li>
  <li>
   Scope of Impact:
  </li>
  <li>
   Multi-country influence (Qatar + expansion markets).
  </li>
  <li>
   Direct impact on leadership quality and talent readiness.
  </li>
  <li>
   Governance over performance, promotions and succession outcomes.
  </li>
  <li>
   Long-term impact on company culture and organizational health.
   <br/>
  </li>
 </ul>
 <strong>
  🧙&zwj;&male;️ The Magic You Bring
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   9&ndash;12+ years in People Development / Talent / Organizational Development.
  </li>
  <li>
   Experience designing performance or career frameworks at scale.
  </li>
  <li>
   Strong analytical ability (data interpretation, governance mindset).
  </li>
  <li>
   Ability to influence senior leadership and challenge decisions constructively.
  </li>
  <li>
   Structured thinker with high operational discipline to manage the team.
  </li>
  <li>
   Flexibility and adaptability to fast paced environment.
  </li>
  <li>
   AI knowledge to leverage employees impact is a must have.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  ✨ Bonus Points If You Have
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Exposure to multi-country or regional operations is recommended.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Inside Snoonu&rsquo;s Universe
  <br/>
  <br/>
 </strong>
 Snoonu is Qatar&rsquo;s homegrown Super App, reinventing daily life with blazing-fast delivery, shopping, and more &ndash; all in one place. Powered by tech, driven by a global team, and obsessed with making life easier.
 <br/>
 <br/>
 <strong>
  The Dream We&rsquo;re Chasing
  <br/>
  <br/>
 </strong>
 To be the first Qatari Ultra App that propels the region and its community through innovation and technology. We have global ambitions where what we do surpasses norms and limitations every time.
 <br/>
 <br/>
 <strong>
  The Quest We&rsquo;re On
  <br/>
  <br/>
 </strong>
 To radically transform how people live by leveraging technology to connect them with endless possibilities.
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 <br/>
 <strong>
  Our Everyday Superpowers
  <br/>
  <br/>
 </strong>
 <strong>
  👥 Be Customer Obsessed
 </strong>
 : &ldquo;Focus on the customer and all else will follow.&rdquo;
 <br/>
 <br/>
 <strong>
  💪 Act with Integrity:
 </strong>
 &ldquo;We are honest, ethical, and trustworthy in everything we do.&rdquo;
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 <br/>
 <strong>
  🧪 Be Curious and Creative:
 </strong>
 &ldquo;We constantly innovate and create solutions to bring a lasting positive impact.&rdquo;
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 <br/>
 <strong>
  🏅Lead by Example and Take Ownership:
 </strong>
 &ldquo;Be the change you want to see and take ownership.&rdquo;
 <br/>
 <br/>
 <strong>
  🚀 Work Smart and Deliver Results
 </strong>
 : &ldquo;You can do more by doing less, better, and faster.&rdquo;
 <br/>
 <br/>
 <strong>
  👨&zwj;💼 It's All About People:
 </strong>
 &ldquo;Be a team player; together we are stronger.&rdquo;
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 <br/>
 <strong>
  Perks &amp; Worklife Magic At Snoonu
  <br/>
  <br/>
 </strong>
 <strong>
  🌐 Global Vibes
 </strong>
 &ndash; Collaborate with a worldwide crew.
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 <br/>
 <strong>
  🧠 Brain Boosters
 </strong>
 &ndash; Learning budgets, access to courses, and tools for your growth.
 <br/>
 <br/>
 🚒
 <strong>
  Builder&rsquo;s Playground
 </strong>
 &ndash; Own your tasks, own your path! We&rsquo;re big on autonomy.
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 <br/>
 🏝️
 <strong>
  Flexible Time Off
 </strong>
 &ndash; We take recharging seriously. Generous leave and wellness policies.
 <br/>
 <br/>
 🛠️
 <strong>
  Agile Everything
 </strong>
 &ndash; Scrum isn&rsquo;t a buzzword here. It&rsquo;s how we roll, from product to ops.
 <br/>
 <br/>
 <strong>
  Great Place to Work&reg; Certified
  <br/>
  <br/>
 </strong>
 We&rsquo;re certified as a Great Place to Work&reg;, a recognition that celebrates a culture we&rsquo;ve built together where people come first, always. This certification reflects our commitment to creating a workplace where everyone feels valued, empowered, and inspired to do their best work.
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 <br/>
 <strong>
  Certified for Excellence
  <br/>
  <br/>
 </strong>
 Our ISO 9001:2015 and ISO 45001:2018 certifications demonstrate our dedication to world-class quality and a safe, supportive workplace, reinforcing our promise to deliver exceptional service while prioritizing the wellbeing of our people.
 <br/>
 <br/>
 <strong>
  Beyond the Code: Giving Back Matters
  <br/>
  <br/>
 </strong>
 We don&rsquo;t just build apps. We&rsquo;re committed to doing business sustainably and giving back to the community that fuels us. From eco-conscious practices to CSR projects, we&rsquo;re always finding ways to do better&mdash;and we invite you to be a part of that mission.
 <br/>
 <br/>
 <strong>
  Diversity Isn&rsquo;t Just a Buzzword
  <br/>
  <br/>
 </strong>
 At Snoonu, fairness and inclusion are the foundation of everything we do. We&rsquo;re proud to be an equal opportunity workplace that welcomes people from every walk of life. Be bold. Be you. Thrive here.
 <br/>
 <br/>
 <strong>
  Let&rsquo;s Build the Future Together
  <br/>
  <br/>
 </strong>
 Apply now to join a team where your contributions spark a change and your voice is heard. Let&rsquo;s make some magic together.
 <br/>
 <br/>
 Stay in the loop&mdash;connect with us on LinkedIn!
</div>


Senior Manager of People Development

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