manager of organizational development

The Home Depot

<div>Position Purpose:
Partnering with business leaders and HR teams, the Manager, Organizational Development (OD) supports the design and implementation of OD solutions aligned to business strategy. Acting as an internal consultant, this role gathers and analyzes data to address gaps between current and desired organizational states, supports organization design initiatives, and helps manage change impacts and adoption efforts. On large scale initiatives, the manager works closely with OD Senior Manager(s), leading workstreams and bodies of work. The Manager independently leads small to mid-scale OD projects and facilitate post-implementation reviews and benchmarking to drive continuous improvement. 
 
Key Responsibilities:<ul><li>
30% - Organization Design &amp; Planning - Supports both large scale organizational design initiatives, leading workstreams, as well as leading small to mid-size initiatives. Scope of work includes team alignment, discovery (qualitative and quantitative analysis of structure, work, processes, etc.), stakeholder feedback, and design of future-state organizations. Supports benchmarking efforts by comparing organizational health to industry standards as well as a best-fit approach and recommending improvements. Drafts supporting materials, including organizational structures/charts, operating/governance models, and process maps.</li><li>
30% - Organizational Analysis &amp; Stakeholder Partnership - Partners with OD Senior Manager(s) to build strong relationships with business leaders and HR Business Partners. Serves internal stakeholders by developing a best fit approach to align evolving business strategies with our organizational structure, leadership, and culture to optimize organizational performance/effectiveness. Conducts analysis to understand the desired future state and success metrics and identifies best-fit OD solutions across structure, process, systems, and people. Designs and sometimes facilitates key events (e.g., workshops) to support leaders in achieving intentional alignment and planning.</li><li>
20% - Change Management &amp; Communications - Conducts change impact assessments and create communication plans and materials to support leadership and associate transitions. Coordinates with partner teams (e.g., learning, communications, compensation, talent acquisition) to ensure smooth implementation.</li><li>
20% - Implementation &amp; Adoption Support - Creates draft materials to support adoption of new structures and ways of working, via change integration support, leading workshops, and coordinating learning. Follows up on project success metrics post-implementation to ensure optimal adoption and partners with the business and HR Business Partners to make adjustments and plans as appropriate.</li></ul>
Direct Manager/Direct Reports:<ul><li>
This Position typically reports to the Senior Manager, Organizational Development</li><li>
This Position has 0 direct reports</li></ul>
Travel Requirements:<ul><li>
Typically requires overnight travel less than 5% of the time.</li></ul> 
Physical Requirements:
<ul><li>Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions, there may be a need to move or lift light articles.</li></ul> 
Working Conditions:
<ul><li>Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.</li></ul> 
Minimum Qualifications:<ul><li>
Must be 18 years of age or older</li><li>
Must be legally permitted to work in the United States</li></ul> 
Preferred Qualifications:
<ul><li>3 years&rsquo; experience in organizational design strongly preferred</li><li>
Prior experience in internal consulting or HR strategy roles</li><li>
Proven experience in change initiatives in complex, matrixed environments</li><li>
Strong facilitation, stakeholder engagement, and change management skills (e.g., PROSCI or similar)</li><li>
Experience gathering and synthesizing data to support informed decision-making</li><li>
Master&rsquo;s degree in Organizational Development, I/O Psychology, HR, Business, or related field</li></ul>
Minimum Education:
<ul><li>The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job</li></ul> 
Preferred Education:
<ul><li>The knowledge, skills and abilities typically acquired through the completion of a master's degree program or equivalent degree in a field of study related to the job.</li></ul> 
Minimum Years of Work Experience:<ul><li>
3</li></ul> 
Preferred Years of Work Experience:
<ul><li>3 - 5 years</li></ul>
Competencies:
<ul><li>Action Oriented</li><li>
Situational Adaptability</li><li>
Communicates Effectively</li><li>
Organizational Savvy</li><li>
Resourcefulness</li><li>
Strong business acumen</li><li>
Demonstrates a strong sense of urgency and the ability to quickly reprioritize in response to shifting business needs</li><li>
Ability to review qualitative and quantitative data to identify key themes</li><li>
Strong written and verbal communication skills and ability to tell a story through PowerPoint</li><li>
Ability to interact effectively with and influence executive leaders</li><li>
Strong project management skills; must have ability to initiate project plans with minimum guidance</li><li>
Discretion when handling confidential information</li><li>
Strong problem solving and critical thinking skills</li></ul></div>

Manager, Organizational Development - Technology, Product, Online, and Customer Experience

Sohar Aluminium

<div>
 
 
 ABOUT SOHAR ALUMINIUM
 
 
 
 We are a highly respected industrial manufacturer producing premium grade aluminium for local, regional and international customers who value our strong reputation for quality, productivity and reliability. Our company is growing and we are now seeking a highly experienced and capable HRD/OD professional to provide the expertise and leadership required to achieve our strategic corporate objectives through best practice people and organizational development.
 
 
 
 
 
 
 JOB PURPOSE:
 
 
 <ul>
 <li>
 Reporting directly to the Talent &amp; Organizational Effectiveness Manager, you will lead a team of senior professional staff to design, implement and manage the policies, procedures, systems and programs required to optimise Professional and Organizational Development (POD) across all departments within Sohar Aluminium.
 </li>
 <li>
 Ensure the effective planning and delivery of best practice POD programs to enhance leadership development, soft skills training (including English language), career progression, performance management, employee engagement, psychometric/cognitive assessments, fresh bachelors&rsquo; graduate development, competency assurance, job analysis/description/evaluation and workforce planning.
 </li>
 <li>
 Responsible for working with line managers and leaders at all levels to achieve successful and effective professional and organizational development that is aligned with company strategy.
 </li>
 </ul>
 
 
 
 
 
 KEY RESPONSIBILITIES
 
 
 <ul>
 <li>
 Develop, Implement and Optimize Best Practice Organizational Development Policy, Procedure and Programs.
 </li>
 <li>
 Develop, Implement and Optimize Best Practice Professional Development Policy, Procedure and Programs.
 </li>
 <li>
 Develop, Implement and Optimize Best Practice Leadership Development.
 </li>
 <li>
 Develop, Implement and Optimize Best Practice Systems to Manage Professional &amp; Organizational Development.
 </li>
 <li>
 Manage the Professional &amp; Organizational Development Team.
 </li>
 <li>
 Manage Provision of Psychometric &amp; Cognitive Ability Assessments.⠀⠀
 </li>
 <li>
 Action the SA Environment, Health &amp; Safety (EHS) procedures to Maintain high EHS standards.
 </li>
 </ul>
 
 
 
 
 
 KEY PERFORMANCE INDICATORS
 
 
 <ul>
 <li>
 Annual Workforce Plan Progress &amp; Approval
 </li>
 <li>
 Job Evaluation Results
 </li>
 <li>
 Competency Assessment Results
 </li>
 <li>
 Employee Engagement Survey Results
 </li>
 <li>
 Graduate Trainee Evaluation
 </li>
 <li>
 Leadership Training Delivery &amp; Evaluation
 </li>
 <li>
 Career Development System Utilization
 </li>
 <li>
 Individual Development Plan (IDP) Completion Rate
 </li>
 <li>
 Organizational Data Integrity
 </li>
 </ul>
 
 
 
 
 
 QUALIFICATIONS
 
 
 
 
 Required:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources Management or equivalent together with 8 years of proven hands-on experience in a similar role, ideally within aluminium or heavy industry sector in GCC.
 </li>
 <li>
 Preferred:
 </li>
 <li>
 Master&rsquo;s Degree in Human Resources Management or equivalent
 </li>
 <li>
 Professional certification from Korn Ferry in Job Analysis and Job Evaluation.
 </li>
 <li>
 Certified in psychometric assessment tools such as those available on Psytech International platform or equivalent.
 </li>
 <li>
 Experience of managing a project to define and develop company culture.
 </li>
 <li>
 Certified trainer, coach or any learning expertise certification.
 </li>
 <li>
 CIPD or other international HR certifications.
 </li>
 <li>
 Excellent influencing skills and persuasiveness.
 </li>
 <li>
 Creative problem solving skills.
 </li>
 </ul>
 
 
 
 
 
 EXPERIENCE
 
 
 <ul>
 <li>
 Extensive experience of successfully managing best practice professional and organizational development programs within manufacturing, engineering, oil and gas and other industrial plants.
 </li>
 <li>
 Extensive knowledge and experience of best practice of Organization Design, Job Analysis, Job Description and the Korn Ferry/Hay Group Job Evaluation methodology.
 </li>
 <li>
 Extensive knowledge and experience of best practice Performance Management, Leadership Development, Employee Engagement, Workforce Planning and Graduate Development, Soft Skills Training.
 </li>
 <li>
 Extensive knowledge and experience in various best practice methods of employee assessment and development, including the 70/20/10 strategy, competency-based training and Kirkpatrick training evaluation model.
 </li>
 <li>
 Extensive knowledge of the local Omani training institutes laws, permits, regulations and various government policies related to training and education.
 </li>
 <li>
 Significant operating experience of SuccessFactors system (specifically the Learning Management &amp; Career Development Planning modules).
 </li>
 <li>
 High level of English language ability, both spoken and written.
 </li>
 <li>
 Analytical thinking, good leadership, excellent communication skills and inter personal relations
 </li>
 <li>
 Strong project management skills, well organized and able to multi-task effectively
 </li>
 </ul>
 
 
 
 
 If you want to be part of a great team who are known for delivering excellent results for a dynamic company during a period of exciting business growth, then we want to hear from you. Apply today and grow your career with us.
 
</div>

Superintendent - Professional and Organizational Development

Royal Caribbean Group

<div>
 
 
 Journey with us!
 
 Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Group is pleased to offer a competitive compensation and benefits package, and excellent career development opportunities, each offering unique ways to explore the world.
 
 
 
 
 We are proud to be the vacation-industry leader with global brands &mdash; including Royal Caribbean International, Celebrity Cruises and Silversea Cruises &mdash; the most innovative fleet and private destinations, and the best people. Together, we are dedicated to turning the vacation of a lifetime into a lifetime of vacations for our guests.
 
 
 
 
 The Royal Caribbean Group&rsquo;s Human Resources Strategy Team has an exciting career opportunity for a full-time Sr. Manager Organizational Design reporting to the Sr Dir, Organizational Design.
 
 
 
 
 
 The position is onsite and based in Miami, Florida
 
 
 
 
 
 
 The position is also not eligible for work authorization sponsorship.
 
 
 
 
 
 
 Position Summary:
 
 
 
 Under the direct leadership of the Senior Director of Organization Design, the
 
 Senior Manager, Organizational Design
 
 will directly support exciting transformation efforts in partnering with Senior Executives to design their capabilities, operating models, and future state structures. This role is responsible for driving a holistic Org Design process to define future visions, identify improvements, and create future state organizational designs solutions. In addition, this role will serve as a thought leader to build internal methodology, deliver strategic assessments, and elevate the org health capability across the Enterprise.
 
 
 
 
 
 
 
 Essential Duties and Responsibilities:
 
 
 <ul>
 <li>
 Lead multiple Org Design projects, including restructuring teams, capabilities, and developing governance models to drive organizational efficiency and effectiveness
 </li>
 <li>
 Define best in class new department operating models in partnership with Senior Leaders and HR Business Partners
 </li>
 <li>
 Lead design workshops across the Org Design process and adapt to Senior Leader specific requirements
 </li>
 <li>
 Conduct interviews with stakeholders to quickly gain an understanding of current state
 </li>
 <li>
 Story-board, create, and refine presentations for an executive audience and communicate narrative and story behind org design proposals
 </li>
 <li>
 Apply expert level project management skills to manage org health projects as formal engagements, including scoping, planning, executing work and achieving benefits realization
 </li>
 <li>
 Leverage analytics and org chart software to identify org health gaps and design future state org charts
 </li>
 <li>
 Perform ad-hoc assessments and research benchmarking best practices
 </li>
 <li>
 Lead business cases and define return on investment for org health projects
 </li>
 <li>
 Ability to lead people, including effective communication, vision casting, problem solving, and removing roadblocks
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications, Knowledge and Skills:
 
 
 <ul>
 <li>
 10+ years experience in management consulting, HR Business Partner, strategy, or organizational design related fields
 </li>
 <li>
 Ability to navigate across multiple leader stakeholders, understand input, and create custom solutions
 </li>
 <li>
 Expert level of presentation, project management, strategy, and analytical competencies
 </li>
 <li>
 Ability to build cross-functional relationships, collaborate, and high interpersonal skills
 </li>
 <li>
 Advanced ability to communicate and influence Senior Executives
 </li>
 <li>
 Advanced ability for detail-oriented problem solving
 </li>
 <li>
 Ability to adapt and re-align priorities and meet time sensitive deadlines
 </li>
 <li>
 Experience in client management in consulting, HR Business Partnering, or prior Org Design client facing experience
 </li>
 <li>
 Experience working for a global company as well as a growth organization demonstrating adaptability and change management skills
 </li>
 <li>
 Strong analytical and problem-solving skills with the ability to influence managers
 </li>
 <li>
 Proven track record of leveraging data to identify trends, summarizing key findings for Sr. Leadership in clear, concise, and visually appealing slides (or other communication formats)
 </li>
 <li>
 Expert skill in Microsoft Office PowerPoint
 </li>
 <li>
 Expert skill in understanding and applying information to contribute to the organizations strategic plan
 </li>
 </ul>
 
 
 
 
 
 
 Agency and Third-Party Submissions:
 
 Please note this is a direct search by the Company, and applications through agencies and other third parties will not be accepted, nor will fees be paid for unsolicited resumes. Any unsolicited resumes will be considered the Company's property.
 
 
 
 
 
 
 
 We know there's a lot to consider.
 
 As you go through the application process, our recruiters will be glad to provide guidance, and more relevant details to answer any additional questions. Thank you again for your interest in Royal Caribbean Group. We'll hope to see you onboard soon!
 
</div>

Sr. Manager Organizational Design

Snoonu

<div>
 
 🚀 Welcome to Your Next Adventure!
 
 
 
 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.
 
 
 This role defines the standards, architecture and governance mechanisms that ensure consistency and scalability across all countries where Snoonu operates.
 
 
 
 The Role Ensures That
 
 
 
 <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.
 
 
 </li>
 </ul>
 
 🛠 What You&rsquo;ll Get Your Hands On
 
 
 
 <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.
 
 </li>
 </ul>
 
 🧙&zwj;&male;️ The Magic You Bring
 
 
 
 <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.
 
 
 </li>
 </ul>
 
 ✨ Bonus Points If You Have
 
 
 
 <ul>
 <li>
 Exposure to multi-country or regional operations is recommended.
 
 
 </li>
 </ul>
 
 Inside Snoonu&rsquo;s Universe
 
 
 
 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.
 
 
 
 The Dream We&rsquo;re Chasing
 
 
 
 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.
 
 
 
 The Quest We&rsquo;re On
 
 
 
 To radically transform how people live by leveraging technology to connect them with endless possibilities.
 
 
 
 Our Everyday Superpowers
 
 
 
 
 👥 Be Customer Obsessed
 
 : &ldquo;Focus on the customer and all else will follow.&rdquo;
 
 
 
 💪 Act with Integrity:
 
 &ldquo;We are honest, ethical, and trustworthy in everything we do.&rdquo;
 
 
 
 🧪 Be Curious and Creative:
 
 &ldquo;We constantly innovate and create solutions to bring a lasting positive impact.&rdquo;
 
 
 
 🏅Lead by Example and Take Ownership:
 
 &ldquo;Be the change you want to see and take ownership.&rdquo;
 
 
 
 🚀 Work Smart and Deliver Results
 
 : &ldquo;You can do more by doing less, better, and faster.&rdquo;
 
 
 
 👨&zwj;💼 It's All About People:
 
 &ldquo;Be a team player; together we are stronger.&rdquo;
 
 
 
 Perks &amp; Worklife Magic At Snoonu
 
 
 
 
 🌐 Global Vibes
 
 &ndash; Collaborate with a worldwide crew.
 
 
 
 🧠 Brain Boosters
 
 &ndash; Learning budgets, access to courses, and tools for your growth.
 
 
 🚒
 
 Builder&rsquo;s Playground
 
 &ndash; Own your tasks, own your path! We&rsquo;re big on autonomy.
 
 
 🏝️
 
 Flexible Time Off
 
 &ndash; We take recharging seriously. Generous leave and wellness policies.
 
 
 🛠️
 
 Agile Everything
 
 &ndash; Scrum isn&rsquo;t a buzzword here. It&rsquo;s how we roll, from product to ops.
 
 
 
 Great Place to Work&reg; Certified
 
 
 
 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.
 
 
 
 Certified for Excellence
 
 
 
 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.
 
 
 
 Beyond the Code: Giving Back Matters
 
 
 
 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.
 
 
 
 Diversity Isn&rsquo;t Just a Buzzword
 
 
 
 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.
 
 
 
 Let&rsquo;s Build the Future Together
 
 
 
 Apply now to join a team where your contributions spark a change and your voice is heard. Let&rsquo;s make some magic together.
 
 
 Stay in the loop&mdash;connect with us on LinkedIn!
</div>

Senior Manager of People Development

LEONI

<div><div><h2 class="jobSectionHeader">Company Description</h2>
LEONI is a global provider of products, solutions and services for energy and data management in the automotive industry. The group of companies has around 86,000 employees in 21 countries and generated consolidated sales of EUR 3.9 billion in 2025.
The value chain ranges from standardized cables and special and data cables to highly complex wiring systems and related components, from development to production. As an innovation partner with distinctive development and systems expertise, we support our customers on the path to increasingly sustainable and connected mobility concepts from autonomous driving to alternative drives as well as charging systems.</div><div><h2 class="jobSectionHeader">
Job Description</h2><ul><li>
Identify training needs through job analysis, career paths, and consultation with managers, and develop and implement training programs.</li><li>
Prepared a training &amp; development plan based on competency gap and performance review.</li><li>
Coordinate and organize the timetable for both in-house and external training programs, ensuring alignment with employee shift patterns and maintaining work commitments.</li><li>
Evaluate the effectiveness of training programs and make necessary adjustments.</li><li>
Facilitate and track the newcomer onboarding process included orientation plan.</li><li>
Implement and maintain the different standards in place ISO 9000, ISO 45000, ISO 14000 and IATF in addition to all related requirements within HR department.</li></ul></div><div><h2 class="jobSectionHeader">
Qualifications and Experience</h2><ul><li>
Bachelor's degree in Business Administration or related field.</li><li>
Minimum 5 years of experience in a learning and development role, preferably in the Industrial or Manufacturing industry.</li><li>
Proven track record of designing, implementing, and evaluating effective training programs.</li><li>
Strong knowledge of adult learning principles and instructional design methodologies.</li><li>
High level of communication and presentation skills, with the ability to engage diverse audiences.</li><li>
Experience with learning management systems (LMS) and ERP Systems.</li><li>
Proficient in MS Office and e-learning software; experience with authoring tools (e.g., Articulate Storyline, Adobe Captivate) is an asset.</li></ul></div><div><h2 class="jobSectionHeader">
Interested?</h2></div></div>
 <div>Nadine Nasreldeen
Email Address:wegca_recruiting.egypt@leoni.com</div>

People Development, Leadership & Culture Expert

AlSafy Group

<div>
 
 
 Key Responsibilities
 
 
 
 
 Organizational Development (OD):
 
 
 <ul>
 <li>
 Support the design and implementation of OD programs and initiatives.
 </li>
 <li>
 Conduct organizational assessments to identify areas for improvement.
 </li>
 <li>
 Facilitate workshops and training related to leadership, culture, and organizational effectiveness.
 </li>
 </ul>
 
 
 Performance Management:
 
 
 <ul>
 <li>
 Participates in the design and implementation of the performance management system, ensuring alignment with organizational goals.
 </li>
 <li>
 Support managers in setting objectives, evaluating performance, and providing feedback.
 </li>
 <li>
 Analyze performance data to identify trends, gaps, and development needs.
 </li>
 <li>
 Implement and oversee Performance Improvement Plans for underperforming employees or areas.
 </li>
 </ul>
 
 
 Talent &amp; Succession Planning:
 
 
 <ul>
 <li>
 Assist in designing career development and growth programs.
 </li>
 <li>
 Support the identification of high-potential employees and talent pools for succession planning.
 </li>
 <li>
 Collaborate with L&amp;D to develop training and development plans based on performance assessments.
 </li>
 </ul>
 
 
 Reporting &amp; Analytics:
 
 
 <ul>
 <li>
 Prepare reports on performance, engagement, and organizational development metrics.
 </li>
 <li>
 Provide insights and recommendations to the Talent Management Manager based on analytics.
 </li>
 </ul>
 
 
 Job Requirement
 
 
 
 
 Education
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, Psychology, or related field.
 </li>
 </ul>
 
 
 Experience
 
 
 <ul>
 <li>
 5 years of experience in Organizational Development, Performance Management, or Talent Management roles.
 </li>
 </ul>
 
 
 Technical Tools and Experience
 
 
 <ul>
 <li>
 Proficiency in MS Office; experience with ERP systems is preferred.
 </li>
 </ul>
 
 
 Additional Qualifications
 
 
 <ul>
 <li>
 Strong knowledge of performance management systems, talent development, and OD methodologies.
 </li>
 <li>
 Excellent analytical, problem-solving, and communication skills.
 </li>
 <li>
 Coaching and mentoring skills
 </li>
 <li>
 Stakeholder management
 </li>
 <li>
 Ability to drive engagement and cultural initiatives
 </li>
 </ul>
 
 
</div>

OD & Performance Management Supervisor

Oregon Health & Science University

<div>Department Overview:

The Nurse Manager is a Registered Nurse (RN) responsible for operational, human resource, 
quality, and financial leadership for one or more inpatient or ambulatory clinical units or 
programs. The Nurse Manager ensures the delivery of safe, high-quality, patient- and family centered care in alignment with organizational priorities and the Professional Practice Model. 
This role fosters a supportive and professional practice environment, promotes staff engagement 
and professional development, and partners with interdisciplinary teams to achieve excellence in 
clinical outcomes, operational efficiency, and patient experience
Function/Duties of Position:

The Nurse Manager differs from the Assistant Nurse Manager (ANM) in that the Nurse Manager 
holds primary accountability for operations, staffing, quality, and fiscal management for one or 
more inpatient or ambulatory units or clinical programs. The Nurse Manager operates with 
independent decision-making authority appropriate to the size, complexity, and scope of the 
assigned area(s), which may range from a single unit to multiple units or programs. 
1. Strategic &amp; Program Planning &mdash; The Nurse Manager develops and executes shorthand long-term goals aligned with organizational, division, and nursing priorities. This 
includes establishing measurable objectives, monitoring performance outcomes, and 
adjusting plans based on data, results, and stakeholder feedback. The Nurse Manager 
engages staff in shared governance and continuous improvement initiatives to advance 
clinical practice and operational efficiency. 
2. Operational Leadership &mdash; The Nurse Manager provides leadership for daily operations 
across assigned inpatient or ambulatory units, ensuring effective patient care delivery, 
patient flow, and workflow coordination. The role maintains visibility with staff, fosters 
open communication, promotes collaboration, and models accountability. The Nurse 
Manager also leads initiatives to enhance efficiency, integration, and overall patient 
experience. 
3. Financial &amp; Resource Management &mdash; The Nurse Manager develops, monitors, and 
manages operating budgets while tracking productivity, overtime, and resource 
utilization. The role implements cost-effective strategies while maintaining high 
standards of patient care and partners with leadership to plan for staffing, capital, and 
other resource needs to ensure the operational sustainability of the units or programs. 
4. Human Resources &amp; Staff Development &mdash; The Nurse Manager recruits, hires, 
evaluates, and develops staff while fostering engagement, recognition, and 
accountability. The role provides coaching and mentoring to emerging leaders, such as 
Assistant Nurse Managers or charge nurses and supports succession planning. The Nurse 
Manager ensures compliance with labor agreements, organizational policies, and 
professional practice standards, promoting a positive and professional work environment. 
5. Quality, Safety &amp; Performance Improvement &mdash; The Nurse Manager develops, 
implements, and evaluates quality, safety, and performance improvement initiatives 
appropriate to the scope of assigned units or programs. The role uses data and evidence-based practices to identify opportunities for improvement, mitigate risk, and drive high-quality patient outcomes. The Nurse Manager fosters a culture of safety, equity, and 
continuous learning, promoting excellence in care delivery. 
6. Professional Practice &amp; Collaboration &mdash; The Nurse Manager models ethical and 
evidence-based nursing practice consistent with the ANA Code of Ethics, Nurse Practice 
Act, and organizational values. The role engages in interdisciplinary collaboration to 
advance clinical care, operational effectiveness, and patient outcomes. The Nurse 
Manager represents units and programs in organizational initiatives and supports the 
development of a professional, inclusive practice environment that values diversity and 
promotes staff engagement.
Required Qualifications:
<ul><li>Bachelor of Science in Nursing (BSN) required.</li><li>Master&rsquo;s degree in nursing or related field (e.g., MBA with healthcare concentration,</li></ul>
MHA, MPH). 
<ul><li>Two (2) years of clinical nursing experience in a related specialty AND</li><li>One (1) year of recent relevant leadership experience (e.g., charge nurse, preceptor,</li></ul>
supervisor, or equivalent). 
<ul><li>Demonstrated ability to manage complex operations in a large, matrixed healthcare</li></ul>
environment. 
<ul><li>Unencumbered Oregon RN license required.</li><li>BLS for healthcare providers required.</li><li>Professional certification in nursing leadership (e.g., NE-BC, CNML) required within 2</li></ul>
years of hire.
Additional Details:

This position also comes with great benefits! Some highlights include: 
<ul><li>
Comprehensive health care plans that cover 100% for a full-time employee and 88% for dependents for .75 FTE and higher.</li><li>
$50K of term life insurance provided at no cost to the employee</li><li>
Two separate above market pension plans to choose from</li><li>
Paid time off- 208 hours per year (full-time), prorated for part-time</li><li>
Extended illness bank- 64 hours per year, prorated for part-time</li><li>
9 paid holidays per year</li><li>
Three weeks of paid parental leave</li><li>
Adoption assistance program (up to 5k)</li><li>
Substantial Tri-met and C-Tran discounts</li><li>
Tuition Reimbursement</li><li>
Innovative Employee Assistance Program (EAP)</li></ul>
Why apply to OHSU?: We are Oregon's only public academic health center. In addition to caring for patients, we lead groundbreaking research. We also train the next generation of health care professionals. As Portland's largest employer, we give you opportunities to learn and advance in a system of hospitals and clinics across Oregon and Southwest Washington. All are welcome. OHSU welcomes people of all ages, ethnicities, genders, national origins, religions and sexual orientations. We are striving to build an anti-racist, multicultural institution and encourage people with diverse backgrounds to apply. To request reasonable accommodation, contact askhr@ohsu.edu</div>

Nurse Manager

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