manager of organizational development

Converge

<div>
 
 
 Organizational Development (OD) Manager | Bahrain
 
 
 
 
 Salary: BHD 2,500&ndash;3,000 per month
 
 
 
 
 
 
 
 What This Role Is About
 
 
 
 We are looking for an Organizational Development (OD) Manager, to be based in Bahrain, to lead and drive organizational effectiveness initiatives across the business.
 
 
 
 
 
 You will be responsible for designing and implementing OD frameworks, talent development programs, and change management initiatives that support business growth and transformation.
 
 
 
 
 
 This role is ideal for an experienced OD professional with strong Middle East exposure, excellent stakeholder management skills, and the ability to align people strategies with organizational objectives.
 
 
 
 
 
 You will work closely with senior leadership and HR teams to enhance organizational structure, capability building, leadership development, and performance culture.
 
 
 
 
 
 Your ability to manage change, embed best practices, and drive sustainable organizational impact will be central to the success of this role.
 
 
 
 
 
 
 The Client&rsquo;s Definition of the Ideal Fit
 
 
 <ul>
 <li>
 5-6 years of experience in Organizational Development, Talent Management, or HR transformation roles.
 </li>
 <li>
 Proven Middle East experience is a must.
 </li>
 <li>
 Strong expertise in organizational design, change management, and capability development.
 </li>
 <li>
 Experience designing and delivering leadership development and succession planning programs.
 </li>
 <li>
 Strong analytical, facilitation, and project management skills.
 </li>
 <li>
 Excellent communication and stakeholder management capabilities.
 </li>
 <li>
 Experience working in complex, multi-cultural environments.
 </li>
 </ul>
 
 
 
 
 This role is open to candidates based outside of Bahrain too. However, basic understanding of Arabic would be highly preferred.
 
 
 
 
 
 This opportunity offers the chance to play a key role in shaping organizational effectiveness, driving transformation, and supporting long-term growth within a leading organization in Bahrain.
 
</div>

Organizational Development Manager

Balfour Beatty

<div>Become Part of Our Team

As an industry leader Balfour Beatty offers employees a comprehensive benefits package with competitive salaries and more including:
<ul>
<li>Medical, Dental, Vision and Life Insurance</li>
<li>Health Savings Account</li>
<li>401(k) with company match</li>
<li>Flexible Spending Accounts (Dependent &amp; Medical Reimbursement)</li>
<li>Vacation Time</li>
<li>Sick Time</li>
<li>Holidays</li>
<li>Paid Volunteer time</li>
<li>Tuition Assistance</li>
<li>Employee Referral Bonus</li></ul> 


Summary

Balfour Beatty is seeking a Manager of Leadership Development to join our Corporate and Shared Services team. This is a hybrid position that reports to our Dallas, TX, location.

The Manager of Leadership Development designs and delivers programs that build leadership capabilities across all levels of the organization. This role partners with HR and business leaders to assess needs, define leadership competencies, and align development initiatives with strategic goals. It also manages external vendors and evaluates program effectiveness using KPIs and feedback. 


Essential Functions
<ul>
<li>Design and Deliver Leadership Programs</li>
<li><ul><li>Create and implement development programs for emerging, mid-level, and senior leaders aligned with business strategy.</li>
<li>Facilitate engaging workshops, retreats, and learning sessions that build leadership capability.</li>
</ul></li><li>Develop Leadership Competency Frameworks</li>
<li><ul><li>Define and embed leadership behaviors into performance management, talent reviews, and succession planning.</li>
<li>Provide tools and insights to identify and develop high-potential talent across the organization.</li>
</ul></li><li>Needs Assessment &amp; Gap Analysis</li>
<li><ul><li>Partner with HR and business leaders to assess current leadership capabilities and forecast future skill needs.</li>
<li>Conduct gap analyses and use KPIs, feedback, and post-program assessments to evaluate and refine development efforts.</li>
</ul></li><li>Align Programs to Business Goals</li>
<li><ul><li>Ensure leadership development initiatives are strategically aligned and drive measurable outcomes tied to organizational performance.</li>
</ul></li><li>Measure Program Effectiveness</li>
<li><ul><li>Use data-driven methods, including KPIs and participant feedback, to assess impact and continuously improve program design and delivery.</li>
</ul></li><li>Vendor &amp; Tool Management</li>
<li><ul><li>Evaluate, select, and manage external vendors, platforms, and tools that support leadership training and coaching initiatives.</li></ul></li></ul> 

Qualifications
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Organizational Development, Psychology, or a related field (Master&rsquo;s preferred).</li>
<li>5+ years of experience in leadership development, talent management, or organizational effectiveness.</li>
<li>Demonstrated success in designing and implementing leadership development programs.</li>
<li>Strong facilitation, coaching, and interpersonal communication skills.</li>
<li>Ability to influence and collaborate across all levels of the organization.</li>
<li>Experience with leadership assessments, 360 feedback tools, and learning management systems.</li>
<li>Certification in coaching or leadership development tools (e.g., MBTI, DiSC, Hogan) is a plus.</li></ul> 

<div>
About us
</div>
Balfour Beatty US is an industry-leading provider of general contracting, at-risk construction management and design-build services for public and private sector clients across the nation. Performing heavy civil and vertical construction, our teams build the unique structures and infrastructure that play an important role in how people live, work, learn and play in our communities. Our teammates have an instinctive passion for innovating that is fueled by a relentless curiosity, a drive to employ lean practices and processes and the determination to find a better way. Through Zero Harm&reg;, we are challenging the construction industry&rsquo;s assumptions about safety. We believe that no level of harm should come to anyone as a result of our business.

Consistently ranked among the nation&rsquo;s largest building contractors by Engineering News-Record, our US business is a subsidiary of London-based Balfour Beatty plc (LSE: BBY).

Balfour Beatty is an equal opportunity employer that recognizes the value of a diverse workforce. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by federal, state or local law.</div>

Manager of Leadership Development

City and County of San Francisco

<div>Company Description 
Specific information regarding this recruitment process is listed below
Application Opening: Wednesday, December 31st, 2025 
Application Deadline: Apply immediately. Application filing will be open at least through Friday, January 9th, 2026 and will close any time thereafter 
Salary Range: $136,604 - $174,408 Annually (Range A) (Effective January 3rd, 2026) 
Recruitment ID: PBT-0922-160722, RTF0160721-01126510
Appointment Type: Permanent Civil Service
San Francisco Public Works (Public Works) has a far-reaching portfolio with a $453 million annual operating budget, an active capital portfolio that exceeds $3 billion and a workforce of 1,700-plus employees. The department operates around the clock, touching every neighborhood in San Francisco. The staff designs and manages the construction of civic buildings and streets; cleans and greens the right of way; maintains civic buildings; manages multi-million-dollar bond programs; trains people for jobs; keeps the right of way free of hazards; paves the roads; repairs bridges and public stairways; expands accessibility; and works at the forefront addressing some of San Francisco&rsquo;s biggest challenges. With a mission to enhance the quality of life in San Francisco for residents, visitors and business owners, Public Works is committed to providing outstanding public service through an equity lens.
Please visit the &ldquo;About Us&rdquo; section of our website at https://www.sfpublicworks.org to learn more about the department&rsquo;s core values, Racial Equity Initiative, leadership team, history, budget and more. 
Job Description 
San Francisco Public Works is seeking a Learning and Organizational Development Manager for our training division.
Under direction, provides training and professional development for the lifecycle of Public Works employees, which includes a diverse audience of professionals, technicians, and trades/crafts employees, to support opportunities for professional growth. Provides operational oversight and direction for Public Works&rsquo; training programs, and consultative support as needed to Public Works&rsquo; divisional training programs. Utilizes existing policies, programs, and procedures to provide services. Provides recommendations for improvements for review and approval by the Director of Learning and Organizational Development. Supervises and provides day-to-day leadership and direction to the administrative staff and trainers of Learning and Organizational Development team. Responsible for providing reporting, correspondence, cost analysis and budgeting for new and existing programs. Collaborates with and supports Workforce Development training programs as part of the employee development lifecycle.
MAJOR, IMPORTANT, AND ESSENTIAL DUTIES<ul><li>
Manages training and learning programs, which include an analysis of evaluations on an agreed-upon schedule to make recommendations for revisions. Collaborates and coordinates the division&rsquo;s reoccurring training programs and schedules with input from the Training staff. Provides the training schedule as needed. Requests financing for training and supplies on a timely basis.
</li><li>Evaluates the work performance of direct reports using an agreed-upon process with the Director of Learning and Organizational Development&rsquo;s approval. Provides regularly scheduled and as-needed coaching for growth and performance improvement to division staff. This may include providing additional training to enhance performance and skills as necessary. Ensure trainers are cross-trained to broaden knowledge and support for coverage.</li><li>
Conduct training programs, that include, but not limited to, making presentations, facilitating group discussions, and leading and monitoring group activities.</li><li>
Manages vendors or external training programs utilized by the department.</li><li>
Evaluates existing training procedures and policies and makes revisions for improvement with approval of the Director of Learning and Organizational Development as needed.</li><li>
Develops, documents, and implements new training procedures and process with the approval of the Director of Learning and Organizational Development as needed.
</li><li>Provides budget information in collaboration with Director of Learning and Organizational Development for existing and newly proposed programs as needed.
</li><li>Creates and presents reports, memos, correspondence, and statistical training data to the Director of Learning and Organizational Development, HR Director and others on an agreed-upon schedule. This includes mandatory compliance training.
</li><li>Provide support and analysis of other Public Works division training programs. Provide Public Works&rsquo; management guidance and recommendations to resolve training-related issues.</li></ul> 

Qualifications 
Minimum Qualifications
Education: Possession of a bachelor's degree from an accredited college or university;
AND
Experience: Four (4) years of verifiable professional experience designing, organizing and conducting employee training programs.
Education Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis, up to two (2) years. One (1) year is equivalent to thirty (30) semester or forty-five (45) quarter units.
Experience Substitution: Possession of a master&rsquo;s degree with a concentration in training and development, human resources management, organizational development, behavioral psychology, or educational psychology may substitute for one (1) year of the required professional experience.
Note: 
One (1) year of full-time employment is considered equivalent to Two Thousand (2000) hours. Any overtime hours that you work above forty (40) hours per week are not included in the calculation to determine full-time employment.
Verification
All work experience, education, training, and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. More information can be found at: https://sfdhr.org/information-about-hiring-process#verification. Failure to provide the required verification may result in rejection of the application and/or removal from eligibility for referral and appointment in this class.
Resumes will not be accepted in lieu of a completed City and County of San Francisco application.
Note: Any misrepresentation or falsification of one's education, training, or work experience, or attempted deception on the application, may result in disqualification for this and future job opportunities with the City and County of San Francisco.
SELECTION PROCEDURE/EXAMINATION REQUIREMENTS
This is a Position-Based Test conducted in accordance with CSC Rule 111A. After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:
Supervisory Test Battery (STB) (Weight 50%)
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but are not limited to: Problem-Solving; Leadership; Decision Making; Interpersonal skills; Human Resources Management; Team Building; Communication and Conflict Management. For more information about this Supervisory Test please visit: SUPERVISORY TEST BATTERY
Please note: This examination is only held in San Francisco. A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.
This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Supervisory Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore, your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Supervisory Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Supplemental Questionnaire Exam (Weight: 50%)
Candidates who pass the STB will be sent a Supplemental Questionnaire that must be completed by the set date. Candidates will be evaluated on their relevant knowledge, skills, and ability levels in job-related areas. This may involve knowledge/ability of training program design and evaluation process, problem solving ability, collaboration ability, knowledge and ability, and project management knowledge and ability.
A passing score must be achieved on the Supplemental Questionnaire to be placed/ranked on the Eligible List.<ul><li>The Department of Public Works reserves the right to modify the selection process and examination to conform to administrative or operational necessity. The information in this announcement is subject to change and will be accompanied by a notice of amendment in this announcement.</li></ul>
Eligible List/Score Report 
Once you pass the exam, you will be placed on an eligible list and given a score and a rank. The duration of the eligible list will be six (6) months and may be extended with the approval of the Human Resources Director.
Certification 
The certification rule for the eligible list resulting from this exam will be the &ldquo;Rule of the List&rdquo;.
Post-Eligible List 
Candidates will be invited to interview based on test scores and experience that most closely matches the responsibilities of the position determined from a review of the application materials.
Terms of Announcement and Appeal Rights 
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by posting the correction on the Department of Human Resources website at https://careers.sf.gov/
The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is &lsquo;abuse of discretion&rsquo; or &lsquo;no rational basis&rsquo; for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date. 
Additional Information 
What else should I know?
Additional Information Regarding Employment with the City and County of San Francisco:<ul><li>
Information About The Hiring Process</li><li>
Conviction History</li><li>
Employee Benefits Overview</li><li>
Equal Employment Opportunity</li><li>
Disaster Service Worker</li><li>
ADA Accommodation</li><li>
Veterans Preference</li><li>
Seniority Credit in Promotional Exams</li><li>
Right to Work</li><li>
Copies of Application Documents</li><li>
Diversity Statement</li></ul>
Statement on Diversity, Equity, and Inclusion: At the City and County of San Francisco, we share a commitment to a diverse, inclusive and equitable community. Each member of our organization is responsible and accountable for what they say and do to make San Francisco an inclusive and equitable place to live and work by employing fair and just practices to and for all.
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.sf.gov/ and begin the application process.
Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records.
Failure to receive this email means that the online application was not submitted or received.
If you have any questions regarding this recruitment or the application process, please contact the analyst for this recruitment by email at kathy.mei@sfdpw.org.<div></div>
The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.</div>

Learning and Organizational Development Manager - San Francisco Public Works (160722)

DUBAI PROPERTIES GROUP LLC

Organisation Development:<ul><li>Lead the development and implementation of OD processes and frameworks to ensure that the organization is equipped to meet its business objectives including organization structuring, workforce planning, job analysis etc.</li><li>Develop and continuously review the organization structure and job descriptions in line with DH Corporate strategy and business requirements.</li><li>Facilitate the organizational restructuring of business unit/function when organization changes are initiated by the business unit/function; assess and communicate impact on organizational structures.</li><li>Design and deliver OD and change management strategies, processes and interventions that support DH Corporate ambition to be a high performing organization; to include initiatives which foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.</li><li>Ensure that all organization charts are drawn and aligned to the functions scalar chain (grade and competency levels) and kept updated and aligned to the manpower plan at all times.</li><li>Work with business unit/function to conduct organization diagnostic studies (need analysis, interviews, workshops, surveys, study of benchmarks, etc.,) and recommend appropriate organization development solutions and initiatives.</li><li>Manage the development and updates of the job descriptions of all DH Corporate unique positions in coordination with the business units.</li><li>Work closely with the business unit heads and line managers in terms of changes to job design, collect specifications of job tasks and identify areas of job redesign.</li><li>Lead the job evaluation process to ensure that job evaluation results are continuously tracked and managed. Maintain internal parity of job grades and job responsibilities and ensure internal alignment within DH business units.</li><li>Ensure that DH Corporate competency framework is mapped across all job descriptions across all levels. Support and propose linkage to recruitment interview guides, performance management system, and development planning guide.</li></ul>Workforce Planning:<ul><li>Develop and monitor the implementation of the workforce planning framework for DH based on business needs and requirements.</li><li>Manage the annual manpower budgeting process ensuring proper analysis of workforce drivers, optimization of headcount and managing the overall payroll expense of the organization. Custodian of the approved manpower budgets and subsequent post budget manpower amendments.</li><li>Identify workload drivers and analysis for all business units based on business plans. Work closely with business heads to forecast the manpower budget for DH and Vertical bi- annually.</li></ul>HR Analytics:<ul><li>Lead the development of the people analytics roadmap and strategy to uplift and engage stakeholders across DH and Vertical on people measures.</li><li>Lead the execution of HR analytics projects and re-design of HRMS to ensure that data and analytics best practices are being followed and that people data is of sufficient quality to use for analytical projects.</li><li>Develop and maintain dashboards and reports that deliver real-time insights into workforce metrics, such as turnover, engagement, diversity, and performance.</li></ul>Innovation & Sustainability:<ul><li>Lead initiatives and projects to enhance HR systems and processes; improve efficiency through enhanced processes and use of technology.</li><li>Work closely with the functional heads on the annual budgeting exercise and contribute to the development of the human capital budget.</li><li>Work closely with all teams within the human capital department to ensure that all relevant organizational initiatives and updates, departmental information and relevant employee information are regularly updated and shared across the various HC teams.</li><li>Manage special projects as assigned in the area of OD including organization effectiveness, workforce planning and work closely with the external vendors/ consultants and liaise with the business to manage key requirements and provide relevant information and data.</li><li>Support all the internal human capital teams to help them achieve their overall objectives related to talent acquisition, talent development and talent retention.</li></ul>Strategic Responsibilities:<ul><li>Define and standardize the DH and Vertical processes and procedures, work instructions and establish KPI’s and ensure relevant procedures are reviewed and amended as required based on changes of legislation and company policies.</li><li>Provide strategic and operational advice to management on organization development and manpower planning in line with the associated policies and procedures.</li><li>Contribute research, analysis, and ideas to the development of DH Corporate HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.</li></ul>

Senior Manager - Organization Development

Prescott Solutions

Company Overview Prescott Solutions provides elite Financial, Technical, C-Suite, IT, Cybersecurity, and ERP talent to Fortune 500 and mid-market organizations nationwide. We are known for placing accomplished leaders into high-impact roles where expertise, integrity, and mission alignment matter. This opportunity represents one of those rare, career-defining matches.About the OpportunityPrescott Solutions is conducting a confidential search on behalf of a New York&ndash;based nonprofit health insurance organization operating within a highly regulated, mission-driven healthcare environment. This organization provides affordable, quality healthcare coverage to New Yorkers through Medicaid, Medicare, and other government-sponsored health plans, with a strong focus on equity, access, and community impact. A relocation package will be considered for the right candidate.This is a critical senior leadership role reporting directly to the Chief People Officer. The Senior Director of Training &amp; Organizational Development will lead enterprise-wide learning, workforce development, and organizational effectiveness initiatives across a large, diverse, and highly regulated healthcare workforce.Deep experience in healthcare managed care environments is essential. This role is not designed for general corporate L&amp;D professionals new to healthcare.Position OverviewUnder the direction of the Chief People Officer, the Senior Director of Training &amp; Organizational Development is responsible for the design, planning, and execution of all corporate and departmental training programs, as well as organizational development initiatives. This leader will assess enterprise-wide learning needs, develop strategic training solutions, and ensure alignment with organizational goals, regulatory requirements, and workforce performance outcomes.The ideal candidate brings a strong understanding of Medicaid, Medicare, regulatory compliance, unionized or public-sector workforces, and the cultural dynamics of large nonprofit healthcare organizations.Key ResponsibilitiesStrategic Leadership &amp; Organizational Development<ul><li>Partner with executive and senior leadership to assess current and future training and organizational development needs.</li><li>Diagnose organizational effectiveness challenges and design strategic interventions to improve engagement, performance, and retention.</li><li>Lead change management initiatives aligned with organizational priorities and regulatory requirements.</li><li>Serve as a trusted advisor to leadership on workforce development and performance improvement strategies.</li></ul>Training Program Design &amp; Delivery<ul><li>Design, implement, and oversee enterprise-wide training programs, including onboarding, compliance, leadership development, and role-specific training.</li><li>Develop blended learning solutions, including instructor-led, virtual, and e-learning modalities.</li><li>Create instructional materials, job aids, and learning tools aligned with operational and regulatory needs.</li><li>Ensure training programs meet compliance standards and support audit readiness.</li></ul>Instructional Design &amp; Evaluation<ul><li>Apply a systems-based approach to instructional design:</li><li>Identify learning needs</li><li>Develop measurable instructional objectives</li><li>Design or procure appropriate training solutions</li><li>Evaluate training effectiveness and continuously refine programs to improve outcomes.</li><li>Establish and track performance metrics to measure workforce capability and program impact.</li></ul>Performance Management &amp; Workforce Development<ul><li>Partner with the Chief People Officer and Deputy CPO to develop and support performance management tools and practices.</li><li>Support leadership and managers in building coaching and performance management capabilities.</li><li>Reinforce a culture of continuous learning and professional development.</li></ul>Vendor &amp; Stakeholder Management<ul><li>Establish and manage relationships with external training vendors and partners.</li><li>Serve as an internal subject matter expert for learning and development across the organization.</li><li>Collaborate with internal and external stakeholders to deliver innovative, cost-effective training solutions.</li></ul>Required QualificationsEducation<ul><li>Master&rsquo;s Degree in Arts or Sciences (required)</li></ul>Experience<ul><li>Minimum 12 years of experience as a senior-level training or organizational development leader</li><li>Minimum 10 years of people management experience</li><li>Significant experience in healthcare environments strongly preferred, particularly:</li><li>Medicaid, Medicare Advantage, or managed care organizations</li><li>URAC-accredited or heavily regulated healthcare settings</li><li>Demonstrated experience designing and delivering training for large, diverse workforces</li><li>Strong working knowledge of human resources principles, including labor relations, performance management, and workforce development</li></ul>Skills &amp; Competencies<ul><li>Integrity and trust</li><li>Strong executive communication skills (written and verbal)</li><li>Customer and stakeholder focus</li><li>Functional and technical expertise in learning and development</li><li>Ability to operate effectively in complex, regulated environments</li><li>Comfortable partnering with senior executives and legal/compliance-focused leadership</li></ul>Job Type: Full-timePay: $125,234.68 - $186,368.64 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Flexible schedule</li><li>Health insurance</li><li>Health savings account</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: Remote

Senior Director of Training & Organizational Development

Majid Al Futtaim

<div>
 
 
 JOB TITLE
 
 
 
 Senior Manager - People &amp; Organization | MAF Retail | Head Office Egypt
 
 
 
 
 
 
 ROLE SUMMARY
 
 
 
 The Senior Manager - People &amp; Organization is responsible for overseeing the P&amp;O functions/agenda for the Head Office in Egypt. The role holder is also responsible for maintaining consistency of policies across the HO population. Partnering with the leadership team in the process.
 
 
 
 
 
 
 ROLE PROFILE
 
 
 <ul>
 <li>
 Maintain close links between local business units and support function management and staff with the appropriate central P&amp;O function to ensure consistency of the application and implementation of corporate P&amp;O programs, policies and procedures
 </li>
 <li>
 Ensure the implementation of the performance management process
 </li>
 <li>
 Provide mentorship for the purpose of developing a continuous talent pipeline for key roles
 </li>
 <li>
 Ensure constant availability of the required competent staff to support the organization in meeting all its responsibilities, plans, and objectives
 </li>
 <li>
 Provide inputs while developing MAF Retail&rsquo;s corporate policies and relevant procedures, and monitor the implementation
 </li>
 <li>
 Work together with P&amp;O Center of Excellence in Talent Management, Workforce Planning, Total Rewards &amp; Talent Acquisition
 </li>
 <li>
 Maintain close links between local business units and support function management and staff with the appropriate central P&amp;O function to ensure consistency of the application and implementation of corporate programs, policies and procedures
 </li>
 <li>
 Create and implement strategic budget planning and forecasting processes for all HO Business units, ensuring alignment with organizational financial objectives.
 </li>
 <li>
 Conduct strategic analysis of budget variances and implement corrective actions to ensure cost-effectiveness and maximize resource utilization across all HO Departments.
 </li>
 </ul>
 
 
 
 
 
 REQUIREMENTS
 
 
 <ul>
 <li>
 Bachelor&rsquo;s Degree in Business Administration or HR.
 </li>
 <li>
 Professional HR Certification such as CIPR, SHRM, AHARI is preferred
 </li>
 <li>
 10+ years' experience in a similar position
 </li>
 </ul>
 
 
 
 
 
 WHAT WE OFFER
 
 
 <ul>
 <li>
 At Majid Al Futtaim, we&rsquo;re on a mission to create great moments, to spread happiness, to build, experiences that stay in our memories for a lifetime. We&rsquo;re proud to say that over the past 27 years, we have built a reputation as a regional market leader in what we do. Join us!
 </li>
 <li>
 Work in a friendly environment, where everyone shares positive vibes and excited about our future.
 </li>
 <li>
 Work with over 45,000 diverse and talented colleagues, all guided by our Leadership Model.
 </li>
 </ul>
 
 
</div>

Senior Manager - People & Organization

FastMed Urgent Care

<div>Position Summary 
Responsible for driving sales growth and retention in occupational health (EPS) and workers&rsquo; compensation service lines. Collaborate with the Senior Business Development Manager to expand and retain accounts, develop market strategies, and meet revenue and volume goals. Coordinates with Center Managers and Regional Directors to resolve client issues and optimize performance.
Duties and Responsibilities<ul><li>
Execute targeted sales strategies by industry and account.</li><li>
Promote occupational medicine and workers&rsquo; comp services.</li><li>
Meet revenue goals aligned with market sales plans.</li><li>
Acquire new business and implement retention strategies.</li><li>
Leverage data for competitive positioning and sales materials.</li><li>
Partner with Center Managers to enhance market performance.</li><li>
Build and manage a strong account portfolio.</li><li>
Conduct cold calls, generate leads, and set appointments.</li><li>
Represent FastMed brand and vision.</li><li>
Lead regional strategic planning and execution.</li><li>
Focus outreach within 5&ndash;7 miles of each center.</li><li>
Maintain competitive market intelligence.</li><li>
Forecast revenue and account growth.</li><li>
Participate in monthly performance reviews and planning.</li><li>
Develop and execute personal growth plans.</li><li>
Maintain accurate CRM records of sales activities.</li><li>
Collaborate with OHS Medical Director on client issues.</li><li>
Support local joint-venture strategies.</li><li>
Maintain open communication with clinic and operations leadership.</li><li>
Perform other duties as assigned.</li></ul>
Experience, Skills and Education<ul><li>
Results-driven, competitive, and detail-oriented.</li><li>
Strong communication, presentation, and interpersonal skills.</li><li>
Proficient in MS Office (Excel, Word, PowerPoint).</li><li>
Capable of cold calling, planning, and problem-solving.</li><li>
Adaptable, collaborative, and self-directed.</li><li>
Effective time management and performance tracking.</li><li>
EXPERIENCE:</li><li>
Bachelor&rsquo;s degree in healthcare or management field of study or equivalent work experience within a healthcare setting.</li><li>
3-5+ years of experience in sales and territory management and/or healthcare setting.</li></ul>
Managerial Demands
While performing the essential functions of the job, the team member will be required to be available via cell phone during work hours, as well as before and after work hours and on weekends, to answer calls and concerns. Regular checking of FastMed email is required.
Work Environment
While performing the essential functions of the job the employee may be in office or work remotely dependent upon the company and/or department&rsquo;s policies. There are currently two positions open - one in Eastern North Carolina and one in Western North Carolina. While remote work is possible, candidate will be required to reside within North Carolina, preferably in the region applying to.</div>

Manager, OHS Business Development

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