organizational development consultant

Cheezious Pakistan

<div>
 
 We are seeking a Manager to lead both Organizational Development and Employee Engagement. This crucial, strategic role is responsible for linking our long-term structural health with our day-to-day employee experience. The successful candidate will ensure our organization is scalable, high-performing, and committed to employee retention across Cheezious.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Design, lead, and manage company-wide Employee Engagement initiatives and programs.
 </li>
 <li>
 Oversee the entire cycle of performance management. This involves designing the KPI/KRA framework and managing the annual appraisal process.
 </li>
 <li>
 Design, evaluate, and implement optimal organizational structures (org charts, reporting lines, and span of control) to ensure clarity and efficiency as the company expands.
 </li>
 <li>
 Formalize the framework for talent reviews, career progression, and succession planning to ensure a healthy internal pipeline for critical leadership positions.
 </li>
 <li>
 Act as the lead consultant for major organizational changes (new technology, structural pivots), designing interventions to ensure effective communication and employee buy-in with minimal operational disruption.
 </li>
 </ul>
 
 
 Qualifications &amp; Experience:
 
 
 <ul>
 <li>
 Minimum bachelor&rsquo;s degree in Human Resources (Master&rsquo;s degree preferred).
 </li>
 <li>
 6- 8 years of dedicated experience in a strategic HR, Organizational Development, or Change Management role.
 </li>
 <li>
 Demonstrable experience in designing and implementing company-wide performance management systems and employee engagement programs is essential.
 </li>
 <li>
 Advanced proficiency and experience working with an integrated HRIS system.
 </li>
 </ul>
</div>

Manager Organizational Development and Engagement

Salt

<div>
 
 
 
 Organization Development &amp; Talent Management Consultant - Contract 12 months
 
 
 
 
 
 
 
 
 Location:
 
 Riyadh
 
 
 
 Contract Type:
 
 12-month outsourced consultancy contract
 
 
 
 Start Date:
 
 ASAP
 
 
 
 
 
 
 About the Role
 
 
 
 We are seeking a
 
 Senior HR expert
 
 with a proven track record in
 
 Organization Development (OD)
 
 and
 
 Talent Management
 
 . This role requires a highly experienced professional with a strong background in
 
 career path design, employee performance management frameworks, and large-scale HR transformation initiatives
 
 .
 
 
 
 
 
 The ideal candidate will bring
 
 consulting experience
 
 , preferably gained from
 
 leading HR consultancies or Big 4 firms
 
 , and be fluent in both
 
 English and Arabic
 
 to effectively operate in a bilingual, multi-cultural environment.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Lead the design and implementation of
 
 organization development strategies
 
 to support organizational growth and transformation.
 </li>
 <li>
 Drive the development of
 
 career path frameworks, competency models, and succession planning strategies
 
 .
 </li>
 <li>
 Develop and enhance
 
 performance management frameworks
 
 , including KPIs, appraisal systems, and feedback processes.
 </li>
 <li>
 Partner with senior stakeholders to deliver
 
 end-to-end HR transformation programs
 
 , ensuring alignment with strategic business objectives.
 </li>
 <li>
 Conduct organizational diagnostics, capability assessments, and talent gap analyses to inform data-driven HR strategies.
 </li>
 <li>
 Design and deliver
 
 change management initiatives
 
 to support cultural and operational shifts.
 </li>
 <li>
 Provide advisory expertise on
 
 talent development programs
 
 , leadership initiatives, and workforce planning.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 <ul>
 <li>
 
 Minimum 12 years of experience
 
 in OD and Talent Management, with substantial exposure to consulting.
 </li>
 <li>
 Proven experience in
 
 career path design
 
 and/or
 
 employee performance management systems
 
 .
 </li>
 <li>
 Background in
 
 HR transformation projects
 
 across diverse sectors, ideally within the GCC.
 </li>
 <li>
 Prior experience with
 
 Big 4 firms
 
 or recognized HR consulting firms is
 
 highly preferred
 
 .
 </li>
 <li>
 Strong analytical, strategic planning, and stakeholder management skills.
 </li>
 <li>
 
 Proficiency in English and Arabic
 
 is
 
 essential
 
 .
 </li>
 </ul>
 
 
 
 
 
 Preferred Skills
 
 
 <ul>
 <li>
 Strong facilitation and communication skills with senior stakeholders.
 </li>
 <li>
 Ability to manage
 
 complex, multi-stakeholder projects
 
 in fast-paced environments.
 </li>
 <li>
 Expertise in HR analytics and data-driven decision-making.
 </li>
 <li>
 Knowledge of regional labor regulations and HR practices within the GCC.
 </li>
 </ul>
 
 
</div>

Human Resources Organization Development Consultant

TAIT

<div>TAIT partners with artists, brands, IP holders and place makers to bring culture-defining, never-before-seen experiences to life. With a legacy of innovation spanning over 45 years, TAIT has grown from pioneering in rock &lsquo;n&rsquo; roll concert staging to setting the global standard for extraordinary live events and experiences through cutting-edge technology, precision engineering, and creative design. TAIT&rsquo;s 20 global offices have developed iconic productions and experiences in over 30 countries, all seven continents, and even outer space for renowned performers, theme parks, exhibits, and venues across the globe, including partnerships with Taylor Swift, Cirque Du Soleil, Royal Opera House, Nike, NASA, Bloomberg, Google, Beyonc&eacute;, and The Olympics 
 
Position Purpose 
The People Business Partner (PBP) assumes a pivotal and strategic position within TAIT, dedicated to empowering our internal clients in achieving exceptional business outcomes. The PBP embodies a forward-thinking growth mentality and functions as a consultative, strategic, operational, and communication expert, demonstrating strong leadership to provide effective guidance. The PBP is expected to know the corporate business and functional strategies and tie in the development of the functional talent strategy. The PBP is held accountable for the outcomes that the business achieves and for engaging collaboration across units and departments to deliver sound and robust partnerships to assigned groups. The PBP will provide expert advice and consultation to business leaders and managers on people-related matters, including strategic workforce planning, talent management, organizational development, and employee relations. 
Leveraging legal and administrative compliance, the PBP ensures consistency in process and procedures and equips key clients with appropriate tools and knowledge to effectively lead their teams. This includes ongoing coaching, counseling, analytics to drive business solutions, organizational diagnostics, gaps analysis and feedback to leaders on various people-related matters. This role is central to the global Capability (Department) leadership team and takes the lead on most rollouts of People (HR) initiatives within assigned client groups. The PBP also contributes to the success of the Centers of Excellence (COE) through project assignments. 
 
Responsibilities 
 
GENERAL 
<ul><li>
Act as internal organization consultant and change management partner.</li><li>
Ensure fluid communications</li><li>
Assist with US Employee Relations, across Capabilities (Departments)</li></ul> 
STRATEGIC DEVELOPMENT 
<ul><li>
Demonstrate high business acumen to align People strategies with the overall business outcomes based on a keen understanding of the company's goals</li><li>
Act as internal organization consultant and change management partner.</li><li>
Identify issues and provide analysis and/or develop recommendations based on organizational diagnostics done through data analytics that will help the organization in determining the best viable solution to potential business/people issues.</li><li>
Partner with People Team peers and organization leaders to formulate practical plans to address human capital matters.</li><li>
Partner with business leaders and People team members in the identification of organizational diagnostics to determine where there are potential barriers, and provide viable solutions to the business.</li><li>
Develop, drive and manage change initiatives within the organization.</li><li>
Work to root cause to enable the development and implementation of solutions to drive company and organizational growth.</li></ul> 
TALENT MANAGEMENT 
<ul><li>
Drive the talent agenda by developing function and department-level strategies to identify high-potential, turnover risk, leading and guiding talent development and strategies to impact retention.</li><li>
Responsible for analyzing talent metrics and their impact on business results and developing strategies to strengthen /mitigate.</li><li>
Use people metrics and data analysis to identify people trends, assess the effectiveness of People programs and make data-driven recommendations to address areas of improvement or strengthening.</li><li>
Partner and support Centers of Excellence in rolling out recruiting, training, performance management, and management of various People initiatives across business.</li><li>
Oversee the development and implementation of local recruitment, hiring, onboarding, development, evaluation and exit process for staff.</li></ul> 
PERFORMANCE MANAGEMENT 
<ul><li>
Assist in the implementation of performance appraisal systems.</li><li>
Partner with people managers to ensure fair and effective performance evaluations.</li><li>
Help employees set and achieve performance goals.</li><li>
Partner with managers to cascade business goals and set performance goals. Ensure goal cascade process is fully executed within functions and departments.</li></ul> 
PEOPLE EXPERIENCE 
<ul><li>
Develop and demonstrate a high level of knowledge regarding People policies, practices, procedures, laws, standards, and regulations to communicate the same internally (stakeholders, employees).</li><li>
Assist with development, implementation and governance of People practices and procedures throughout all phases of the People Experience Journey (attraction, candidate, onboarding, development, and transition).</li><li>
Participate and/or lead in seeking/achieving resolutions to people relations issues (complaints, harassment allegations, etc.).</li><li>
Solve complex HR-related problems and make decisions that benefit both the organization and its employees.</li><li>
Participants in and supports People Team projects and collaborates with other team members on continuous improvement opportunities to create more efficient and effective programs and processes across the organization.</li><li>
Proactively support the delivery and implementation of People programs and processes.</li><li>
Ensure administrative compliance related to employees and collaborators.</li><li>
Develop and demonstrate a professional demeanor that promotes positive communication at all levels and creates successful working relationships with diverse groups.</li><li>
Provide advice and recommendations to local leadership team for resolution of daily issues.</li><li>
Assist in the implementation of workflow matters related to HR technology as necessary.</li><li>
Supports Global Mobility requests for the US through collaboration with the Global Mobility Manager</li></ul> 
 
COMPLIANCE<ul><li>
Ensure the preparation and updating of various administrative and legal agreements as needed, such as non-disclosure agreements, supplier contracts, subcontractor and consultant contracts and contracts related to project production (clients).</li><li>
Ensure compliance with regional, federal, state, and local laws</li></ul> 
CULTURE AND WELL-BEING 
<ul><li>
Assume a lead role in the development of strategies and initiatives to improve team member engagement, satisfaction, and overall workplace culture.</li><li>
Address conflictual situations from a growth mindset by adapting existing policies and best practices to suit specific situations with the intention of fostering a positive and equitable workplace culture.</li><li>
Ensure the maintenance of the company's employer brand image by maintaining relations with the Culture and Branding sectors.</li><li>
Implement D&amp;I strategies and policies when needed. Contribute to the development of a healthy and dynamic work environment.</li></ul> 
 
OTHER 
<ul><li>
Maintain confidentiality and adhere to the highest ethical standards.</li><li>
Perform assigned duties according to the policies and expectations prescribed by the company.</li><li>
Other duties as assigned should be expected due to organization change, functional improvements, and process improvements.</li></ul> 
 
To perform this position successfully, each essential responsibility/accountability must be fulfilled satisfactorily. Reasonable accommodation may be made to enable an individual with disabilities to perform the responsibilities and accountabilities outlined above. 
 
Other duties may be assigned to meet business needs. 
 
Competencies<ul><li>
Proven experience as an HR Business Partner.</li><li>
Some experience in project management, preferably HR related.</li><li>
In-depth knowledge of HR principles, functions, methods, and best practices</li><li>
Solid understanding of research methods and analysis.</li><li>
Computer savvy with working knowledge of human resource IT (ADP, ATS, etc.)</li><li>
Prefer intermediate to advanced excel skills (pivot tables), PowerPoint presentations.</li><li>
Demonstrated ability to strategize and formulate business plans with site leadership in an environment that encompasses a diverse group of expertise</li><li>
An analytical mind with problem-solving abilities.</li><li>
 Demonstrate a versatility in communication styles to convey initiatives and information clearly and persuasively.</li><li>
Exemplify and promote TAIT&rsquo;s Leadership and inclusive culture guidelines.</li><li>
Demonstrated knowledge of change management</li><li>
Ability to develop and implement strategies.</li><li>
Presentation skills required.</li><li>
Ability to deal with people sensitively, tactfully, diplomatically, and professionally.</li><li>
Ability to work efficiently as a part of a team, as well as independently.</li></ul> 
 
Minimum Qualifications<ul><li>
Bachelor's degree/diploma in Human Resources Management or related area</li><li>
4+ years of related HR work experience or equivalent experience is required.</li><li>
Experience or education in employment law or other regulatory areas, and work experience in recruitment is preferred.</li></ul>
TAIT is an equal opportunity employer fully committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran or any other protected characteristic as outlined by international, national, state, or local laws.</div>

People Business Partner

Qualcomm

<div><h2 class="jobSectionHeader">Company:</h2>
Qualcomm India Private Limited<h2 class="jobSectionHeader">
Job Area:</h2>
Human Resources Group, Human Resources Group &gt; Human Resources
General Summary:
HR Business Partner (HRBP) is responsible for aligning and implementing HR strategy and objectives with leadership at the engineering or business unit or division level. The position serves as a strategic consultant and trusted advisor to the leadership team on human resource-related matters. Facilitates organization and leadership development efforts, working with senior leaders to address root causes of human resources issues. Develops and drives companywide programs and initiatives (e.g., talent management, succession planning, annual reviews &amp; rewards planning, workforce planning, and organizational design and change). Assists senior leadership in the development of solutions through cultural and process perspective organizational development.
HR Business Partner takes the engineering or business unit or corporate function leadership through the calendar of HR events, acts as an employee champion, and serves as a change agent for the business. The HRBP proactively communicates with HR leaders and the appropriate global HR functions and seeks to develop integrated solutions. They will formulate partnerships across the global HR functions to deliver business value- that reflect the business objectives of the organization. Viewed by the business as a strategic partner, change agent, and member of the extended leadership team.
Core responsibilities include:<ul><li>
Develop and implement an integrated organizational and people strategy, with both near-term priorities and longer-term initiatives, aligned to current and future business objectives for relevant client groups that proactively addresses all major HR areas, including talent acquisition, organizational or talent development, culture, leadership and career development, performance management, talent and succession planning, and total rewards.</li><li>
Lead strategic activities, such as talent discussions, business transactions (merger, acquisition, divestiture), employee engagement, organizational design, and change management and workforce planning (site/function strategy, expansion, restructuring)</li><li>
Provide expert advice and counsel to leaders on all organization and human resources matters to ensure strategic alignment and develop a high-performance culture, including ongoing coaching and feedback related to leadership and team alignment and effectiveness, individual and group conflict resolution, and communication.</li><li>
Foster and reinforce company culture by ensuring leaders and employees are demonstrating and accountable to Qualcomm core values and leadership behaviors.</li><li>
Work collaboratively with HR Communities of Practice leaders (Talent, Total Rewards, Employee Relations, Employee Communications) &amp; People Solutions leaders to execute on the overall global HR strategy and to meet business needs.</li></ul>
Required Skills<ul><li>
Strong business, financial, operational, competitor landscape, human resources acumen</li><li>
Ability to influence, consult, coach senior leaders and effectively communicate across all levels of organization.</li><li>
Data-driven both in diagnosing business problems, understanding insights, and in providing HR solutions.</li><li>
Demonstrated ability to set and handle multiple competing priorities in the face of changing demand.</li><li>
Possesses both strategic thinking capability and &ldquo;hands on&rdquo; HR plan implementation experience.</li><li>
Role model for teamwork and skilled at fostering synergies amongst HRBPs, HR Communities of Practice (CPs) &amp; People Solutions (PS) teams to support an integrated HR delivery system.</li><li>
Strong change management experience and adaptability; ability to lead change management efforts.</li></ul>
Travel<ul><li>
Ability to travel domestically up to 20% of the time to support various locations &amp; client groups</li></ul>
Minimum Qualifications:<ul><li>Bachelor's degree and 7+ years of HR-related work experience.</li></ul>
OR 
Associate's degree and 9+ years of HR-related work experience. 
OR 
High School Diploma or equivalent and 11+ years of HR-related work experience. 
 
<ul><li>Completed advanced degrees in a relevant field may be substituted for up to two years (Master&rsquo;s = one year, Doctorate = two years) of work experience.</li></ul><div>
Preferred Qualifications
<ul><li>Master&rsquo;s degree in business, human resources and/or organizational development</li><li>
7-10 years of Industry experience</li><li>
Prior Semiconductor or Hi-Tech Industry experience</li></ul></div>
Applicants: Qualcomm is an equal opportunity employer. If you are an individual with a disability and need an accommodation during the application/hiring process, rest assured that Qualcomm is committed to providing an accessible process. You may e-mail disability-accomodations@qualcomm.com or call Qualcomm's toll-free number found here. Upon request, Qualcomm will provide reasonable accommodations to support individuals with disabilities to be able participate in the hiring process. Qualcomm is also committed to making our workplace accessible for individuals with disabilities. (Keep in mind that this email address is used to provide reasonable accommodations for individuals with disabilities. We will not respond here to requests for updates on applications or resume inquiries).
Qualcomm expects its employees to abide by all applicable policies and procedures, including but not limited to security and other requirements regarding protection of Company confidential information and other confidential and/or proprietary information, to the extent those requirements are permissible under applicable law.
To all Staffing and Recruiting Agencies: Our Careers Site is only for individuals seeking a job at Qualcomm. Staffing and recruiting agencies and individuals being represented by an agency are not authorized to use this site or to submit profiles, applications or resumes, and any such submissions will be considered unsolicited. Qualcomm does not accept unsolicited resumes or applications from agencies. Please do not forward resumes to our jobs alias, Qualcomm employees or any other company location. Qualcomm is not responsible for any fees related to unsolicited resumes/applications.
If you would like more information about this role, please contact Qualcomm Careers.</div>

HR Business Partner

Pharmazone Kuwait

Organizational Development (OD) SpecialistJob Summary:The Organizational Development (OD) Specialist plays a key role in enhancing organizational effectiveness by designing and implementing development strategies that drive performance, employee engagement, and cultural alignment. This role also involves establishing, monitoring, and analyzing Key Performance Indicators (KPIs) to ensure alignment with business goals and continuous improvement.Position: Specialist &ndash; HR &amp; Organizational Development Employment Type: Full-timeKey Responsibilities:<ul><li>Design, implement, and evaluate organizational development programs that support business strategy.</li><li>Develop, track, and analyze KPIs to measure performance and organizational effectiveness.</li><li>Partner with department heads to align KPIs with company objectives and ensure accountability.</li><li>Conduct organizational assessments to identify development needs and performance gaps.</li><li>Lead performance management initiatives and support continuous feedback processes.</li><li>Design and facilitate training, talent development, and leadership programs.</li><li>Support change management efforts and promote a culture of adaptability and learning.</li><li>Collect and analyze HR data and prepare reports to provide insights for decision-making.</li><li>Drive employee engagement initiatives and support culture-building activities.</li><li>Monitor and evaluate the effectiveness of OD and HR programs, recommending improvements.</li></ul>Requirements:<ul><li>Bachelor&rsquo;s or master&rsquo;s degree in HRM, Business Administration, or a related field.</li><li>2&ndash;6 years of experience in HR or Organizational Development.</li><li>Proficiency in MS Office and HR data analytics tools (e.g., Power BI, Excel).</li><li>Strong organizational skills and attention to detail.</li><li>Positive attitude, with a genuine passion for learning and professional growth.</li></ul>Why Join Us?<ul><li>A collaborative, supportive, and growth-oriented workplace.</li><li>Professional development opportunities.</li><li>Be part of a company that values innovation, people, and performance.</li></ul>If this sounds like you, we&rsquo;d love to hear from you!Apply now or send your CV to Jobs@pharmazone-kw.comJob Type: Full-time

Organisational Development (OD) Specialist

Arthur Lawrence

The Organizational Development (OD) Specialist drives initiatives that enhance organizational effectiveness, talent development, and employee engagement. The role partners with HR and business leaders to design and deliver OD, change management, and talent strategies that build a strong, agile, and high-performing culture.Key responsibilities include:<ul><li>Design and execute talent management initiatives, including performance management, succession planning, and leadership development.</li><li>Develop and implement employee engagement and retention programs that strengthen culture and career growth.</li><li>Lead organizational change initiatives, ensuring clear communication, stakeholder alignment, and sustainable adoption.</li><li>Deliver OD projects that enhance team effectiveness, collaboration, and organizational capability.</li><li>Support programs that embed company values and drive a positive, inclusive culture.</li><li>Identify capability gaps and coordinate learning and development programs to build leadership and workforce skills.</li><li>Analyze engagement, performance, and workforce data to guide OD strategies and track impact.</li><li>Partner with HRBPs and business leaders to align people and organizational strategies with business goals.</li><li>Collaborate with cross-functional teams such as Finance, IT, and Communications to ensure seamless delivery of OD and change initiatives.</li><li>Continuously review and improve OD frameworks, ensuring alignment with best practices and evolving organizational needs.</li><li>Lead end to end workforce projects, including organizational design, change management, policy and governance framework development, job evaluation and competency assessment</li><li>Experience in developing salary structures, KPIs, OKRs, and grade mapping as required</li></ul>Requirements:<ul><li>Bachelor&rsquo;s degree in human resources, Business, Psychology, or related field (master&rsquo;s preferred)</li><li>4&ndash;6 years of experience in Organizational Development, Talent Management, or related HR roles</li><li>Strong facilitation, project management, and analytical skills</li><li>Proven ability to lead change and build effective stakeholder relationships across all levels</li></ul>Other details:<ul><li>Shift: 3:00 pm - 12:00 am (Mon - Fri)</li><li>Location: PECHS Block 2 (Onsite)</li></ul>Job Type: Full-timePay: Rs80,000.00 - Rs150,000.00 per monthWork Location: In person

Specialist – Organizational Development

EVA Pharma

<div>Join EVA Pharma, a leading pharmaceutical company dedicated to empowering the fight for Health and well-being as a fundamental human right. Recognized and certified as a best place to work, we are committed to fostering a supportive and innovative environment for our team members.
Job Summary:
We are seeking a passionate and talented Organizational Development Supervisor to join our dynamic team.
The ideal candidate will contribute to our mission of enhancing human health and well-being, ensuring that we meet the highest standards of excellence in our industry.<h3 class="jobSectionHeader">
Key Responsibilities</h3><ul>
<li>Design and execute OD strategies that align with EVA Pharma&rsquo;s vision, driving organizational effectiveness, cultural transformation, and smooth change management initiatives.
</li><li>Lead talent and leadership development programs by identifying future leaders, supporting succession planning, and collaborating with Learning &amp; Development to enhance employee capabilities.
</li><li>Oversee performance management and engagement processes, ensuring alignment with business goals, providing coaching guidance to managers, and implementing action plans based on engagement insights.
</li><li>Utilize HR analytics and workforce data to identify trends, monitor key metrics (e.g., turnover, engagement, performance), and recommend data-driven solutions to strengthen organizational capabilities.
</li><li>Champion company culture and values through initiatives that foster inclusion, equity, and belonging, while enhancing EVA Pharma&rsquo;s internal culture and external employer brand.
</li><li>Partner cross-functionally with HR and business leaders to ensure cohesive implementation of OD, talent, and engagement strategies that drive long-term organizational success.
</li></ul>Requirements<ul><li>
Bachelor&rsquo;s degree in Business Administration, Human Resources, or a related field; a Master&rsquo;s degree is an advantage.
</li><li>Minimum of four years of progressive experience in organizational development, talent management, or a similar HR role.
</li><li>Strong command of OD methodologies, change management practices, and performance management frameworks.
</li><li>Excellent analytical, problem-solving, and strategic thinking abilities, with a proactive and results-driven mindset.
</li><li>Outstanding communication, interpersonal, and stakeholder management skills, with the ability to influence and collaborate effectively across all levels.
</li><li>Advanced proficiency in HR systems, data analysis, and reporting tools, with proven capability to lead projects and drive change in fast-paced environments.</li></ul></div>

Organizational Development (OD) Supervisor

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