organizational development director

Greenpeace MENA

Job Title: Organizational DirectorOrganization: Greenpeace MENADepartment: OrganizationReports to: Executive DirectorLocation: Remote &mdash; candidates must be based in Jordan, Egypt, or TunisiaThe Organizational Director is responsible for providing leadership in Finance, HR, IT, and legal services in Greenpeace MENA (Middle East and North Africa). The position heads a department that will develop MENA&rsquo;s organizational operations capacity and provide effective support to the day-to-day operations in the organization, while leading the development of staff, office environment, policies, and infrastructure to enable the organization to achieve its goals.The position will also be responsible for providing financial leadership, vision, and oversight for MENA, together with the Executive Director (ED). The Organizational Support Director is a member of the Senior Management Team (SMT), which is responsible for providing executive leadership and direction for the organization.<ul><li>Provide direction to the development, execution, and maintenance of effective systems, processes, and procedures for Finance, Human Resources, IT, legal, and office administrative support, to enable the organization to meet its goals and development needs.</li><li>Ensure that the Organizational Support Department models best practices in providing services and support to other departments in Greenpeace MENA.</li><li>Ensure that the ED, SMT, and Board are fully informed of organizational performance through the generation of accurate data-driven reports in all areas of organizational support. Ensure compliance with all relevant external legal requirements in order to optimize the security of the organization, the health and safety of employees and volunteers, and protect the reputation of Greenpeace.</li><li>Serve as part of the Senior Management Team and collaboratively work together to develop organizational goals and strategies, ensuring all policies and procedures are properly implemented and adhered to by Greenpeace MENA staff.</li><li>Engage in relevant global communities, ensuring internal alignment with global standards and project initiatives as appropriate.</li></ul>FINANCE<ul><li>Responsible for the development and effective implementation of all financial policies, procedures, and the internal control structure for Greenpeace MENA.</li><li>Ensure the finance team's legal and regulatory compliance regarding all financial functions.</li><li>Ensure, together with the Finance Manager, the provision of robust accounting services for use by managers/team leaders in planning and controlling income and expenditure and in monitoring income and expenditure against targets.</li><li>Advise, inform, and hold accountable senior management on matters affecting financial planning, results, and reporting.</li><li>Coordinate, together with the Finance Manager, the creation, development, and monitoring of the organization&rsquo;s budget and projection processes in alignment with its strategy and plan.</li><li>Analyze and interpret financial results and trends. Direct the development of financial management reports, and present findings and recommendations to the Board, Executive Director, Senior Management Team, and other internal and external audiences as appropriate.</li></ul>People &amp; Culture <ul><li>Provide strategic guidance to the Senior Management Team on human resources planning and development of organizational support functions.</li><li>Develop and champion, together with the P&amp;C Manager, the organization&rsquo;s People Strategy, and ensure its implementation through human resources, performance management, staff development, working environment, and the use of IT tools.</li><li>Develop strong internal relationships that revolve around the introduction and implementation of organizational support processes and policies to establish the confidence of the staff.</li><li>Management of Organizational Support Department staff, including performance management, objective setting, and staff development. Facilitate the resolution of personnel issues between departments and manage emerging priorities and organizational projects as needed.</li></ul>Educational Qualifications<ul><li>Relevant educational qualification, preferably in HR Management, Finance, Economics, or Business Management</li></ul>Skills &amp; Expertise<ul><li>Experienced in working with multicultural senior staff and teams</li><li>Experienced in implementing and bringing about significant positive changes in work culture, practices, and performance</li><li>Management, negotiation, communication, and presentation skills</li><li>English essential, Arabic or French preferable</li><li>More than 10 years of relevant working experience, of which a minimum of 7 years of relevant senior management-leadership experience, preferably in non-profit international organization</li></ul>CommitmentCommitment to Greenpeace&rsquo;s core values in response to environmental and peace issues through non-violent direct action-led campaigning in line with its mission.DisclaimerGreenpeace MENA is committed to achieving diversity within its workforce, irrespective of gender, nationality, disability, sexual orientation, culture, religion, and ethnic background. All applications will be treated with the strictest confidence.Job Type: Full-timePay: From E&pound;180,000.00 per monthWork Location: Remote

Organizational Director

edari

<div>
 
 We are looking for a
 
 Director of OD &amp; HR Strategy
 
 to lead group-wide organizational design, workforce planning, HR governance, and total rewards frameworks for our client in
 
 Dubai
 
 , an esteemed group with operations spread out across multiple industries. This role requires strong experience in
 
 HR strategy, organizational development, policy governance, and excellence frameworks.
 
 
 
 
 
 
 This is a permanent role in the organization and reports to the
 
 Executive Director &ndash; HR
 
 in the
 
 Group HR department.
 
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Define and implement the group HR and OD strategy aligned with business objectives and government excellence frameworks
 </li>
 <li>
 Lead HR policies, procedures, governance, and compliance across all business units
 </li>
 <li>
 Develop HR KPIs, dashboards, and reporting frameworks to support leadership decisions
 </li>
 <li>
 Lead organizational design, job evaluation, grading structures, and workforce planning models
 </li>
 <li>
 Drive manpower planning and workforce optimization across the group
 </li>
 <li>
 Lead change management and organizational transformation initiatives
 </li>
 <li>
 Develop and oversee group-wide compensation and benefits frameworks
 </li>
 <li>
 Design incentive and reward structures to drive performance and retention
 </li>
 <li>
 Benchmark compensation, benefits, and HR practices against market standards
 </li>
 <li>
 Lead internal excellence programs and coordinate government excellence submissions
 </li>
 <li>
 Ensure compliance with UAE labour law, Emiratization requirements, and audit standards
 </li>
 <li>
 Act as strategic advisor to the Executive Director &ndash; HR on OD and HR strategy matters
 </li>
 <li>
 Partner with Finance and Business Heads on workforce cost planning and rewards budgeting
 </li>
 <li>
 Oversee HR performance dashboards, benchmarking, and reporting
 </li>
 <li>
 Lead, develop, and manage the HR strategy and OD team
 </li>
 </ul>
 
 
 
 
 
 Knowledge, skills &amp; experience:
 
 
 <ul>
 <li>
 10&ndash;15 years of experience in HR, OD, or HR Strategy, with at least 5 years in a senior leadership role
 </li>
 <li>
 Strong experience in organizational design, workforce planning, job evaluation, and grading frameworks
 </li>
 <li>
 Proven background in HR strategy execution and transformation programs
 </li>
 <li>
 Deep knowledge of UAE labour law, government excellence frameworks, and HR governance
 </li>
 <li>
 Strong experience in compensation &amp; benefits frameworks and market benchmarking
 </li>
 <li>
 Experience building HR dashboards, KPIs, and reporting frameworks
 </li>
 <li>
 Strong stakeholder management and advisory skills at executive level
 </li>
 <li>
 Experience working in large, complex, multi-entity organizations
 </li>
 <li>
 Master&rsquo;s degree in HR, OD, Business Administration, or related field
 </li>
 <li>
 SHRM-SCP, CIPD Level 7, or equivalent certification
 </li>
 <li>
 Korn Ferry Job Evaluation and Rewards certification is preferred
 </li>
 </ul>
 
 
 
 
 
 Availability:
 
 Preference will be given to candidates available immediately or a maximum 30 days after accepting the offer.
 
 
 
 
 
 We are looking for a candidate who will be able to work in United Arab Emirates. Please apply with your resume and remember to provide us with your contact details.
 
 
 
 
 
 We will review your job application within 7 working days. Should your profile fit the requirements of the role a consultant from Edari will be in touch with you to get a deeper understanding of your profile, to discuss the role in more detail and potential next steps.
 
</div>

Director - Organization Development & HR Strategy

Tennessee Titans

At the Tennessee Titans, we’re dedicated to a winning culture, making a meaningful impact in our community, and creating moments that bring people together. We pursue excellence in everything we do and foster a culture of accountability, teamwork, and relentless commitment because we are dedicated to being a part of something bigger than ourselves.
 
Job Description – What you will be doing
 
The People & Culture Director serves as an advisor and operational People lead for our stadium staff, partnering with stadium leadership to drive talent, organizational effectiveness, and employee engagement across all functions. This role requires a dynamic professional who can balance strategic consultation with hands-on problem-solving in a fast-paced, guest-focused environment.
 
<ul>
<li>Partners with stadium leadership to provide guidance on workforce planning and talent management to support operational goals.</li>
<li>Serves as a trusted advisor on complex employee relations matters, change management initiatives, and leadership development.</li>
<li>Acts as the primary point of contact for employee relations issues, conducting investigations and partnering with P&C leadership & legal when necessary.</li>
<li>Fosters a positive workplace culture that supports high-performance teams in a demanding, customer-facing environment.</li>
<li>Ensures organizational People & Culture initiatives are implemented effectively within the stadium's scheduling and unique operational demands.</li>
<li>Oversees day-to-day HR operations including onboarding, offboarding, and compliance with labor laws and company policies.</li>
<li>Partnering with the Talent & Development team, supports organizational strategies for talent acquisition, succession planning, performance management, and career development tailored to the unique needs of stadium operations.</li>
<li>Utilizes metrics and analytics to identify performance trends, measure program effectiveness, and provide data-driven recommendations.</li>
<li>Ensures compliance with federal, state, and local employment laws, including wage and hour regulations affecting shift-based and event staff.</li>
</ul>
The right person for this role, is someone who: 
<ul>
<li>Strategic & Business-Minded | Thinks beyond transactional HR to connect people strategies with business outcomes</li>
<li>Highly Adaptable & Agile | Thrives in an unpredictable environment, pivoting between strategic planning and immediate operational issues, and remains composed during high-pressure moments</li>
<li>Exceptional Relationship Builder | Builds credibility and trust quickly across all organizational levels through collaboration and high emotional intelligence</li>
<li>Proactive & Solutions-Oriented | Identifies potential issues before they escalate and addresses through creative & practical solutions</li>
<li>Strong Communicator | Actively listens to understand concerns & motivation and delivers thoughtful responses tailored to that audience and situation.</li>
<li>Decisive & Sound Judgment | Ability to make independent decisions, balancing empathy & accountability, escalating when necessary.</li>
<li>Resilient & Even-Tempered | Maintains professionalism and positivity despite challenges or difficult conversations, maintaining long-term perspectives</li>
</ul>
Requirements – What you'll bring to the team
 
Education
 
<ul>
<li>4-year degree required - preferably in Business Management, Human Resources, or Industrial/Organizational Psychology</li>
</ul>
Experience
 
<ul>
<li>5-7 years of generalist or business partner experience, serving a business segment in an HR/People function</li>
<li>HR experience in entertainment, venue, sports or other fast-paced environment preferred</li>
<li>Strong & effective organizational and communication skills</li>
<li>Proficiency in Microsoft office products, particularly Microsoft Outlook and Teams</li>
<li>Experience with performance management tools; CultureAmp a plus</li>
<li>Familiarity with HRIS systems; Dayforce a plus</li>
</ul>
Physical Requirements and Working Conditions
 
<ul>
<li>Ability to work nights, holidays, or weekends as needed (expected to be infrequent)</li>
<li>This is an In-person position located at The Nissan Stadium in Nashville, TN</li>
</ul>
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

People & Culture Director - Stadium

Asteco

<div>
 
 Job Details
 
 <ul>
 <li>
 Job Title: Manager &ndash; Performance, Organizational Development &amp; Rewards
 </li>
 <li>
 Reports To: Executive Director
 </li>
 <li>
 Division: People, Culture &amp; Performance
 </li>
 <li>
 Department: Performance, OD &amp; Rewards
 </li>
 <li>
 Location: Head Office &ndash; Abu Dhabi
 </li>
 <li>
 Business Coverage: Property Management and Valuation &amp; Advisory verticals
 </li>
 </ul>
 
 
 
 
 Job Purpose
 
 
 To lead and integrate Performance Management, Organizational Development, and Rewards frameworks to ensure strong alignment between business strategy, people capability, and pay‑for‑performance outcomes.
 
 
 The role is responsible for driving enterprise‑wide performance excellence, organization effectiveness, leadership capability, and reward governance, enabling sustainable growth and informed executive decision‑making across Property Management and Valuation &amp; Advisory businesses.
 
 
 
 
 
 Key Roles, Responsibilities &amp; Duties
 
 
 1. Performance Management
 
 <ul>
 <li>
 Design, implement, and continuously enhance the end‑to‑end Performance Management framework, ensuring clear linkage between corporate strategy, divisional scorecards, KPIs, and individual objectives.
 </li>
 <li>
 Own and administer the Performance Management system (e.g. SAP SuccessFactors), including goal cascade, quarterly check‑ins, mid‑year and annual reviews, and multi‑level calibration cycles.
 </li>
 <li>
 Ensure performance objectives are SMART, measurable, and aligned with organizational priorities and financial outcomes.
 </li>
 <li>
 Drive governance, quality, and timeliness of performance cycles across all levels of the organization.
 </li>
 <li>
 Provide expert advisory support to leaders and employees on performance policies, system usage, calibration outcomes, and performance decisions.
 </li>
 <li>
 Develop and deliver performance management training, toolkits, roadshows, and workshops for managers and employees.
 </li>
 <li>
 Manage the probation performance process for new joiners, ensuring early capability assessment, objective setting, and manager coaching.
 </li>
 <li>
 Support underperformance management through structured Performance Improvement Plans (PIPs) and Individual Development Plans (IDPs).
 </li>
 </ul>
 
 
 
 
 2. Rewards, Compensation &amp; Pay‑for‑Performance
 
 <ul>
 <li>
 Lead and coordinate annual reward cycles, including promotions, increments, bonuses, and recognition &amp; reward (R&amp;R) programs in alignment with approved budgets and governance.
 </li>
 <li>
 Integrate performance outcomes with pay‑for‑performance frameworks, ensuring fair, consistent, and data‑driven reward decisions.
 </li>
 <li>
 Facilitate calibration sessions to support equitable distribution of rewards and performance ratings.
 </li>
 <li>
 Prepare reward simulations, scenarios, and business cases for leadership and EXCO review.
 </li>
 <li>
 Partner with Finance and leadership to ensure reward decisions align with financial targets and workforce plans.
 </li>
 <li>
 Support development and maintenance of grading, job architecture, and reward structures in alignment with organizational design and market practices.
 </li>
 </ul>
 
 
 
 
 3. Organizational Development &amp; Design
 
 <ul>
 <li>
 Lead organizational design and effectiveness initiatives, including org chart modeling, span‑of‑control optimization, role clarity, grading, and job architecture.
 </li>
 <li>
 Partner with Executive Directors and Division Heads to ensure consistent job leveling, titles, and structure across the organization.
 </li>
 <li>
 Support business transformation initiatives by assessing people impact, readiness, and change management requirements.
 </li>
 <li>
 Embed performance insights into OD initiatives to strengthen leadership capability, succession readiness, and workforce productivity.
 </li>
 <li>
 Contribute to culture, engagement, and leadership development initiatives using data‑driven insights.
 </li>
 </ul>
 
 
 
 
 4. HR Transformation, Analytics &amp; Governance
 
 <ul>
 <li>
 Drive HR and performance transformation initiatives, including process re‑engineering, system enhancements, and policy harmonization.
 </li>
 <li>
 Develop dashboards and analytics (e.g. Power BI, HR analytics tools) to provide predictive insights on performance, succession, workforce productivity, and capability gaps.
 </li>
 <li>
 Provide executive‑level reporting and insights to support strategic workforce planning and EXCO decision‑making.
 </li>
 <li>
 Ensure compliance with HR policies, governance standards, and applicable employment regulations.
 </li>
 <li>
 Promote transparency, consistency, and fairness across performance and reward decisions.
 </li>
 </ul>
 
 
 
 
 5. Capability Building &amp; Leadership Support
 
 <ul>
 <li>
 Build performance and reward capability across the organization by enabling managers through coaching, training, and practical toolkits.
 </li>
 <li>
 Enhance leadership effectiveness by improving performance coaching quality, calibration accuracy, and feedback culture.
 </li>
 <li>
 Support team members&rsquo; professional development through coaching, feedback, and continuous learning initiatives.
 </li>
 </ul>
 
 
 
 
 Qualifications
 
 <ul>
 <li>
 Bachelor&rsquo;s Degree in Human Resources, Business Management, or a related discipline
 </li>
 <li>
 Master&rsquo;s Degree is an added advantage
 </li>
 <li>
 Professional certifications such as CIPD, SHRM, Korn Ferry, WorldatWork, or Performance Management certifications preferred
 </li>
 </ul>
 
 
 
 
 Experience &amp; Skills
 
 <ul>
 <li>
 Minimum 10+ years&rsquo; experience across Performance Management, Organizational Development, and Rewards, with 7+ years in a managerial or leadership role
 </li>
 <li>
 Strong knowledge of performance frameworks, reward governance, organizational design, and change management
 </li>
 <li>
 Proven ability to partner with senior leadership and drive enterprise‑wide people initiatives
 </li>
 <li>
 Strong analytical, facilitation, stakeholder management, and presentation skills
 </li>
 <li>
 High level of integrity, commercial acumen, and a solution‑oriented mindset
 </li>
 </ul>
 
 
</div>

Manager – Organizational Development & Performance

Airwallex

<div><h2 class="jobSectionHeader">About Airwallex</h2>
Airwallex is the only unified payments and financial platform for global businesses. Powered by our unique combination of proprietary infrastructure and software, we empower over 200,000 businesses worldwide &ndash; including Brex, Rippling, Navan, Qantas, SHEIN and many more &ndash; with fully integrated solutions to manage everything from business accounts, payments, spend management and treasury, to embedded finance at a global scale.
Proudly founded in Melbourne, we have a team of over 2,000 of the brightest and most innovative people in tech across 26 offices around the globe. Valued at US$8 billion and backed by world-leading investors including T. Rowe Price, Visa, Mastercard, Robinhood Ventures, Sequoia, Salesforce Ventures, DST Global, and Lone Pine Capital, Airwallex is leading the charge in building the global payments and financial platform of the future. If you&rsquo;re ready to do the most ambitious work of your career, join us.<h2 class="jobSectionHeader">
Attributes We Value</h2>
We hire successful builders with founder-like energy who want real impact, accelerated learning, and true ownership. You bring strong role-related expertise and sharp thinking, and you&rsquo;re motivated by our mission and operating principles. You move fast with good judgment, dig deep with curiosity, and make decisions from first principles, balancing speed and rigor.
You're humble and collaborative; turn zero‑to‑one ideas into real products, and you &ldquo;get stuff done&rdquo; end-to-end. You use AI to work smarter and solve problems faster. Here, you&rsquo;ll tackle complex, high‑visibility problems with exceptional teammates and grow your career as we build the future of global banking. If that sounds like you, let&rsquo;s build what&rsquo;s next.
This role is based in Singapore - a relocation package is available.<h2 class="jobSectionHeader">
About the team</h2>
The People &amp; Talent team at Airwallex is dedicated to attracting and developing the brightest and most ambitious minds to drive our company forward. We are a global, vibrant, and dynamic team with a focus on creating a positive and inclusive work environment that fosters growth and innovation. Through innovative programs, strategic People &amp; Talent initiatives, and a deep understanding of our organization&rsquo;s needs, we cultivate a collaborative and engaging environment that fuels Airwallex's continued growth and success.<h2 class="jobSectionHeader">
What you'll do</h2>
As Director, Talent Development, you will be the architect and driver of Airwallex&rsquo;s global talent development strategy. You will lead the design and execution of our performance framework, build out our learning philosophy and interventions, and serve as a thought partner to the People &amp; Talent team and business leaders on all matters of performance, talent, and organizational health. Leveraging data, design thinking, and a first-principles mindset, you will ensure our programs are impactful, scalable, and tailored to the needs of our business and key talent segments. This role is based in Singapore.<h2 class="jobSectionHeader">
Responsibilities:</h2><ul><li>
Drive the design, implementation, and continuous improvement of Airwallex&rsquo;s performance management framework, ensuring it drives high performance, accountability, and growth.</li><li>
Build and execute a learning and talent development strategy that meets the needs of the business and key talent segments, including onboarding, manager and leadership development, and digital learning interventions.</li><li>
Serve as a strategic thought partner to People &amp; Talent and business leaders, providing insights and recommendations on performance, talent, and organizational health.</li><li>
Use data and analytics to identify talent development needs, measure program effectiveness, and inform decision-making.</li><li>
Employ design thinking and user empathy to ensure learning interventions are practical, relevant, and actionable.</li><li>
Lead and coach a team of talent development professionals, fostering a culture of innovation, ownership, and continuous improvement.</li><li>
Partner with cross-functional teams to ensure talent development initiatives are aligned with business goals and integrated across the employee lifecycle.</li><li>
Stay abreast of industry trends and best practices in learning, talent, and organizational development, and bring innovative solutions to Airwallex.</li></ul><h2 class="jobSectionHeader">
Who you are</h2>
We're looking for people who meet the minimum requirements for this role. The preferred qualifications are great to have, but are not mandatory.<h3 class="jobSectionHeader">
Minimum qualifications:</h3><ul><li>
10+ years of experience in talent development, learning &amp; development, or a related field, with a proven track record in high-growth or fast-paced environments.</li><li>
Demonstrated proficiency with data: modeling, surveying, and analyzing information to drive decisions and measure impact.</li><li>
Experience designing, facilitating, and scaling learning programs and interventions, with evidence of high participant satisfaction (e.g., strong NPS).</li><li>
Strong ability to connect strategic thinking with on-the-ground realities, using design thinking and user empathy to drive actionable solutions.</li><li>
Excellent stakeholder management and executive influencing skills; able to partner with senior leaders and cross-functional teams.</li><li>
Structured, first-principles thinker with strong problem-solving and communication skills.</li></ul><h3 class="jobSectionHeader">
Preferred qualifications:</h3><ul><li>
Experience in the fintech or technology sector.</li><li>
Experience with digital learning platforms and a variety of learning modalities (e.g., video, micro-learning, mobile).</li><li>
Experience leading and developing a team of talent development professionals.</li><li>
Familiarity with tools such as Jira, Excel, PowerPoint, and learning management systems.</li><li>
Advanced degree in HR, Business, Organizational Psychology, or a related field.</li></ul><h2 class="jobSectionHeader">
Applicant Safety Policy: Fraud and Third-Party Recruiters</h2>
To protect you from recruitment scams, please be aware that Airwallex will not ask for bank details, sensitive ID numbers (i.e. passport), or any form of payment during the application or interview process. All official communication will come from an @airwallex.com email address. Please apply only through careers.airwallex.com or our official LinkedIn page.
Airwallex does not accept unsolicited resumes from search firms/recruiters. Airwallex will not pay any fees to search firms/recruiters if a candidate is submitted by a search firm/recruiter unless an agreement has been entered into with respect to specific open position(s). Search firms/recruiters submitting resumes to Airwallex on an unsolicited basis shall be deemed to accept this condition, regardless of any other provision to the contrary.<h2 class="jobSectionHeader">
Equal opportunity</h2>
Airwallex is proud to be an equal opportunity employer. We value diversity and anyone seeking employment at Airwallex is considered based on merit, qualifications, competence and talent. We don&rsquo;t regard color, religion, race, national origin, sexual orientation, ancestry, citizenship, sex, marital or family status, disability, gender, or any other legally protected status when making our hiring decisions. If you have a disability or special need that requires accommodation, please let us know.
Compensation Range: SGD 200K - SGD 300K</div>

Director, Talent Development (Relocate to Singapore)

Qatar Chemical Company

<div>
 
 We are seeking a highly capable and experienced
 
 Organizational Development Specialist
 
 to join our Human Capital Department. The successful candidate will play a key role in strengthening organizational capability, enhancing leadership development, and supporting strategic learning initiatives across the company.
 
 
 
 
 
 
 About the Role
 
 
 
 This position offers the opportunity to contribute to the continuous enhancement of organizational performance through structured development initiatives. The role requires a high level of professionalism, strong business acumen, and the ability to collaborate effectively with leadership and cross‑functional teams
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 The role will be responsible for:
 
 <ul>
 <li>
 Designing and delivering leadership development programs that build organizational capabilities
 </li>
 <li>
 Conducting learning needs analyses and competency assessments across multiple levels
 </li>
 <li>
 Supporting change management initiatives and ensuring the effective embedding of new behaviors, skills, and processes
 </li>
 <li>
 Acting as a consultant to internal stakeholders, providing expert guidance on learning and development strategies
 </li>
 <li>
 Developing and implementing data‑driven L&amp;D solutions aligned with business priorities and workforce capability requirements
 </li>
 <li>
 Designing and delivering blended learning programs using sound instructional design principles
 </li>
 <li>
 Overseeing learning activation, evaluation, and continuous improvement to ensure program effectiveness
 </li>
 <li>
 Support Qatarization and career development programs by providing thoughtful, capability-centered development pathways.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 To be considered, candidates should possess:
 
 <ul>
 <li>
 5 - 7 years of deep specialist or consulting experience working on L&amp;D, OD and Talent Development programs, projects, or client assignments.
 </li>
 <li>
 A Bachelor&rsquo;s degree in Human Resources, Adult Education, Business Administration, or a related discipline
 </li>
 <li>
 Experience designing learning and talent development programs, ideally using digital tools and modern methods
 </li>
 <li>
 Strong communication and relationship‑building skills- a natural collaborator and trusted advisor.
 </li>
 <li>
 Curiosity, empathy, and the ability to influence through insight and credibility.
 </li>
 <li>
 Experience with leadership development, assessments, psychometrics, LMS and LxP platforms (preferably SAP SuccessFactors).
 </li>
 </ul>
</div>

Organizational Development Specialist

Qiddiya Investment Company

<div>Qiddiya Investment Company is pioneering the future of entertainment in Saudi Arabia, and we are seeking a Senior Specialist - Organizational Development to join our dynamic team. This role is crucial in designing and executing impactful organizational development strategies that foster a culture of high performance, employee engagement, and continuous improvement.
Responsibilities<ul><li>
Assist in the developing and reviewing of the org. structure.</li><li>
Assist in the developing and reviewing of HR Policies and Procedures.</li><li>
Maintain accurate information data in SAP SF system.
</li><li>Contribute to the execution of periodic workforce planning exercise.</li><li>
Assist in gathering workforce requirements.
</li><li>Assist in developing and reviewing JDs.</li><li>
Assist in the implementation of multiple HR processes such as employees transfers, acting assignment, etc.
</li><li>Monitoring and updating the WFP data in a weekly and monthly basis.</li><li>
Address employees inquiries related to OD.
</li>Any additional tasks related to OD directed by the line manager. 
<li>
</li></ul> 
 
Requirements 
<ul><li>
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; a Master's degree is preferred.</li><li>
Minimum of 5 years of relevant experience in organizational development, HR consultancy.</li><li>
Demonstrated expertise in organizational development methodologies, tools, and best practices.</li><li>
Strong interpersonal, communication, and presentation skills, with the ability to influence at all levels of the organization.</li><li>
Proven ability to analyze data and provide insights for business decisions.</li><li>
Experience leading complex projects and managing multiple stakeholders with competing priorities.</li><li>
Proficiency in HR technology platforms and Microsoft Office Suite.</li><li>
A commitment to developing a vibrant organizational culture and improving employee engagement.</li></ul></div>

Senior Specialist - Organizational Development

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