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organizational development manager

Pure Health Supply Chain and Training Centre LLC

As part of PureHealth’s mission to advance healthcare excellence, the Assistant Manager – Organizational Development will play a pivotal role in shaping and strengthening the Group&#x27;s organizational capability. This role is responsible for designing, executing, and evaluating large-scale OD initiatives that enable scalability, transformation, and sustainability. The incumbent will partner closely with HR Business Partners and senior leaders to deliver enterprise-wide people solutions aligned with PureHealth’s long-term strategy and vision. Key ResponsibilitiesOrganization Structure & Operating Model<ul><li>Support the design, review, and optimization of organizational structures, reporting lines, and spans of control to enhance agility and efficiency.</li><li>Partner with business leaders to evaluate current operating models and propose redesigns that align with evolving strategy and market needs.</li></ul>Workforce Planning & Capability Alignment<ul><li>Contribute to workforce planning by analyzing future skill requirements, talent gaps, and workforce deployment.</li><li>Ensure organizational design decisions build long-term capability and business continuity.</li></ul>Organizational Diagnostics & Health<ul><li>Conduct organizational health assessments to identify strengths, risks, and areas for improvement.</li><li>Translate findings into actionable insights and OD interventions.</li></ul>Role Design & Job Architecture<ul><li>Support development and refinement of job descriptions, role clarity, and career pathways to drive consistency across the Group.</li><li>Collaborate with Compensation & Benefits to ensure alignment with grading structures and mobility frameworks.</li></ul>Change & Transformation Enablement<ul><li>Partner with HR and business leaders on large-scale reorganizations, mergers, and transformation initiatives.</li><li>Provide OD frameworks, roadmaps, and tools to enable smooth transitions and sustained performance.</li></ul>Process & Policy Alignment<ul><li>Integrate OD initiatives with HR processes and policies.</li><li>Standardize OD practices across PureHealth while allowing flexibility for entity-specific needs.</li></ul>Stakeholder Engagement & Advisory<ul><li>Act as an internal consultant, advising leaders on OD best practices and interventions.</li><li>Facilitate workshops and design sessions to co-create organizational solutions.</li></ul>Metrics & Impact Evaluation<ul><li>Define, track, and report success measures for OD initiatives.</li><li>Provide insights and recommendations to senior leadership to guide continuous improvement.</li></ul>Digital HR, Analytics & AI in OD<ul><li>Leverage HR technology, people analytics, and organizational network analysis to identify collaboration patterns and decision-making bottlenecks.</li><li>Apply AI-powered modelling for spans & layers, workforce planning, and large-scale reorganizations.</li><li>Develop visualization dashboards for real-time OD metrics, supporting evidence-based decision-making.</li></ul>Governance & Standardization<ul><li>Develop frameworks, toolkits, and playbooks for OD interventions to ensure consistency across regions and entities.</li><li>Act as custodian of PureHealth’s organizational effectiveness methodologies and standards.</li></ul>External Benchmarking & Innovation<ul><li>Monitor OD and organizational effectiveness trends, benchmarks, and best practices.</li><li>Recommend adoption of innovative approaches to maintain PureHealth’s competitiveness.</li></ul>

Assistant Manager - Organizational Development

Confidential

1.	Strategic HR Leadership:

•	Develop and align HR strategies with the organization's overall strategic goals and objectives.
•	Provide strategic direction to HR departments and ensure HR initiatives support the company's mission and vision.

2.	Organizational Development:

•	Implement programs to foster employee growth, leadership development, and succession planning.
•	Lead initiatives related to organizational design, change management, and workforce planning.

3.	Employee Relations and Culture:

•	Foster a positive workplace culture that values diversity, inclusion, and employee well-being.
•	Oversee employee relations programs, conflict resolution, and grievance handling.

4.	Compensation and Benefits:

•	Develop and administer competitive compensation and benefits programs.
•	Ensure total rewards packages are competitive, compliant, and aligned with organizational goals.

5.	Learning and Development:

•	Establish training and development programs to enhance employee skills and knowledge.
•	Promote a culture of continuous learning and professional development.

6.	Compliance and Legal:

•	Ensure HR policies, practices, and processes complyz with labor laws and regulations.
•	Manage legal matters related to HR, including contracts, agreements, and disputes.

7.	HR Analytics and Metrics:

•	Utilize data analytics to assess HR metrics, trends, and workforce insights.
•	Make data-driven decisions to improve HR processes and enhance organizational performance.

8.	Stakeholder Collaboration:

•	Collaborate with executive leadership and other departments to drive organizational success.
•	Act as a strategic advisor to the CEO and board of directors on HR-related matters.

9.	Ethical Leadership:

•	Uphold ethical standards and promote a culture of integrity and professionalism within the HR department and across the organization.

10.	Performance Management:

•	Advise on performance management processes, ensuring fair and effective evaluations.
•	Assist in setting performance goals aligned with business objectives.
•	Provide guidance on performance improvement plans and recognition programs. 
•	Monitor the employee’s performance during the probationary period through their reporting authority. Take necessary actions towards employees under poor performance.
•	Plan periodic performance review sessions for employees followed by the appraisals, rewards and promotions.

11.	Budgets and Financials:

•	Monitor and control budget of the department/business unit.
•	Review and continuously update the financial tracking mechanisms and measurements in compliance with standard accounting principles.

12.	People Responsibility:

•	Define goals for team members and evaluates performance as per the Elite Group performance management process.
•	Provide feedback and coaching on an ongoing basis.
•	Identify training and development needs of the Department/Unit to ensure ongoing capability development.
•	Provide guidance and ensure transparent communication to manage career aspiration.

13.	Self-Management:

•	Set performance goals at the beginning of the year in discussion with the reporting manager and ensure that the goals are achieved during the course of the year.
•	Strive to achieve the highest levels of proficiency on all competencies and skills required to perform the role.
•	Identify the training and development requirements for self to ensure on going capability development.

14.	Health, Safety and Environment:

•	Ensure compliance to all relevant safety, quality and environmental management policies, procedures and controls to guarantee employee safety, legislative compliance, delivery of high quality products/service and a responsible environmental attitude.

15.	Policies and Processes:

•	Provide inputs and suggestions for the continuous improvement of Department/Unit practices taking into account external and internal/ group level best practices to improve efficiency and effectively manage changes in business environment.
•	Manage the development, implementation and regular review of the Department/Unit policies, procedures and systems to ensure consistent and systematic application of best practices providing timely and effective support to concerned users.

16.	Identifies training needs for business units and individual executive coaching needs.

17.	Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development. 9. Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.

18.	Collaborate with the HR team to accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.

19.	Track company sales targets versus achievements on monthly basis.

20.	Create clear and summarizing reports to analyze various business scenarios.

21.	Implement new HR projects as advised by the management.

22.	Manage document retention and disposal processes in accordance with legal requirements.

23.	Ensure a strong documentation throughout the employee life cycle in compliance to legality.

24.	Identify opportunities for process improvement within the documentation function and contribute to enhancing HR operations.

HR Manager

Binghatti Development L.L.C

<ul><li>Design and implement organizational development interventions to enhance organizational effectiveness and achieve strategic goals, using data-driven insights.</li><li>Conduct needs assessments, analyze organizational challenges, and recommend tailored solutions to improve performance, culture, and employee engagement.</li><li>Facilitate leadership development programs and workshops to cultivate high-performing leaders capable of driving change and inspiring teams.</li><li>Lead and manage change management initiatives, ensuring smooth transitions and minimal disruption during organizational restructuring or process improvements.</li><li>Develop and implement employee engagement strategies, including surveys, focus groups, and action planning, to foster a positive work environment.</li><li>Design and deliver training programs on topics such as leadership, communication, and team building, using innovative and engaging methodologies.</li><li>Analyze performance data and metrics to identify areas for improvement and measure the impact of OD initiatives on organizational outcomes.</li><li>Collaborate with HR and business leaders to align OD initiatives with the overall business strategy and ensure effective implementation.</li><li>Stay abreast of current trends and best practices in organizational development to provide innovative solutions and recommendations.</li><li>Coach and mentor employees at all levels to support their professional development and enhance their contributions to the organization.</li></ul>

Organizational Development Specialist

<div>
 
 A leading
 
 Federal Entity
 
 is seeking a qualified and motivated
 
 Section Head &ndash; Institutional Excellence
 
 to join their team.
 
 
 
 Work Location:
 
 Dubai &amp; Northern Emirates
 
 
 
 Salary:
 
 AED 32,000 (Full Package)
 
 
 
 Employment Type:
 
 Full-time
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Lead and manage institutional excellence initiatives in line with federal standards.
 </li>
 <li>
 Develop and implement frameworks to enhance organizational performance and service quality.
 </li>
 <li>
 Monitor KPIs and drive continuous improvement across departments.
 </li>
 <li>
 Prepare reports and presentations for management and federal stakeholders.
 </li>
 </ul>
 
 
 Requirements:
 
 
 <ul>
 <li>
 (Emirati)
 </li>
 <li>
 Bachelor&rsquo;s degree in Business Administration, Quality Management, or a related field (Master&rsquo;s preferred)
 </li>
 <li>
 Minimum 5 years of experience in institutional excellence or organizational development.
 </li>
 <li>
 Strong knowledge of government excellence models and performance frameworks.
 </li>
 </ul>
 
 
</div>

institutional Excellence  Manager

Thomsun Group

<ul><li>Align performance management strategies with overall business objectives.</li><li>Design and implement effective PMS and L&D programs.</li><li>Collaborate with department heads to identify skill gaps and create structured learning paths.</li><li>Support HR initiatives including talent management, succession planning, and employee engagement.</li><li>Actively participate in sales review meetings, providing constructive feedback and driving team performance improvements.</li><li>Develop strategies to support business growth through policies, training initiatives, innovative ideas, and actionable plans.</li><li>Partner with leadership to translate business goals into people strategies that drive performance and growth.</li><li>Act as a change management champion by leading organizational transformation initiatives.</li><li>Provide strategic workforce planning to ensure the right talent pipeline for current and future business needs.</li><li>Use HR analytics and data insights to influence decision-making and improve business outcomes.</li><li>Build a strong culture of performance, accountability, and continuous improvement.</li><li>Serve as a trusted advisor to senior leaders on employee relations, organizational effectiveness, and talent development.</li><li>Anticipate workforce trends and proactively recommend strategies to address challenges such as retention, engagement, and skill shortages.</li><li>Align reward and recognition programs with business performance and employee motivation.</li><li>Partner with management to ensure compliance with labor laws and best HR practices while maintaining business agility.</li></ul>

HR Business Partner

Chalhoub Group

What you'll be doing
<ul>
<li>De ne, develop and implement our people vision to support our ambitious business strategy</li>
<li>Review the brand/function s operating model and workforce planning approaches to ensure optimal organizational structures are in place to support future focus, growth, scalability and employee</li>
<li>satisfaction</li>
<li>Work with the team to consider competitor and industry approaches and translate these insights into roadmaps that de ne the employee experience, reveal gaps and pain points, and identify key opportunities for business enhancements and innovation</li>
<li>Provide guidance and recommendations on the most complex issues, supporting our team in all related people areas including: recruitment, performance management, succession planning, retention, talent development, compensation and rewards, employee relations, and employee engagement</li>
<li>Provide clear and inspirational leadership to motivate and develop the team to deliver high quality, customer-centered services</li>
<li>Be an active and e ective member of the Leadership Team, ensuring the high visibility, focus and delivery of the People and Culture strategy</li>
<li>Act as a change agent by looking for new ways to improve the employee experience and de ne our brand/function employee value proposition</li>
<li>Lead the development of initiatives in line with Localization Strategy</li>
<li>Continually assess our existing policies, procedures, and programs and put forward recommendations to improve e ciencies and employee satisfaction.</li>
<li>Lead the on-going design and execution of brand/function speci c employee onboarding, training and development programs to improve the depth and breadth of the team s skills set and to raise awareness around behavioral, technical and leadership competencies</li>
<li>Work with the Group s Talent Acquisition team to ensure internal and external recruiting strategies result in relevant, high caliber candidates being identi ed</li>
<li>Work closely with Group HR to implement the annual performance management cycle and act as a change agent within the brand/function to support the introduction of new approaches and performance platform</li>
<li>Continually review and monitor the e ectiveness of employee commission schemes and put forward recommendations for change</li>
<li>Identify our HiPOs through employee pro ling; educate teams around career paths and support all succession planning and talent development actvities</li>
<li>Encourage a growth mindset amongst team members by collaborating with our Learning team to assess training needs so relevant and inspiring training and development programs are available and monitor the brand/function s training budget and individual s learning consumption</li>
<li>Use all available HR data to ensure HR analytics supports all reporting, action planning and decision making and put forward recommendations for change</li>
<li>Act as a coach and mentor to our people and provide advice and guidance to our leadership team, using HR data analytics, external benchmarks and best practice approaches to support decision making As part of our cultural transformation, provide advice and guidance to leaders and managers around</li>
<li>how to act as role models to create a positive and inspiring team climate</li>
<li>Champion both Group and brand/function speci c Diversity and Inclusion initiatives, with a key focus on culture change, nationalization and employee wellbeing</li>
<li>Collaborate with the Group s People Experience team to design employee engagement surveys, and be accountable for the necessary action planning and improvement goals</li>
<li>Develop key performance indicators to help identify progress and improvements made on employee engagement and ensure continual improvement</li>
<li>Manage all people and process related employee communications, using My Chalhoub and other inspirational approaches to embed key messages.</li>
<li>Lead/Support annual manpower planning with Brand/Function Leaders and ensure vacancies are managed in line with the approved budget and executed as per the correct recruitment process Assess current roles and provide recommendations for new roles in coordination with Business Head</li>
<li>and Vertical Head of People</li>
<li>Participate in the recruitment process through assessment centers or competency-based interviews</li>
<li>Review all proposed internal transfers within the vertical and provide recommendations</li>
<li>Ensure all escalated employees grievances are closed</li>
</ul>

Senior People Partner

K F Group

HR Manager &ndash; Kids First GroupLocation: Dubai, UAESector: Premium Early Years EducationReports to: Group HR DirectorAbout Kids First Group (KFG)Kids First Group (KFG) is the leading group in Dubai, Abu Dhabi, and Doha for providing premium early years education and childcare. Founded in 2011, we have 35 nursery schools. We stand unique from other group nurseries, as each of our Kids First Group nurseries specializes in and is passionate about their own exclusive curriculum and pedagogical approach: spanning a choice from the Early Years Foundation Stage (British EYFS), Montessori Method, and Reggio Emilia Approach, to name a few.Position OverviewWe are seeking a strategic, people-centric HR Manager to join our Group-level team. This role will be instrumental in delivering HR strategies and practices that support our multi-location operations and align with our mission.The HR Manager will work closely with the HR Director and leadership teams across the UAE and Qatar to drive operational excellence, employee engagement, and organizational capability. This is a key leadership role requiring both strategic insight and hands-on HR execution. Key Responsibilities<ul><li>Lead and support the full spectrum of HR operations at the group level, covering multiple nurseries across the UAE and Qatar.</li><li>Manage and develop the current HR team, nurturing a strong performance-driven culture and ensuring department-wide alignment with strategic goals.</li><li>Collaborate with the HR Director to define and implement group-wide HR strategies, policies, and frameworks that align with KFG&rsquo;s vision and culture.</li><li>Oversee senior-level recruitment, onboarding, and workforce planning to ensure alignment with business objectives, in coordination with recruitment and leadership teams.</li><li>Support and monitor the implementation of performance management, career development, and succession planning frameworks.</li><li>Champion employee engagement, organizational culture, and career development initiatives.</li><li>Ensure group-wide compliance with UAE and Qatari labor laws, coordinating with Government Relations on visas, contracts, and documentation.</li><li>Monitor and enhance the quality of HR service delivery through clear KPIs and regular review mechanisms.</li><li>Promote cross-functional collaboration and build trust-based relationships across all business units.</li><li>Support organizational structure planning and alignment with strategic goals.</li><li>Promote a culture of continuous improvement, innovation, and high performance.</li></ul>Required Qualifications &amp; Skills<ul><li>Bachelor&rsquo;s degree in human resources or a related discipline (HR certifications preferred: CIPD, SHRM, etc.).</li><li>Minimum 10 years of HR management experience, preferably in a multi-site or group-level role.</li><li>Strong understanding of UAE labor law; Qatar labor law knowledge is a plus.</li><li>Demonstrated expertise in strategic recruitment, organizational development, and employee relations.</li><li>Proficient in using HRMS systems and HR data analytics.</li><li>Excellent communication, stakeholder management, and leadership skills.</li><li>Strategic thinker with the ability to also execute day-to-day operations efficiently.</li><li>Ability to work in a fast-paced, multicultural environment with discretion and professionalism.</li><li>Passionate about people, culture, and continuous improvement.</li></ul>What We Offer<ul><li>Competitive tax-free salary and benefits package.</li><li>Annual air ticket, paid leave, and medical insurance.</li><li>Discounted nursery fees for employee children.</li><li>A collaborative, mission-driven team culture.</li><li>or share your cv at careers@kidsfirstgroup.com</li></ul>Job Type: Full-time

Head of Human Resources

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