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organizational development manager

Talents Tide

<div>
 
 
 Manager &ndash; Corporate Excellence
 
 
 
 
 
 
 
 About the Role
 
 
 
 For our prestigious government client in Dubai we are seeking an experienced and dynamic
 
 Manager &ndash; Corporate Excellence
 
 to lead the development and execution of strategies that promote organizational excellence, quality, and innovation. The ideal candidate will play a key role in aligning the organization&rsquo;s performance with government excellence frameworks and international best practices, driving continuous improvement and long-term success.
 
 
 
 
 
 
 Job Purpose
 
 
 
 To lead and manage the
 
 Corporate Excellence Department
 
 by developing, implementing, and monitoring strategies, frameworks, and initiatives that enhance organizational performance, quality, innovation, and overall excellence. The role ensures alignment with government excellence models, global best practices, and continuous improvement standards to achieve organizational goals.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Develop and implement the organization&rsquo;s
 
 excellence strategy
 
 in alignment with corporate objectives and government excellence frameworks.
 </li>
 <li>
 Lead
 
 performance management initiatives
 
 , including KPIs, benchmarking, and continuous improvement programs.
 </li>
 <li>
 Oversee
 
 quality management systems
 
 and ensure compliance with relevant national and international standards.
 </li>
 <li>
 Manage
 
 organizational assessments, audits,
 
 and
 
 award submissions
 
 related to excellence and innovation.
 </li>
 <li>
 Identify and promote opportunities for
 
 process improvement, innovation, and efficiency
 
 across departments.
 </li>
 <li>
 Collaborate with internal and external stakeholders to
 
 foster a culture of excellence, learning, and knowledge sharing.
 
 </li>
 <li>
 Prepare and present
 
 analytical reports, insights, and recommendations
 
 to senior management for informed decision-making.
 </li>
 <li>
 
 Supervise, mentor, and develop
 
 the Corporate Excellence team to ensure capability building and effective performance.
 </li>
 <li>
 Represent the organization in
 
 government and industry forums
 
 related to excellence and innovation.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 <ul>
 <li>
 
 Education:
 
 Bachelor&rsquo;s degree in Business Administration or a related field from a recognized university. A Master&rsquo;s degree is an advantage.
 </li>
 <li>
 
 Experience:
 
 Minimum of
 
 7 years of relevant experience
 
 in corporate excellence, quality management, or organizational development, preferably within a government or large organization.
 </li>
 <li>
 
 Certifications:
 
 
 EFQM certification is a must.
 
 Additional certifications in
 
 quality management or performance improvement
 
 (e.g., ISO, Six Sigma) are an advantage.
 </li>
 <li>
 
 Languages:
 
 
 Fluency in both English and Arabic is a must.
 
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Competencies
 
 
 <ul>
 <li>
 
 Strong knowledge and hands-on experience with EFQM frameworks
 
 &mdash;
 
 mandatory requirement.
 
 </li>
 <li>
 Proven
 
 leadership and people management
 
 skills.
 </li>
 <li>
 Excellent
 
 strategic planning, problem-solving,
 
 and
 
 analytical
 
 abilities.
 </li>
 <li>
 Strong
 
 communication and stakeholder management
 
 skills in
 
 both English and Arabic.
 
 </li>
 <li>
 Ability to
 
 drive organizational transformation
 
 and foster a
 
 culture of excellence.
 
 </li>
 <li>
 Proficiency in
 
 Microsoft Office
 
 and
 
 performance management tools.
 
 </li>
 </ul>
 
 
 
 
 
 Why Join Us?
 
 
 
 This is an excellent opportunity to be part of a forward-thinking government organization that values innovation, performance, and continuous improvement. If you are passionate about driving excellence and contributing to organizational success, we invite you to apply.
 
 
 
 
 
 
 Interested candidates are encouraged to submit their CV along with relevant certifications.
 
 
</div>

Manager Corporate Excellence

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

Nationwide Middle East Properties LLC

<div>
 
 
 Strategic HR Partnership
 
 
 
 
 &middot; Collaborate with the real estate company's leadership to understand their business objectives and challenges.
 
 
 
 &middot; Develop and implement HR strategies aligned with the company's business goals.
 
 
 
 &middot; Communicate the company gaols, objectives and strategy with the related department and ensure the efficient implementation.
 
 
 
 &middot; Provide strategic advice on talent management, organizational design, and employee relations.
 
 
 
 
 Talent Development and Acquisition
 
 
 
 
 &middot; Design and deliver customized talent development programs for sales and other teams.
 
 
 
 &middot; Conduct performance management and career development reviews.
 
 
 
 &middot; Identify and address talent gaps and succession planning needs.
 
 
 
 &middot; Develop and implement effective recruitment strategies to attract top talent in the real estate industry.
 
 
 
 &middot; Conduct the monthly recruitment, L&amp;D metrics to address gap and planning for needs.
 
 
 
 
 Sales Enablement
 
 
 
 
 &middot; Collaborate with the sales team to identify training needs and develop sales enablement programs.
 
 
 
 &middot; Support the implementation of sales compensation plans and incentive programs.
 
 
 
 &middot; Analyze sales performance data to identify opportunities for improvement.
 
 
 
 
 Employee Relations
 
 
 
 
 &middot; Manage employee relations issues and resolve conflicts.
 
 
 
 &middot; Provide guidance on employee policies and procedures.
 
 
 
 &middot; Promote a positive and inclusive work environment.
 
 
 
 
 HR Operations
 
 
 
 
 &middot; Oversee HR operations, including recruitment, onboarding, and offboarding.
 
 
 
 &middot; Manage HR data and analytics.
 
 
 Ensure compliance with employment laws and regulations in the UAE.
 
 
 
 
 Requirements
 
 
 
 
 Education:
 
 
 
 <ul>
 <li>
 Master's degree in Human Resources, Business Administration, or a related field.
 
 </li>
 </ul>
 
 
 Experience:
 
 
 
 <ul>
 <li>
 5+ years of experience in HR, with a strong focus on talent development and organizational development in the real estate industry.
 
 </li>
 <li>
 Proven track record in designing and implementing HR strategies and initiatives.
 
 </li>
 <li>
 Experience in UAE labor law and HR best practices.
 
 </li>
 </ul>
 
 
 Skills:
 
 
 
 <ul>
 <li>
 Strong understanding of HR best practices, employment laws, and regulations in the UAE.
 
 </li>
 <li>
 Excellent communication, interpersonal, and presentation skills.
 
 </li>
 <li>
 Ability to build strong relationships with clients and internal stakeholders.
 
 </li>
 <li>
 Strong analytical and problem-solving skills.
 
 </li>
 <li>
 Proficiency in HR software and tools.
 
 </li>
 <li>
 Knowledge of sales processes and sales enablement strategies.
 
 </li>
 <li>
 Ability to manage multiple priorities and work under pressure.
 
 </li>
 <li>
 Knowledge of HR systems and their implementation.
 
 
 
 </li>
 </ul>
 
 &middot;
 
 Strategic Thinking:
 
 Ability to think critically and develop innovative HR solutions.
 
 
 
 &middot;
 
 Business Acumen:
 
 Understanding of real estate business operations and the ability to align HR strategies with business objectives.
 
 
 
 &middot;
 
 Relationship Building:
 
 Strong interpersonal skills to build and maintain relationships with clients and internal stakeholders.
 
 
 
 &middot;
 
 Change Management:
 
 Ability to lead and manage organizational change effectively.
 
 
 
 &middot;
 
 Problem-Solving:
 
 Strong analytical skills to identify and resolve HR challenges.
 
 
 
 &middot;
 
 Communication:
 
 Excellent written and verbal communication skills to convey complex information clearly and concisely.
 
 
 
 &middot;
 
 Talent Development:
 
 Expertise in talent acquisition, performance management, and employee development, particularly in the real estate industry.
 
 
 
 &middot;
 
 Sales Enablement:
 
 Understanding of sales processes and the ability to support sales teams through HR initiatives.
 
 
 
 &middot;
 
 System Implementation:
 
 Knowledge and experience in implementing and integrating HR systems.
 
 
 
 &middot;
 
 HR Generalist Knowledge:
 
 
 
 
 &middot;
 
 HR Policies and Procedures:
 
 In-depth knowledge of HR policies, procedures, and best practices.
 
 
 
 &middot;
 
 Employment Laws and Regulations:
 
 Understanding of federal, state, and local employment laws and regulations, especially those related to real estate.
 
 
 
 &middot;
 
 Performance Management:
 
 Proficiency in performance management processes, including goal setting, performance reviews, and compensation planning.
 
 
 
 &middot;
 
 Employee Relations:
 
 Strong skills in employee relations, including handling employee concerns, resolving disputes, and conducting investigations.
 
 
 
 
 
 
</div>

HR Business Partner/ HR Generalist

ACTION International Services LLC

<div>
 
 General Description
 
 
 
 This role will direct and manage the overall provision of Human Resources services, policies, and programs. The job holder will promote and implement HR policies / best practices to be able to Attract, Retain &amp; Motivate talent. Additionally, the role will ensure HR policies &amp; procedures comply with local labour legislation.
 
 
 
 Key Responsibilities / Accountabilities
 
 
 
 <ul>
 <li>
 Accountable to provide advice on the full gamut of HR with specific deliverables on recruitment, employee relations, learning &amp; development, talent management, HR administration &amp; governance.
 </li>
 <li>
 Evaluate &amp; Implement benefits practices internally/externally, in order to recommend a competitive C&amp;B strategy for the Company.
 </li>
 <li>
 Design &amp; develop an annual performance management process for the Organization to evolve a high-performance culture.
 </li>
 <li>
 Introduce efficient &amp; cost-effective recruitment techniques to fulfill staffing needs.
 </li>
 <li>
 Ensure the Organization is structured based on clearly defined accountabilities and grading system.
 </li>
 <li>
 Advise the Managing Director of the human capital implications on business strategies to the profitable growth of the business.
 </li>
 <li>
 Develop and maintain an employee regulation manual that serves as a point of reference for all HR policies within the Company.
 </li>
 <li>
 Oversee the support &amp; administrative services which includes but not limited to Government relations, Labour accommodation, QHSE, &amp; mobilization of resources.
 </li>
 <li>
 Accountable for Organization development which includes but not limited to initiatives such as Succession planning, Talent development, Reward &amp; recognition.
 </li>
 <li>
 Oversees preparation for external audits &amp; ensures proper maintenance of personnel records in compliance with labour regulations.
 </li>
 <li>
 Identify &amp;address problems and opportunities; brings those which are appropriate to the Management.
 </li>
 <li>
 Recruit, select and develop critical employees within the Department.
 </li>
 <li>
 Set direction and objectives for team members and ensure achievement of their development plans.
 
 
 </li>
 </ul>
 
 Qualification Requirements
 
 
 
 <ul>
 <li>
 Degree or MBA in Human Resources would be advantageous.
 </li>
 <li>
 Knowledge in change management, organizational design &amp;structural reviews.
 </li>
 <li>
 Ability to write job descriptions, job sizing and evaluation (Hay / Mercer methodology)
 </li>
 <li>
 Capable of driving Recruitment &amp; Staffing needs.
 </li>
 <li>
 Develop and implement Compensation &amp; Benefit policies including Incentive plans.
 </li>
 <li>
 Should be able to design &amp; develop Performance Management System.
 </li>
 <li>
 Knowledge of statutory labour regulations (GCC).
 </li>
 <li>
 Formulation of policies and regulations.
 </li>
 <li>
 Demonstrable management experience with high turnover and activity.
 </li>
 <li>
 Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions.
 </li>
 <li>
 Ability to set clear priorities, delegate, and guide investment in people and systems.
 </li>
 <li>
 Proficient in Microsoft applications.
 </li>
 <li>
 Excellent team skills with an ability to communicate and work effectively across a variety of internal and external stakeholders; a persuasive negotiator able to achieve consensus amongst differing opinions.
 </li>
 <li>
 Minimum 5 years&rsquo; experience in an HR role.
 </li>
 </ul>
</div>

HR Manager

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

Road and Transport, RTA Dubai

Location: UAE Location: Dubai Industry: Government Administration Function: Strategy/Planning Gender: Any Candidate Nationality: UAE Nationals Only Candidate Preferred Location: Any Job Type: Full-time Core Duties * Lead commercial transformation initiatives to diversify revenues and achieve RTA s strategic objectives * Supervise the preparation and implementation of executive plans for business transformation in alignment with the Authority s investment strategy * Manage and guide consultants and internal teams working on transformation projects * Oversee the drafting and execution of concession agreements with spin-off companies * Ensure compliance of spin-off companies with agreement terms, providing regular performance reviews and recommendations * Monitor and resolve challenges in the execution of concession agreements, ensuring governance standards are met * Represent the Authority on relevant committees, coordinating with government entities and external stakeholders * Lead budget preparation and oversee departmental projects and initiatives * Review and update departmental policies, manuals, and processes to support business transformation * Ensure compliance with government and RTA quality standards, regulations, and strategic objectives Candidate Requirements * Bachelor s or Master s degree in Business Administration, Finance, Economics, or equivalent from a recognized university * Minimum 14 years of relevant experience in business transformation, organizational development, or strategic planning * Proven expertise in financial sustainability, governance, and organizational strategy * Experience negotiating and managing concession agreements with business entities * Strong leadership and team management skills with the ability to guide specialized consultants and motivate staff * Excellent communication and stakeholder management abilities for coordination with internal and external partners * UAE Nationals only

Director of Business Transformation

International Schools Partnership Limited

Key responsibilities include
Key responsibility 1: Talent Acquisition and On-boarding
Lead the recruitment process from identifying vacancies, reviewing staffing structure, placing job ads, ensuring budgets are available, creating job descriptions, scheduling interviews, screening candidates, creating job offers and contracts.
Ensuring a full on boarding process has been followed, including uploading documents to the HR system.
Work in partnership with key stakeholders within the ISP-ME team and school leadership teams, including other school HR managers, to implement a combination of core learning and development activities targeted at various levels of the organisation and aligned to business and individual needs.
Key responsibility 2 - HR Operations
Implement a consistent human resources strategy with direction from ISP regional office across the school with accountability for talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safeguarding, succession planning, employee relations and retention, regional regulations, ISP compliance and local labour relations.
Manage human resources operations in school by supporting the recruiting, selecting, orienting, training, coaching, counselling, and disciplining of staff and planning, monitoring, appraising, and reviewing staff performance.
Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc.
Comply with regional federal and local legal requirements by enforcing adherence to requirements and advising on required actions including areas such as teacher licensing.
Manage systems for staff attendance recording and work alongside the finance manager to produce the monthly payroll
Key responsibility 3 - Organisational Development
Improve organisational effectiveness through the development and deployment of solutions to improve productivity, and drive a performance cultureConsult with ISP-ME team and school leadership teams on change management opportunities provide guidance on resources, processes and toolsServe as partner to provide advice on organisational design issuesLine managing school reception staff
Key Responsibility 4 - Talent Management
Implement succession planning and key talent review / performance management meetings and processes across the school with guidance from the ISP Middle East office.
Coordinate succession planning with ISP-ME team key stakeholders and the school leadership team.
Implementtools and processes for assessing and developing talent.
Remain aware of best practices and trends within the training and development field and adopt new approaches as appropriate.
Key responsibility 5 - Talent Development/Education
Ensure performance management opportunities are in place for all staff to enhance their ability to achieve goals and capability to assume increased levels of responsibility.
Manage employee training programmes, particularly for non-class based staff and budgets including identification of internal/external training opportunities, coaching and mentoring program development.
In addition, all staff are required to carry out any tasks required by the school or the regional office to facilitate the smooth day to day running of the school
To be line managed by the School Principal the local ISP Head of HR.

Senior HR Officer

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