organizational development manager

Rapido

<div>
 
 
 
 About Rapido
 
 
 
 
 
 
 
 
 
 
 
 
 We are India&rsquo;s largest bike-taxi platform, steadily venturing into Auto, Cabs, Delivery, Rental, and more. Currently, present in ~100 cities, we are growing close to ~50% year-on-year with steady funding. We have changed the concept of intra-city travel and made last-mile connectivity affordable to all. Along with being the #1 choice of 40 million people, we have also built a solid captain base of over 5 million registered captains, who have bettered their lives with Rapido. As an employer, we provide a lot of ownership to our team members providing multiple avenues for them to grow within the company. You will only grow with us with the right balance of ambition, fun, and transparent work culture!
 
 
 
 
 
 
 
 
 
 
 
 
 Rapido Cabs made its debut on May 2023, marking the commencement of its services in eight cities. Notably, Hyderabad, Bangalore, and Delhi stand out as the primary cities for this initial launch. However, the ambitious plan includes an extensive expansion to encompass over 50 cities in the coming 12 months.
 
 
 
 
 
 
 
 
 
 
 
 
 Opportunities don't happen, you create them!
 
 
 
 
 
 
 
 
 Job Summary:
 
 
 
 The Learning and Development (L&amp;D) Manager will be responsible for establishing and managing the Technical and Functional Academies within Rapido. This role focuses on ensuring that employees have access to the technical and functional skills needed to excel in their roles and drive the company forward. The L&amp;D Manager will design, implement, and manage targeted learning programs, assessments, and development initiatives to enhance employee proficiency and productivity.
 
 
 
 
 
 
 Job Responsibilities:
 
 
 
 
 
 
 1. Organizational Development Programs
 
 
 Develop and execute OD programs to solve identified challenges at org/ dept/ team level.Conduct &amp; Analyze organizational assessments to identify areas for improvement and recommend solutions. Partner with leadership to design and implement change management strategies for business transformations.
 
 
 
 
 
 2. Culture Transformation
 
 
 Assess the current organizational culture and identify gaps against desired values and behaviors.Design and implement culture change initiatives that foster employee engagement, innovation, and inclusivity. Lead workshops, focus groups, and initiatives to promote culture transformation.
 
 
 Monitor and measure the impact of cultural transformation efforts.
 
 
 
 
 
 3. Leadership Development
 
 
 Design and deliver leadership development programs to build high-performing leaders aligned with the company&rsquo;s culture and strategy. Coach leaders to drive cultural alignment and champion change initiatives.
 
 
 Design and implement Leadership journey, curriculum, Identify and assign executive coaches
 
 
 
 
 
 4. Employee Engagement
 
 
 Develop and implement strategies to enhance employee engagement and retention.Analyze engagement survey results and partner with leaders to create actionable plans for improvement
 
 
 
 
 
 5. Learning and Development
 
 
 Identify skill gaps and create tailored training programs in collaboration with business.Facilitate workshops and training sessions on topics such as collaboration, communication, and cultural alignment.
 
 
 
 
 
 6. Change Management
 
 
 Serve as a change management expert, ensuring smooth transitions during organizational shifts.Develop tools, processes, and communication plans to support change initiatives.
 
 
 
 
 
 7. Cross-Functional Collaboration
 
 
 Collaborate with HR, Talent Acquisition, and other teams to ensure alignment of OD and culture strategies with broader organizational goals. Act as a trusted advisor to senior leaders on matters of culture, change, and organizational growth.
 
 
 
 
 
 Key Qualifications:
 
 
 Bachelor&rsquo;s degree in Human Resources, Organizational Development, Psychology, or a related field.
 
 
 Master&rsquo;s degree or certifications in OD, Change Management, or Culture Transformation are a plus.
 
 
 
 
 
 Experience:
 
 
 Minimum 5 to 7 years of experience in organizational development, culture transformation, or a similar role. Proven success in designing and implementing culture change and OD strategies.
 
 
 
 
 
 Skills:
 
 
 Strong understanding of organizational behavior, change management frameworks, and employee engagement strategies.
 
 
 Excellent facilitation, communication, and interpersonal skills.
 
 
 Analytical mindset with experience in using data to drive decision-making.
 
 
 Ability to influence and build relationships at all levels of the organization.
 
 
 Proficiency in tools like Microsoft Office, survey platforms, and project management tools.
 
 
 
</div>

Organizational Development Manager

Confidential

<div>
 
 We are seeking an experienced Organizational Development Manager with a robust background in the Oil and Gas industry, particularly within EPC (Engineering, Procurement, and Construction) environments. The ideal candidate will possess deep expertise in organizational design, change management, talent development, and employee engagement, utilizing the Hay Job Evaluation methodology to ensure optimal organizational structure and role clarity. This role is critical in aligning our organizational strategy with operational excellence and fostering a high-performance culture.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 <ul>
 <li>
 Lead the design and implementation of organizational development strategies aligned with business objectives in the Oil and Gas EPC sector.
 </li>
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 Conduct organizational assessments and develop interventions to improve efficiency, agility, and workforce capability.
 </li>
 <li>
 Utilize Hay Structure principles for job evaluation, grading, and structuring roles to ensure internal equity and market competitiveness.
 </li>
 <li>
 Support leadership in organizational design initiatives, including restructuring, role clarification, and capacity planning.
 </li>
 <li>
 Drive change management initiatives across complex EPC projects, ensuring smooth transitions and stakeholder engagement.
 </li>
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 Develop and facilitate leadership development programs, talent assessments, and succession planning.
 </li>
 <li>
 Collaborate with HR and project teams to embed a culture of continuous improvement and high performance.
 </li>
 <li>
 Provide guidance on HR policies and practices related to organizational structure, roles, and responsibilities.
 </li>
 <li>
 Measure and analyze the effectiveness of OD interventions, providing insights and continuous improvement recommendations.
 </li>
 <li>
 Maintain up-to-date knowledge of industry best practices, trends, and regulatory considerations impacting organizational development in Oil &amp; Gas EPC projects.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, Organizational Psychology, or related field; Master&rsquo;s preferred.
 </li>
 <li>
 Extensive (8+ years) experience in Organizational Development within the Oil and Gas sector, specifically in EPC environments.
 </li>
 <li>
 Proven experience with Hay Job Evaluation methodology and implementation.
 </li>
 <li>
 Strong understanding of Oil and Gas EPC project lifecycle, organizational challenges, and industry-specific HR practices.
 </li>
 <li>
 Demonstrated success in organizational design, change management, and talent development.
 </li>
 <li>
 Excellent stakeholder management, communication, and facilitation skills.
 </li>
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 Relevant certifications in OD, change management, or HR (e.g., AON, Prosci, SHRM, or CIPD) are advantageous.
 </li>
 </ul>
 
 
 
 
 
 Competencies:
 
 
 
 
 
 <ul>
 <li>
 Strategic thinking and business acumen
 </li>
 <li>
 Analytical and problem-solving skills
 </li>
 <li>
 Leadership and influencing skills
 </li>
 <li>
 Change management expertise
 </li>
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 Cultural sensitivity and adaptability
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 Strong interpersonal and communication skills
 </li>
 </ul>
 
 
</div>

Organizational Development Manager (Oil and Gas)

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

Gizli

<div>
 
 
 Who Are We Looking For?
 
 
 
 We are seeking a visionary and strong leader to join our team as a
 
 HR Manager
 
 . The ideal candidate will help take our growing organizational structure in the aviation industry to the next level through strategic HR practices.
 
 
 
 
 
 
 Job Description
 
 
 <ul>
 <li>
 Structuring, implementing and continuously improving talent management and organizational development processes in alignment with corporate goals,
 </li>
 <li>
 Ensuring effective and error-free management of payroll, personnel affairs and legal reporting processes in full compliance with relevant regulations,
 </li>
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 Designing and implementing innovative employee engagement and performance management programs that support and reflect our corporate culture,
 </li>
 <li>
 Coordinating HR policies in line with the company&rsquo;s overall strategy and shaping HR processes accordingly,
 </li>
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 Working in close collaboration with the executive team to provide strategic input that helps shape the company&rsquo;s human capital vision.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in a relevant field; Master&rsquo;s degree in Human Resources or related areas is preferred,
 </li>
 <li>
 8&ndash;10 years of experience in Human Resources functions,
 </li>
 <li>
 In-depth knowledge of Talent Management, Organizational Development, Payroll and Personnel Administration processes,
 </li>
 <li>
 Solid understanding of Turkish Labor Law (Law No. 4857), Social Security legislation and relevant legal frameworks,
 </li>
 <li>
 Preferably experienced in the aviation, transportation or industrial sectors,
 </li>
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 Fluent in English (written and spoken),
 </li>
 <li>
 Strong leadership, communication and problem-solving skills,
 </li>
 <li>
 Strategic mindset with well-developed analytical thinking skills,
 </li>
 <li>
 Residing on the Anatolian side of Istanbul.
 </li>
 </ul>
 
 
 
 
 
 What We Offer
 
 
 <ul>
 <li>
 The chance to be part of one of Turkey&rsquo;s top companies,
 </li>
 <li>
 A dynamic, collaborative, and growth-focused workplace,
 </li>
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 A professional structure that fosters continuous learning and development.
 </li>
 </ul>
 
 
</div>

HR Manager

Confidential Government

<div>
 
 The Employee Engagement Manager is responsible for developing and executing strategies that enhance employee engagement, strengthen organizational culture, and improve overall employee experience to drive performance and retention.
 
 
 Key Responsibilities
 
 <ul>
 <li>
 Develop and implement the organization&rsquo;s employee engagement strategy.
 </li>
 <li>
 Lead employee engagement surveys and action planning initiatives.
 </li>
 <li>
 Design and manage recognition and employee experience programs.
 </li>
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 Drive culture transformation and internal communication initiatives.
 </li>
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 Partner with leadership to improve employee satisfaction and retention.
 </li>
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 Monitor engagement metrics and provide data-driven insights to management.
 </li>
 <li>
 Support change management initiatives to ensure positive employee impact.
 </li>
 <li>
 Ensure alignment between engagement initiatives and organizational values.
 </li>
 </ul>
 
 Qualifications
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.
 </li>
 <li>
 5+ years of experience in HR, employee engagement, or organizational development.
 </li>
 <li>
 Strong communication, project management, and stakeholder management skills.
 </li>
 <li>
 Experience in survey tools, analytics, and engagement platforms preferred.
 </li>
 </ul>
 
 
</div>

Employee Engagement Manager

Asteco

<div>
 
 Job Details
 
 <ul>
 <li>
 Job Title: Manager &ndash; Performance, Organizational Development &amp; Rewards
 </li>
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 Reports To: Executive Director
 </li>
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 Division: People, Culture &amp; Performance
 </li>
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 Department: Performance, OD &amp; Rewards
 </li>
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 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>
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 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>
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 Manage the probation performance process for new joiners, ensuring early capability assessment, objective setting, and manager coaching.
 </li>
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 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>
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 Facilitate calibration sessions to support equitable distribution of rewards and performance ratings.
 </li>
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 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

KBR, Inc.

<div>
 
 Title
 
 
 
 Human Resources Manager
 
 
 
 Job Purpose
 
 
 
 Developing and implementing staffing and learning strategies, developing retention strategies, leadership and organizational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning, increasing associate satisfaction and engagement.
 
 
 
 Key Accountabilities
 
 
 
 <ul>
 <li>
 Working in close partnership with the Company&rsquo;s HR dept. team to develop effective HR policies for Contractor.
 </li>
 <li>
 Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues.
 </li>
 <li>
 Monitor measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales.
 </li>
 <li>
 Contribute to the evaluation and development of HR strategy and performance in co-operation with the company maintenance team.
 </li>
 <li>
 Plan for employee&rsquo;s performance appraisal; develop tools for appraisal, job evaluation and development.
 </li>
 <li>
 Plan and direct for Training of employee.
 </li>
 <li>
 Liaise with other functional head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.
 
 
 </li>
 </ul>
 
 Education &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor Degree in HR management, Business Administration or equivalent.
 </li>
 <li>
 Minimum 8+years&rsquo; work related experience
 </li>
 <li>
 Experience in the following areas: human resources management, organizational development/change management, process improvement ,compensation, staffing
 
 
 </li>
 </ul>
 
 Skills Required
 
 
 
 <ul>
 <li>
 Well organized and proactive with excellent communication skills
 </li>
 <li>
 Proven leadership skills with large organizations
 </li>
 <li>
 Maturity of judgment under pressure and ability to resolve problems
 </li>
 <li>
 Strategic thinking, open to new ideas
 </li>
 <li>
 An ability to achieve business results working in a multi-cultural environment
 
 
 </li>
 </ul>
 
 R2102113
 
</div>

Human Resources Manager

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