Organization Development (OD) Manager

About the Role

Based in Jeddah, Saudi Arabia, this role reports to the Head of HR & Administration and is responsible for leading strategic initiatives to enhance organizational effectiveness. The Organization Development (OD) Manager will oversee areas such as organizational design, workforce planning, performance management, job architecture, and total rewards management, ensuring alignment with business goals and fostering a culture of high performance.

Key Responsibilities

• Drive organization design projects including structure reviews, operating model assessments, and layers analysis.
• Create and maintain organizational charts, governance structures, and roles accountability frameworks.
• Evaluate organizational capability needs, supporting workforce planning aligned with strategic priorities.
• Collaborate with leadership to forecast future workforce demands and optimize resource allocation.
• Develop policies, frameworks, and standards to enhance organizational effectiveness.
• Support transformation and change management initiatives related to organizational processes.
• Design and implement enterprise-wide job architecture, defining job families, grading, and career progression frameworks.
• Ensure uniformity in job titles and classifications, conduct job evaluations and benchmarking with established methodologies.
• Validate job descriptions to align roles with organizational expectations and accountability.
• Enable talent management and career development through structured career pathways and succession planning.
• Lead the creation and continuous refinement of performance management systems, aligning individual and departmental objectives with business strategies.
• Implement governance processes such as calibration and performance review standards to support accountability and engagement.
• Integrate performance outcomes into talent decisions including promotions, rewards, and succession plans.
• Develop and manage total rewards strategies consistent with market trends, internal equity, and organizational goals.
• Maintain salary structures, grading, compensation policies, and oversee benchmarking and salary review cycles.
• Administer incentive programs, recognition initiatives, and evaluate employee benefits for competitiveness and sustainability.
• Ensure compliance with compensation governance and conduct pay equity analyses.
• Prepare detailed organizational development dashboards, conduct workforce analytics, and interpret compensation data for leadership decision-making.
• Create executive-level reports and presentations on organization effectiveness, while ensuring adherence to HR policies and labor laws.
• Drive continuous improvement of HR processes and governance frameworks.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related fields.
• Master’s degree or certifications in Organization Development, Compensation & Benefits, or HR Management are advantageous.
• 9 to 12 years of progressive HR experience specializing in Organization Development, Design, and Total Rewards.
• Hands-on expertise in designing organizational frameworks, workforce planning, job architecture, and grading systems.
• Comprehensive understanding of compensation strategies, salary benchmarking, and rewards management.
• Experience with job evaluation tools like Korn Ferry Hay or equivalent is preferred.
• Strong background in performance management systems and KPI formulation.
• Experience within large or transformational organizations is a valuable advantage.

Skills & Competencies

• Expertise in organizational design and operating models.
• Strategic workforce planning capabilities.
• Proficiency in job architecture and career framework development.
• Knowledge of total rewards and compensation management.
• Performance management system design and execution.
• HR analytics and reporting acumen.
• Governance, policy development, and change management skills.
• Excellent stakeholder management and business partnering abilities.
• Strong financial, analytical, communication, and presentation skills.
• Problem-solving and strategic thinking mindset.

Preferred Background

Candidates with experience in large-scale enterprises, particularly in real estate development, infrastructure, government bodies, or undergoing significant transformation, will be favorably considered. Experience in implementing HR frameworks, job architectures, grading systems, and total rewards in complex environments is highly valued.