Manager - Organizational Development

2 weeks ago

Riyadh, Ar Riyāḑ, Saudi Arabia NicheHR Global Full time

Job Information:

Industry

  • FMCG/Foods/Beverage
Work Experience

  • 68 Years
City

  • Riyadh
State/Province

  • Ar Riyad
Country

  • Saudi Arabia
Zip/Postal Code

  • 11564
We are Looking for an

_Organizational development Manager_ for one of our clients based in the

Riyadh,

Kingdom of Saudi Arabia:

Title:
Organizational Development Manager (Saudi Nationals)

Industry:
multi-cultural FMCG organization

Experience: 5-7 years' relevant experience in OD or Business HR in a multi-cultural FMCG organization preferred.

Reports to:
Director

OD & Change management

Director reports: 2 OD Specialists'

Job Profile:

To design, develop, assess the company's organizational designs in alignment with developed design principles and company's strategy, along with identifying critical roles and overseeing the management ,development and delivery of leadership succession plans to ensure leadership readiness and business continuity, managing the collaboration with internal and external parties for the launching annual surveys such as staff satisfaction and engagement surveys, plan actions that would increase engagement and satisfaction levels ,in addition to overseeing the performance mgmt.

cycles activities, people processes implementation as per stimulated policies and procedures.

Roles & Responsibilities:

1.Strategic Contribution

  • Execute the annual business plan and targets and comply with the strategic agenda of the Organization Development to deliver vision and mission.
  • Translate the strategy into operational business plans for the Org. Design & People Processes and lead the performance and execution of those plans to achieve functional objectives and deliver the Company's strategy.

2. Organization Design

  • Develop and maintain organizational design principles methodology to ensure the implementation of consistent organizational designs across the firm's Sectors and Departments.
  • Support the identification of key requirements for the realization of the company's strategy in terms of structural design, and proceed to conduct a gap analysis of the existing organizational structure, to identify optimization and improvement opportunities.
  • Monitor the organizational structure efficiency, in order to develop improvement recommendations and provide Analysis and rational for raised change requests in related structures.
  • Assesses and review job descriptions content based on business needs and organization structure, to ensure the changes are identified and job descriptions are updated accordingly.
  • Ensure developed job descriptions are approved by OD & Change mgmt. Department Head and share them with Rewards team for jobs evaluation and grading.
  • Participates in the job evaluations committee to validate evaluation scores and grading.

3.Succession Planning

  • Identifies critical roles that require succession planning through the development and implementation of critical roles identification and succession planning methodology and frame work based on wellknown leading practices, guidelines and methods in order to support the Training and Development team to implement the required succession planning programs and individual development plans.
  • Oversees the development and readiness of potential successors for leadership critical roles and collaborate with Training and Development team to implement needed trainings to ensure effective delivery of succession plans and business continuity.

4. Engagement

  • Manage the collaboration with internal and external parties the activities of launching annual surveys such as staff satisfaction and engagement surveys, to measure staff satisfaction, engagement levels.
  • Collaborate with related internal and external parties in the analyses of related surveys outcome to ensure findings and recommended solutions are shared with related stockholders.
  • Work closely with related stakeholder in the development and monitoring of relevant action plans that would enhance engagement levels and employee's satisfaction.

5.Competency Framework and Career Path

  • Design the job families and competency frame work and proceed to the assignment of the proper job families and competencies to the job level and role, in order to ensure accurate classification of job families and key competencies to all job roles.
  • Develop, in collaboration with HR Business Partners the career paths frame work and guideline for assigned functions to ensure effective implementation and maintenance of career progression and growth opportunities for all the employees.
  • Conduct competency gap analysis based on defined and assigned competencies levels with each job role to ensure identification of training priority to raise company and individuals' capabilities and thus deliver trainings accordingly.

6.Performance management

  • Oversees the Development of a performance management manual including user and guide, forms and templates in ord

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