63 Organizational Development jobs in Saudi Arabia

Key Responsibility areas & activities:

ORGANIZATIONAL DESIGN

• Design and maintain the systems and processes for the job creation, job evaluation, organizational structure design, and organizational change rules.
• Designs and maintains the rules for creating the organizational structure.
• Designs and maintains rules for span of control across different business units.
• Conducts regular audits of the organizational structure and recommends changes to make the organization more efficient.
• Revise current HR policies and recommend improvements, and suggest new HR Policies
• Participates in HR Projects and organization-wide projects.
• Developing process maps and workflow diagrams to visualize, analyze, and improve organizational/business operations.

JOB DESCRIPTION

• Develops and maintains the Job Description library and Job Family Matrix of the company.
• Evaluates current descriptions and prioritizes updates for the most outdated ones.
• Ensures that the standard job description template is consistently used throughout the company.
• Determines how to best collect information regarding job duties, responsibilities, specifications, work environment, and physical demands of the job. Meets with job incumbents or their managers to complete job description questionnaires. Sits and interview or directly observe job incumbents in order to write an effective job description.
• Uses the resulting information as the basis for new or updated job descriptions that accurately reflect the role.
• Develops procedures to regularly update job descriptions. To keep the process on track, follow up with other periodic procedures, such as annual employee reviews. However, update job descriptions as soon as possible if the position changes.

Performance Management System

• Carries out and monitors the implementation of the Performance Management system and processes in the organization and its divisions in order to maintain the system’s efficiency in managing employees’ performance and expectations.
• Provides the necessary support to relevant parties in various aspects of Performance Management (e.g., KPI Setting, Technical Competency setting, Counseling, etc.) to facilitate the effective implementation of the system among these parties and ensure their satisfaction.
• Continually reviews the performance system and process in order to develop recommendations and proposals for its improvement / enhancement.
• Takes into consideration the inputs and remarks of users, managers, and staff in order to provide changes to the system and processes, resulting in easier use by the relevant parties.
• Support in setting KPIs for professional-level and above employees.
• Support all divisions in driving the effective selection, development, implementation, and integration of KPIs to optimize business activities and their linkage to the Performance Management System.
• Collate and document KPIs, build a KPI Library, and key performance management metrics, and respond as necessary to ensure consistently superior operational performance.
• Support the Corporate HR Manager to develop and maintain the Technical & Behavior Competency matrix and criteria for performance evaluation.
• Collaborate with the Planning and Performance Department to ensure that the KPIs set for Performance Management align with and support the actual business objectives.
• Design training programs and awareness initiatives to disseminate relevant information to specific groups / employees based on their level of exposure.
• Delivers training programs for the different stages of the Performance Evaluation and for new recruits/employees.

JOB SPECIFICATIONS

Education Degree: bachelor’s degree in Human Resources Management, Organizational Psychology, Business Administration, or Management Information Systems.

General Experience: 6-8 Years of Experience

Professional Qualifications/Certifications (if any):

• SHRM
• OD
• CIPD
• AIHR
• KPI Certified through The KPI Institute
• Korn Ferry Job Analysis and Evaluation Certified

Industrial Experience Requirement: Oil & Gas, Maritime

Qiddiya Investment Company is seeking a motivated and detail-oriented Specialist - Organizational Development to join our team, contributing to the enhancement of our organizational culture and workforce effectiveness. In this role, you will support the implementation of programs and initiatives that foster employee growth, engagement, and alignment with our strategic objectives.

• Conduct assessments and gather feedback to identify areas for improvement within teams and processes.
• Collaborate with department leaders to understand organizational challenges and develop solutions that enhance performance.
• Support change management initiatives by helping to implement strategies that facilitate smooth transitions within the organization.
• Utilize metrics and data analysis to evaluate the effectiveness of development initiatives and support ongoing improvements.
• Promote a culture of diversity and inclusion by supporting related initiatives and programs within the company.
• Maintain up-to-date knowledge of industry trends, methodologies, and best practices in organizational development.
• Assist with communication and promotional efforts for organizational development programs and initiatives.

• Bachelor's degree in Human Resources, Organizational Development, Psychology, or related field.
• 2-4 years of experience in organizational development, human resources, or a related field.
• Knowledge of organizational development theories, practices, and tools.
• Strong communication and interpersonal skills with the ability to engage and collaborate effectively with diverse teams.
• Analytical skills to assess needs and measure the impact of initiatives.
• Ability to work independently and as part of a team in a fast-paced environment.
• Proficiency in Microsoft Office Suite and familiarity with HR software.
• Desire to learn and grow within the field of organizational development.

Our client is a prestigious holding company in Alkhobar, Saudi Arabia, seeking an Organizational Development Manager.

Location: Alkhobar

Experience: 4-8 years

Education: Bachelor's Degree in a relevant field

Notice Period: Immediate joiners or up to one month's notice

Applicants are encouraged to submit their updated resumes and click the link below to update their details, expediting the recruitment process:

• Assess training and staff development needs to improve employee performance aligned with company goals.
• Integrate best practices and lessons learned into training programs.
• Design and develop HR training programs for management and staff.
• Create learning activities, audiovisual materials, instructor guides, and lesson plans.
• Evaluate training courses, objectives, and outcomes.
• Assess the effectiveness of training on employee performance and achievements.
• Train employees on HR issues and practices, delivering course content effectively.
• Consult with management on performance, organizational, and leadership matters; conduct needs assessments to identify areas for improvement.

• Excellent verbal and written communication skills
• Proficiency with Microsoft Office Suite or similar software
• Experience with multimedia training platforms and methods
• Ability to research and evaluate training options and alternatives

• Bachelor's degree in training, development, or organizational development
• Minimum three years of training experience and at least one year in a management role
• Experience in designing and implementing effective training programs
• CPLP certification is preferred
• SHRM-CP or SHRM-SCP certification is preferred

Note: We appreciate all applicants; only shortlisted candidates will be contacted.

Arthur Lawrence is urgently looking for Specialist – Organizational Development for a client in Riyadh, KSA. Kindly review the job requirements below. Your immediate application will enable us to place you successfully. Must-Have:

• 4+ years of experience in HCM and as OD Specialist
• Proficient in HRMS (preferably ORACLE-HRMS) and MS Office.
• Experience in supporting HR and organizational development activities, focusing on job descriptions, performance management, and data analysis.
• Skilled in manpower planning, monitoring budgets, tracking KPIs, and identifying trends (e.g., turnover).

• Bachelor’s degree in HR, Business Administration, or related field.

• Winner of the Entrepreneur 360 Award (2019).
• IAOP Award; Ranked in the top 100 internationally.
• Arthur Lawrence ranked within the Inc 5000 twice in 2016 and 2017 as one of the fastest. Growing companies of America.
• Named one of the top ten fastest-growing businesses in Houston in 2016.
• Ranked 25th in the HBJ s Fast 100 Private Companies Award in 2017.

One of the Saudi Based Business Conglomerate is searching for a high caliber OD Manager for their Corporate HR

Job Location is Riyadh

Reporting to the HR Director

The Organizational Development (OD) Manager will lead the design, implementation, and continuous improvement of organizational development strategies, frameworks, and programs that drive business performance, strengthen leadership capability, and enhance employee experience.

• Bachelor's degree in HR, Business Administration, or Organizational Psychology (Master's preferred).
• 7–10 years of progressive HR/OD experience, with at least 3 years in a managerial or supervisory role.
• Strong expertise in job evaluation methodologies (e.g., Hay, Mercer).

Proven success in designing and implementing performance management, engagement, succession planning, and leadership programs.

Responsibilities:

• Assist in the design and execution of organizational development programs, policies, and initiatives.
• Support change management activities to ensure smooth transitions across the organization.
• Conduct assessments, surveys, and data analysis to identify areas for improvement in structure, culture, and processes.
• Assist in the development and implementation of performance management systems and employee engagement initiatives.
• Provide support in talent management, succession planning, and leadership development programs.
• Collaborate with HR and department leaders to align OD initiatives with organizational strategy.
• Develop training materials and workshops to support organizational learning and development.
• Monitor and evaluate the effectiveness of OD interventions and prepare progress reports.
• Stay updated on best practices and trends in organizational development.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Minimum o
  f
  2 years of experience in organizational development, HR, or related areas.
• Excellent knowledge of OD methodologies, change management, and talent development practices.
• Strong analytical, problem-solving, and research skills.
• Good communication and interpersonal skills.
• Ability to manage multiple tasks and meet deadlines.
• Proficiency in MS Office; familiarity with HRIS or analytics tools is a plus.

Job Purpose:
Lead OD initiatives that strengthen organizational clarity and performance, with a focus on (1) Compensation & Benefits (C&B), (2) Job Architecture & Job Descriptions, and (3) Organization Design & Structure. The role partners with HRBPs and business leaders to ensure fair, compliant, and market-competitive rewards; a consistent job framework; and fit-for-purpose structures supporting growth.

Key Responsibilities:

1) Compensation & Benefits (C&B)

• Maintain and administer salary structures, pay bands, and benefits programs across assigned countries; ensure internal equity and external competitiveness.
• Conduct annual/quarterly salary benchmarking and market pricing for roles; recommend adjustments and targeted retention actions.
• Support annual compensation cycle (merit, promotions, bonuses): build guidelines, run models, manage calibration, and prepare management packs.
• Design and update sales incentive/commission schemes and store incentives with clear mechanics, guardrails, and ROI tracking.
• Perform job evaluations (e.g., Mercer/Point Factor/Hay) and slot roles into the job architecture.
• Monitor C&B policy compliance with local labor laws; flag risks and propose mitigations.
• Track C&B KPIs (compa-ratio, range penetration, benefits uptake, pay-for-performance correlation).

2) Job Architecture & Job Descriptions

• Own the JD library: draft, standardize, and update job descriptions (purpose, outcomes, responsibilities, KPIs, competencies).
• Map roles into a unified job architecture (families, sub-families, levels) and maintain governance for new/changed roles.
• Partner with Talent Acquisition and HRBPs to ensure JDs reflect capability needs, employer brand, and legal compliance.
• Train managers on writing outcome-based JDs and using the job framework for hiring and progression.

3) Organization Design & Structure

• Diagnose org effectiveness (spans/layers, FTE mix, store staffing models, shared services) and recommend structural options.
• Facilitate org design workshops; produce target operating models, RACI, and high-level headcount plans.
• Support reorganizations (new markets, new functions, M&A integration) including change-impact assessments and execution roadmaps.
• Maintain org charts and position management data in HRIS; ensure accuracy and version control.

Qualifications & Experience:

• Bachelor's in HR, Business, Economics, Industrial/Organizational Psychology, or related field; Master's is a plus.
• 4–7 years' experience in OD/Rewards/C&B, ideally in multi-country retail or consumer/luxury environments.
• Hands-on experience with job evaluation methodologies and annual compensation cycles.
• Exposure to org design diagnostics and change execution.
• Preferred Certifications:
  CIPD Level 5/7, SHRM-CP/SCP, WorldatWork (GRP/CCP), HAY/Mercer JE training.

The Job Holder is responsible to Support in Various Organization Development, Talent management and Employee Engagement Programs for effective OD operations.

Operational:

Organizational Structures

-Support in End-to-End Organization Structure process by collaborating and communicating with all stakeholders, supporting in job analysis & OS reflection in Visio.

Talent Management

-Support in Flynas-wide Talent Management processes and programs including performance management, succession planning, competency models including critical skills gap analysis and career development to ensure that High Potential employees are attracted, developed, engaged and retained to achieve Business strategy.

Employee Engagement

-Support the Manager for all employee Engagement processes and programs to ensure critical talent is engaged, motivated and retained.

-Support in the Employee opinion surveys and interviews to ensure evaluating current OD practices and seek the opportunity for improvements.

-Handle the OD communications and publish the Employee value proposition initiatives on the social media to build better employment brand.

Performance Management

-Support in Company Performance appraisal cycle to ensure that best practices are implemented to help the management to achieve strategic company goals.

People Management:

Personal Development

• Continuously seek out and identify opportunities for Self-Development to ensure having up to-date knowledge about the function and Sector.

An Organizational Development (OD) Manager focuses on enhancing organizational effectiveness and employee experience by designing and implementing strategies that align with the company's goals. They work to improve organizational performance, employee engagement, and culture, often through initiatives related to Organization structure development, leadership development, and succession plans.

Main Responsibilities:

• Design & develop Waraq organization structure aligning with company goals.
• Design compensation & Benefits strategies to enhance the employees' satisfaction.
• Lead the Performance Management activities & ensure its reflection on the employees yearly increment & bonuses.
• Training & Learning management.
• Developing the Policies, Procedures, Formulation and process map.
• Ensure that all Job descriptions are updated and matching with the actual jobs.
• Design & implement HR digitalization solutions
• Design onboarding programs for new hired employees.
• Work on HR Analytics, Reports & Dashboard
• Design incentive & Bonusses Schemes
• Design Recognition Programs
• Design & implement capability assessment
• Work on GAP Analysis reports.
• Develop the employee's succession plan
• Study Saudization Substitution Plan.
• Yearly manpower planning and budget preparation

Needed Competencies:

• Minimum 8 years of related professional experience. 4 Years of them in managerial level
• Bachelor's degree in business administration, Human resources, or equivalent demonstrated experience.
• Excellent communication skills and proficiency in the English language.
• Ability to collaborate effectively with key Stakeholders & Department Managers across the organization.
• Track record of identifying and cultivating relationships with Stakeholders & Department Managers.
• Strong analytical skills and attention to details.
• Proficient in using office productivity software, Analytical skills and KPI's.
• Excellent speaking skills in both Arabic and English.
• Excellent presentation skills.