358 Hr Strategies jobs in the United Arab Emirates

Role Summary
The Organizational Development Manager will collaborate with the OD Sr. Manager to assess organizational needs and design suitable structures that align with business requirements, optimize resources, and support staff growth across Global Solutions. The job holder will oversee a specific function within Global Solutions and serve as the primary OD contact for that area, applying the organizational development strategies developed by their direct manager while considering the overall MAF.

ROLE PROFILE

• To cooperate with the OD Senior Manager in designing and delivering OD and change management strategies and interventions that support Global Solution’s ambition to be a high performing organization.
• Manage the discussion with assigned functions’ heads to further understand the current business modules, business deficiencies & desired business goals.
• In charge of assessing the effectiveness of the existing / recommended operating structures and whether they are serving the main purpose or not for the assigned GS function.
• Respond to the OD related inquiries and requests of HC colleagues & act as an advisor to support HC Business Partner team at any OD related tasks.
• Ensure the ongoing relevance and governance of job architecture, championing ways to simplify and enhance this in collaboration with HC teams
• Partner with the OD Sr. Manager & functions’ heads to design the technical assessment cases that measure the technical competencies of each job family while indicating the employee’s best fit in the operating mode
• Lead the initiative of revising the current Job description inventory / proposed new JDs for the assigned function / department to ensure they are complying with the actual scope, fit for current job needs & not conflicting with any other functions’ duties & responds.
• Be part of the OD implementation team of the development analysis & corrective actions recommendation to prevent redundancies across functions.
  

REQUIREMENTS

• Bachelor’s degree in human resources or any other related field.
• 10+ years of previous experience in a variety of Human Resource positions with increasing scope in OD.
• Experience in restructuring projects / initiatives is a must.
• A certified assessor certificate is a plus
• Shared services experience or consultancy experience is a plus.
• Job Evaluation certificate (Preferably Korn Ferry).

WHAT WE OFFER

• At Majid Al Futtaim, we’re on a mission to create great moments, to spread happiness, to build, experiences that stay in our memories for a lifetime. We’re proud to say that over the past 27 years, we have built a reputation as a regional market leader in what we do. Join us!
• Work in a friendly environment, where everyone shares positive vibes and excited about our future.
• Work with over 45,000 diverse and talented colleagues, all guided by our Leadership Model.

Get AI-powered advice on this job and more exclusive features.

Direct message the job poster from Ghassan Aboud Group

We are currently seeking an Organisation Development (OD) & Reward Specialist for our Groups HR department in Dubai.

About Ghassan Aboud Group:

Ghassan Aboud Group is an international conglomerate engaged in several key business sectors including Automotive, Retail, FMCG, Hospitality, Logistics, Healthcare, Food production, Catering, and Digital Marketplaces.

Job Purpose:

The OD & Reward Specialist plays a pivotal role in driving organisational design and transformation initiatives across GAG. This role supports the development and execution of structural, cultural, and reward frameworks that enhance efficiency, capability, and engagement across the organisation.

Key Responsibilities:

Organisational Design & Development

Support organisational design initiatives by analysing structures, spans & layers, and role clarity.

Facilitate job evaluation, role profiling, and design of organisational charts and functional maps.

Assist in developing governance frameworks, including Delegation of Authority (DoA) and RACI matrices.

Support change management efforts through communication planning, readiness assessments, and stakeholder engagement.

Collaborate with L&D to identify capability gaps and define a fluid Technical and Behavioural competency frameworks.

Contribute to the development and monitoring of KPIs related to organisational unit’s health and performance.

Design career paths and succession plans to build internal talent pipelines and Collaborate with Talent team to drive Talent and Succession planning reviews.

Total Rewards

Collaborate with HRBPs and business leaders to enhance the employee value proposition and engagement frameworks.

Assist in the design and maintenance of grading structures, salary frameworks, and incentive plans.

Support benchmarking using market data (e.g., Mercer, Korn Ferry) to ensure competitive, equitable, and compliant reward practices.

Contribute to the development of policies governing compensation, benefits, and allowances.

Lead Annual reward cyclical processes (e.g. Annual Bonus, Salary Reviews, LTI’s).

Monitor reward program effectiveness and provide recommendations for continuous improvement.

Change Management & Culture Shift

Design and deliver change management frameworks (communication, stakeholder engagement, readiness assessments).

Champion a culture of agility, collaboration, and performance through values embedding and cultural interventions.

Support leadership in driving behavioural change and aligning teams with transformation goals.

Process Optimisation & Analytics

Support the mapping and optimisation of key HR and business processes to improve efficiency and reduce duplication.

Develop RACI matrices and workflows for clear ownership and accountability.

Leverage systems and digital tools to generate HR insights on headcount, costs, turnover, and performance.

Ensure data accuracy and develop basic dashboards for workforce and reward metrics.

Use analytics to inform decisions on resourcing, structure, and workforce planning.

Stakeholder Collaboration

Partner with HRBPs, CoEs, and business leaders to ensure smooth implementation of OD and reward strategies.

Provide guidance and training to HR teams and leaders on new structures, policies, and tools.

Build relationships to support a culture of continuous improvement and change readiness.

Required Experience & Qualification :

Bachelor’s degree in human resources, Business, or a related field.

3–5 years’ experience in OD, rewards, with HR generalist experience and a focus on structural and compensation design.

Strong knowledge of job evaluation methodologies, grading frameworks, and organisational design principles.

Proficiency in Excel, HRIS, and data analysis tools.

Experience in change management, competency frameworks, and process optimisation is preferred.

Systems thinking and problem-solving.

Strong analytical and data interpretation skills.

Change agility and adaptability in dynamic environments.

Excellent communication and stakeholder management skills.

Collaborative and solution-oriented mindset.

Integrity, discretion, and professionalism.

Interested candidates are kindly requested to submit their updated resume along with their application.

We thank all applicants for their interest. However, only those qualified individuals who closely meet the qualifications of the position will be contacted. The details of the position are only a summary; other duties may be assigned as necessary.

• Seniority levelAssociate

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesHolding Companies, International Trade and Development, and Retail

Referrals increase your chances of interviewing at Ghassan Aboud Group by 2x

Get notified about new Organizational Development Specialist jobs in Dubai, United Arab Emirates.

Dubai, Dubai, United Arab Emirates 4 hours ago

Global Village, Dubai, United Arab Emirates 6 months ago

Global Village, Dubai, United Arab Emirates 6 months ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain

Who we are

GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun & Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.

Job Summary

The purpose of this position is to lead enterprise-wide organizational design and workforce planning initiatives with a dual focus: strategic future-state design and real-time validation of role execution across divisions. It ensures that operating models are not only well-architected on paper but also reflect the lived realities of incumbents. As part of this responsibility, the role institutionalizes a Job Description Reality Check (JDRC) framework to ensure job scopes, deliverables, and KPIs are fully aligned. The incumbent also oversees the implementation of a Capability Maturity Model (CMM) across all business functions to evaluate organizational health, operational readiness, and strategic maturity. Acting as a strategic partner to Rewards, the role is instrumental in driving Mercer-based job architecture, policy ownership, design governance, and functional health diagnostics. The position plays a key role in enabling organizational scalability, functional clarity, and people capability uplift.

Accountabilities

Core Responsibilities:

The incumbent will be accountable for leading the design and implementation of enterprise-wide operating models to ensure alignment with the organization's strategic intent, structural efficiency, and long-term scalability. This includes overseeing periodic division-wide Job Description Reality Checks (JDRC) to validate that documented roles reflect actual incumbent deliverables, thereby enhancing job relevance, accountability, and equitable design. A critical component of the role is driving the application of the Mercer job architecture framework across job families, career levels, and job family groups, ensuring a consistent and analytically robust approach to job evaluation and levelling. The role also includes the development and stewardship of a comprehensive Design Governance Policy that defines structural change triggers, formalizes approval workflows, and delineates clear accountability frameworks. The incumbent leads function-specific Capability Maturity Model (CMM) assessments, establishing baseline maturity levels (Levels 15), and ensuring that business units adopt structured pathways to achieve operational optimization. Furthermore, the role mandates the design and implementation of a recurring Function Health Check (FHC) across all business verticals to assess maturity, readiness, governance robustness, and functional capability. Integrated workforce planning is also a core deliverable, encompassing short-, mid-, and long-term modeling that aligns workforce supply-demand forecasting with financial and operational strategies. The incumbent owns OD-related policy frameworks, ensuring rigorous documentation, adoption, and compliance with structural principles and governance standards. As a key transformation agent, the role drives change management efforts through stakeholder engagement strategies, targeted communication plans, and capability uplift programs that embed new operating models and ways of working. The position leads analytical diagnostics related to span of control, managerial layers, and cost-of-structure, informing restructuring strategies through data-driven insights. In addition, the role supports the creation of tools and dashboards to monitor design efficiency, workforce distribution, maturity progressions, and organizational health KPIs. Strong cross-functional collaboration with Rewards, HRBPs, Business Strategy, and Executive Leadership is essential to ensure that the organizational design continuously evolves to support dynamic business needs and long-term talent strategies.

People Management:

The incumbent is responsible for setting clear objectives and performance targets in collaboration with team members, ensuring alignment with overall organizational goals. This role involves actively mentoring, guiding, and providing direction to the team to cultivate skill development, operational efficiency, and continuous improvement. The incumbent applies structured performance management practices to monitor progress, troubleshoot issues, and drive the team towards achieving periodic KPIs. Through strategic oversight and regular feedback, the incumbent fosters a results-oriented environment, empowering the team to meet and exceed established benchmarks while supporting both individual and collective growth.

Job Requirements

• Bachelor's degree in business administration, Organizational Psychology, Human Capital, or a related field. Master's degree or MBA with specialization in Organizational Development, HR Strategy, or Business Transformation is strongly preferred.
• Minimum 12 years of progressive experience in organizational development, job architecture, and workforce planning within large, matrixed organizations. At least 5 years of experience applying Mercer job evaluation frameworks, driving operating model transformation, and implementing maturity models or functional diagnostics across multiple divisions. Proven track record of aligning job design with real-time job execution and leading large-scale org health assessments.
• Fluency in English is mandatory (spoken, written, and technical). Arabic language proficiency is a plus. Must be able to articulate complex structural and maturity frameworks to diverse audiences, from technical specialists to C-suite leaders.
• Certifications: Mercer Job Evaluation Certification (e.g., IPE methodology) is strongly preferred. Certifications in Strategic Workforce Planning (e.g., HCI SWP), Change Management (e.g., PROSCI), and Organizational Design are desirable

Why Join GMG

At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better for our team, our consumers, and our communities.

If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.

What we offer

• An opportunity to become part of diverse teams with international exposure
• Comprehensive family medical insurance
• Family residency sponsorship and flight allowances
• Up to 30% discount in our premium retail sports brand stores
• Up to 20% discount in our pharmacy chain