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New York University Abu Dhabi (NYUAD) seeks to appoint a Leaning & Organisational Development Specialist, reporting to the Director, Learning & Organizational Development. UAE Nationals are encouraged to apply.

Leaning & Organisational Development Specialist will be the primary owner for key processes and procedures with performance management, open enrollment, national talent programs, orientation, leadership development programs, Learning Management System, Certificate Programs, Assessments, and Surveys. They will plan logistics and enhance processes for learning events, enhance predictive data analytics and reporting, prepare digitally accessible training and organizational development materials, develop monthly dashboards for leadership, and manage data analytics and design for talent management and succession strategies.

The incumbent will research best practices for generating, modifying, and leveraging learning and organizational development programs, facilitate and deliver pedagogy for bespoke learning programs including Tomoh, Najah, Interns and National Talent Development initiatives. Project support to key events including Service Awards and recognition, budget management and reporting including supplier liaison and tracking of deliverables, automation and improvement of key processes and data leveraging generative AI and alignment with best practices.

• Performance & Talent Management: Prepare and report data analytics, dashboards and predictive analysis to improve compliance; reporting and tracking of key data points for HR Business Partners, HR Leadership Team and ULT stakeholders; support key communication plans and system deliverables in alignment with performance management stages; user testing and refinement for system enhancements; update and maintain internal communications and help guides; assist in developing timelines and updated communications for performance cycle; create, design and test communication and user guides to support improvements in goal setting, year end and mid-year processes; report track and manage confidential performance and talent data using Excel tables and linked dashboards; leverage AI to improve and automate interactive dashboards including ServiceNow, performance management and learning monthly reports; talent management and succession planning data analytics and reporting.

• Learning Program Design & Planning: Learning calendar design, scheduling and planning; facilitate and deliver pedagogy for bespoke learning programs including Tomoh, Student Assistants, Interns and National Talent Development initiatives; set up and create curriculum in I-learn and tracking systems; e-module design and creation; liaise with internal departments to ensure integration and tracking of key programs; audit and compliance; create and maintain the learning and orientation catalog and intranet; create tailored communication campaigns and catalogs; provide feedback to program participants, suppliers and generate reports for leadership; design, create and update intranet and prepare data analysis for decision making; create courses on NYU iLearn; monitor data patterns and produce reports with recommendations; provide learner support (non-technical).

• Data Analytics, ServiceNow Reporting & Dashboards: Monthly and ad hoc dashboard reporting for HRBP, HRLT and NYUAD leadership; data tracking and evolution of predictive analysis tools; ServiceNow project lead; manage learner queries and guide community groups through L&OD ServiceNow; ad hoc reporting and infographics for CHRO.

• Leadership Development Program: Assist in planning and logistics of key programs including six core modules; development and tracking of leader level dashboard; integration with OIE, OEO and NYUAD Executive Education; bespoke coaching utilizing Clifton Strengths, IDI and DiSC; ownership of LMS, Academies, Certificate Programs, Databases, Tool Kits and Assessments; plan logistics for learning events and provide project support; research best practices for learning programs.

• Project Leadership: Provide administrative and project support to the Director and team; key projects include Recognition programs, Learning Festival/Week, GILMI, Learning Support Fund, AI capability development, Talent Management.

• Budget Allocation: Assist in budget preparation and control for L&OD; handle procurement and payment matters for events/workshops; manage external training requests and national talent management learning activities.

Required Education:

• Bachelor's Degree in a related field

Required Experience:

• 4+ years of relevant experience in Human Resources including performance management systems and instructional design
• Excellent and advanced Excel skills
• Strong organizational, project management, and interpersonal skills; learning systems and capabilities in data analytics
• Proficiency in survey and communication tools and technologies related to learning and development (e.g., Google Workspace, I-Learn, Qualtrics)
• Capability in dashboards and data visualization; ability to work with multiple stakeholders across the University including NYU stakeholders
• Strong independent problem-solving skills and demonstrated creativity
• Relevant experience in Learning and Development and/or Project Management, or equivalent

Preferred Education:

• qualification/certification in HR, Learning & Development or project management
• Certifications in Learning design or diagnostics (e.g., DiSC, Clifton Strengths, MBTI)
• Expert user of Google suite; AI capability in Gemini, Notebook LM and design tools

Preferred Experience:

• Proficiency with instructional design and development of materials
• Knowledge of survey design, implementation, management, and analysis
• Experience with talent management and succession planning tools, systems and data reporting

Additional Information: NYU Abu Dhabi is a degree-granting research university with a fully integrated liberal arts and sciences program. This section describes NYUAD’s global network and mission.

Job Id and other postings are listed for reference only and do not alter the job description above.

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Date: 28 Jul 2025

Location:

Sharjah, AE

Country: AE

Supports in the design, delivery and implementation of Organizational Development and HR initiatives across all hubs and subsidiaries to ensure standardization and alignment with business goals. Contributes to policy development, capability building, talent and leadership development, and performance management. Assists in job analysis, career path mapping, and succession planning. Facilitates training initiatives and collaborates with line managers and HR teams to enhance employee experience and organizational effectiveness.

• Works closely with line manager to recommend and facilitate end-to-end structured change management initiatives and strategies to drive standardization and conformity in HR practice across the hubs and subsidiaries in alignment with business goals and industry best practices.
• Support in developing OD frameworks, policies, and tools that support enterprise-wide capability building, leadership & high-potential development, and long-term talent planning.
• Engages with HR team to constantly enhance, develop and enforce HR Policies and procedures across Air Arabia Group and provides guidance and advice to Line Mangers on the same.
• Assists in developing and maintaining HR policies that are consistent, compliant, and responsive to both business needs and employee experience.
• Introduces the “Performance Management System” and the process of assessments as part of the new joiner orientation process.
• Assists in implementing and improving the effectiveness of Performance Management System across all Airline Hubs and analyzing performance related data to ensure conformity and consistency in the evaluation process & promotes a culture of continuous feedback.
• Supports the Hubs in the Performance Management Process when and as required to ensure conformity and consistency in the assessment process.
• Assists in implementing and maintaining the systems and processes for the job creation, job evaluation, organizational structure design and related organizational change.
• Reviews and maintains updated job description library in line with business re-structuring and related changes.
• Partners with Line Managers decide on career path mapping and guide employees and managers to design & review development plans.
• Collaborates with Stakeholders on succession planning and talent development initiatives.
• Designs, develops, delivers specific workshops and training initiatives across the hubs related to Organizational Development and HR general functions as and when required.
• Performs all HR system related activities as required & participate in HR Projects and organization wide projects.

• Minimum bachelor’s degree in HR or Human Sciences/ Management or equivalent from a recognized university
• MBA or Chartered Institute of Personnel & Development (CIPD) qualification or HR Professional qualifications and certificates are an advantage.

• 4+ years' experience as an organizational development specialist handling similar responsibilities, preferably in the aviation or hospitality industry, with overall 8+ years of experience in Human Resources.
• Experience in implementing performance management across all levels & functions of the business and in analyzing performance related data.
• In-depth experience in the various HR functions and their corresponding processes is a pre-requisite.

Job Title:
HR Organizational Development (OD) Specialist

Department:
Human Resources

Reports To:
HR OD Consultant

Location:
Abu Dhabi

Contract Type:
Full-Time | 6-Month Contract (Candidates must have a valid visa and be immediately available)

Salary: AED 20,000 to AED 30,000

Role Overvie

wWe are seeking an experienced
HR Organizational Development (OD) Specialist
to support a leading government entity in
Abu Dhabi on a 6-month contrac
t. The role will focus on driving organizational effectiveness through change management, talent and leadership development, culture initiatives, and performance improvement. The ideal candidate will bring strong OD expertise, data-driven decision-making, and hands-on experience in fostering employee engagement within dynamic environments

**.

Key Responsibiliti**

**es

Organizational Development & Change Managem**

• entDesign and implement OD strategies to enhance organizational performan
• ce.Lead change management initiatives, including communication, training, and stakeholder engageme
• nt.Support restructuring, transformation, and culture change projec

ts.Talent & Leadership Developm

• entAssess competency gaps and coordinate targeted learning and development progra
• ms.Facilitate leadership development, coaching, and succession planning initiativ
• es.Contribute to career development frameworks and internal mobility strategi

es.Employee Engagement & Cult

• ureDevelop and execute engagement strategies and action plans from survey resul
• ts.Promote diversity, equity, inclusion, and belonging (DEI
• B).Act as a culture champion, aligning behaviors with organizational valu

es.Performance Managem

• entEnhance and monitor performance management framewor
• ks.Train managers and employees on goal-setting and feedback process
• es.Analyze performance data and recommend improvemen

ts.Data & Analyt

• icsLeverage data insights to support OD strategies and interventio
• ns.Conduct organizational assessments, surveys, and focus grou
• ps.Track and report KPIs for OD, engagement, and development initiativ

**es.

Qualifications & Sk**

• illsBachelors degree in Human Resources, Organizational Psychology, Business Administration, or related field (Masters preferr
• ed).3 to 7 years of relevant experience in HR, OD, or related discipli
• nes.Proven knowledge of OD, change management, and talent development best practi
• ces.Strong background in performance management and engagement strateg
• ies.Excellent facilitation, coaching, and communication ski
• lls.Strong analytical skills with the ability to translate data into actionable insig
• hts.Professional certifications (SHRM-CP/SCP, CIPD, OD certifications) are an advant

**age.

Compete**

• nciesStrategic Thi
• nkingAnalytical & Problem So
• lvingCollaboration & Infl
• uenceProject Manag
• ementCommunication & Facilit
• ationEmotional Intelli
• genceContinuous Lea

**rning

Technical Skills /**

• ToolsHRIS (Workday, SuccessFactors, Oracle pref
• erred)Survey Tools (Qualtrics, Cultur
• e Amp)Learning Management Systems
• (LMS)Microsoft Office Suite (Excel & Power

Point)

Job description:

Job Purpose

Supports in the design, delivery and implementation of Organizational Development and HR initiatives across all hubs and subsidiaries to ensure standardization and alignment with business goals. Contributes to policy development, capability building, talent and leadership development, and performance management. Assists in job analysis, career path mapping, and succession planning. Facilitates training initiatives and collaborates with line managers and HR teams to enhance employee experience and organizational effectiveness.

Key Result Responsibilities

• Works closely with line manager to recommend and facilitate end-to-end structured change management initiatives and strategies to drive standardization and conformity in HR practice across the hubs and subsidiaries in alignment with business goals and industry best practices.
• Support in developing OD frameworks, policies, and tools that support enterprise-wide capability building, leadership & high-potential development, and long-term talent planning.
• Engages with HR team to constantly enhance, develop and enforce HR Policies and procedures across Air Arabia Group and provides guidance and advice to Line Mangers on the same.
• Assists in developing and maintaining HR policies that are consistent, compliant, and responsive to both business needs and employee experience.
• Introduces the "Performance Management System" and the process of assessments as part of the new joiner orientation process.
• Assists in implementing and improving the effectiveness of Performance Management System across all Airline Hubs and analyzing performance related data to ensure conformity and consistency in the evaluation process & promotes a culture of continuous feedback.
• Supports the Hubs in the Performance Management Process when and as required to ensure conformity and consistency in the assessment process.
• Assists in implementing and maintaining the systems and processes for the job creation, job evaluation, organizational structure design and related organizational change.
• Reviews and maintains updated job description library in line with business re-structuring and related changes.
• Partners with Line Managers decide on career path mapping and guide employees and managers to design & review development plans.
• Collaborates with Stakeholders on succession planning and talent development initiatives.
• Designs, develops, delivers specific workshops and training initiatives across the hubs related to Organizational Development and HR general functions as and when required.
• Performs all HR system related activities as required & participate in HR Projects and organization wide projects.

Profile description:

Qualifications (Academic, training, languages)

• Minimum bachelor's degree in HR or Human Sciences/ Management or equivalent from a recognized university
• MBA or Chartered Institute of Personnel & Development (CIPD) qualification or HR Professional qualifications and certificates are an advantage.

Work Experience

• 4+ years' experience as an organizational development specialist handling similar responsibilities, preferably in the aviation or hospitality industry, with overall 8+ years of experience in Human Resources.
• Experience in implementing performance management across all levels & functions of the business and in analyzing performance related data.
• In-depth experience in the various HR functions and their corresponding processes is a pre-requisite.

Job Title:
HR Organizational Development (OD) Specialist

Department:
Human Resources

Reports To:
HR OD Consultant

Location:
Abu Dhabi

Contract Type:
Full-Time | 6-Month Contract (Candidates must have a valid visa and be immediately available)

Salary: AED 20,000 to AED 25,000

Role Overvie

wWe are seeking an experienced HR Organizational Development (OD) Specialist to support a leading government entity in Abu Dhabi on a 6-month contract. The role will focus on driving organizational effectiveness through change management, talent and leadership development, culture initiatives, and performance improvement. The ideal candidate will bring strong OD expertise, data-driven decision-making, and hands-on experience in fostering employee engagement within dynamic environments

**.

Key Responsibiliti**

esOrganizational Development & Change Manageme

• ntDesign and implement OD strategies to enhance organizational performanc
• e.Lead change management initiatives, including communication, training, and stakeholder engagemen
• t.Support restructuring, transformation, and culture change project

s.Talent & Leadership Developme

• ntAssess competency gaps and coordinate targeted learning and development program
• s.Facilitate leadership development, coaching, and succession planning initiative
• s.Contribute to career development frameworks and internal mobility strategie

s.Employee Engagement & Cultu

• reDevelop and execute engagement strategies and action plans from survey result
• s.Promote diversity, equity, inclusion, and belonging (DEIB
• ).Act as a culture champion, aligning behaviors with organizational value

s.Performance Manageme

• ntEnhance and monitor performance management framework
• s.Train managers and employees on goal-setting and feedback processe
• s.Analyze performance data and recommend improvement

s.Data & Analyti

• csLeverage data insights to support OD strategies and intervention
• s.Conduct organizational assessments, surveys, and focus group
• s.Track and report KPIs for OD, engagement, and development initiative

s.Qualifications & Skil

• lsBachelors degree in Human Resources, Organizational Psychology, Business Administration, or related field (Masters preferred
• ).3 to 7 years of relevant experience in HR, OD, or related discipline
• s.Proven knowledge of OD, change management, and talent development best practice
• s.Strong background in performance management and engagement strategie
• s.Excellent facilitation, coaching, and communication skill
• s.Strong analytical skills with the ability to translate data into actionable insight
• s.Professional certifications (SHRM-CP/SCP, CIPD, OD certifications) are an advantag

e.Competenci

• esStrategic Thinki
• ngAnalytical & Problem Solvi
• ngCollaboration & Influen
• ceProject Manageme
• ntCommunication & Facilitati
• onEmotional Intelligen
• ceContinuous Learni

ngTechnical Skills / Too

• lsHRIS (Workday, SuccessFactors, Oracle preferre
• d)Survey Tools (Qualtrics, Culture Am
• p)Learning Management Systems (LM
• S)Microsoft Office Suite (Excel & PowerPoin

t)

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.

Accountability

Core Responsibilities:

• Lead the design and implementation of enterprise-wide operating models aligned with strategy and scalability.
• Drive Mercer Job Architecture framework application across job families, levels, and groups.
• Oversee division-wide Job Description Reality Checks (JDRC) to ensure job relevance and accountability.
• Develop and maintain Design Governance Policy (structural triggers, approvals, accountability).
• Conduct Capability Maturity Model (CMM) assessments and guide functions on maturity progression (Levels 1–5).
• Design and implement recurring Function Health Checks (FHC) across business verticals.
• Lead integrated workforce planning (short-, mid-, long-term) aligned with financial and operational strategies.
• Own OD-related policy frameworks, ensuring compliance and adoption across the enterprise.
• Provide structural analytics (span of control, managerial layers, cost-of-structure) to inform redesign.
• Create tools and dashboards to track workforce distribution, maturity, and organizational health KPIs.
• Partner with Rewards, HRBPs, Business Strategy, and Executive Leadership to align design with business needs.
• Drive change management: stakeholder engagement, communication, and capability uplift.
• Set team objectives, mentor members, and apply structured performance management practices.
• Foster a results-oriented, growth-focused team culture.

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.
• um 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.
• 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

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.

Accountability

Core Responsibilities:

• Lead the design and implementation of enterprise-wide operating models aligned with strategy and scalability.
• Drive Mercer Job Architecture framework application across job families, levels, and groups.
• Oversee division-wide Job Description Reality Checks (JDRC) to ensure job relevance and accountability.
• Develop and maintain Design Governance Policy (structural triggers, approvals, accountability).
• Conduct Capability Maturity Model (CMM) assessments and guide functions on maturity progression (Levels 1–5).
• Design and implement recurring Function Health Checks (FHC) across business verticals.
• Lead integrated workforce planning (short-, mid-, long-term) aligned with financial and operational strategies.
• Own OD-related policy frameworks, ensuring compliance and adoption across the enterprise.
• Provide structural analytics (span of control, managerial layers, cost-of-structure) to inform redesign.
• Create tools and dashboards to track workforce distribution, maturity, and organizational health KPIs.
• Partner with Rewards, HRBPs, Business Strategy, and Executive Leadership to align design with business needs.
• Drive change management: stakeholder engagement, communication, and capability uplift.
• Set team objectives, mentor members, and apply structured performance management practices.
• Foster a results-oriented, growth-focused team culture.

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.
• um 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.
• 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

Seniority level

• Director

Employment type

• Full-time

Job function

• Human Resources
• Industries
• Retail

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Select how often (in days) to receive an alert:

Date: 28 Jul 2025

Location:

Sharjah, AE

Country: AE

Supports in the design, delivery and implementation of Organizational Development and HR initiatives across all hubs and subsidiaries to ensure standardization and alignment with business goals. Contributes to policy development, capability building, talent and leadership development, and performance management. Assists in job analysis, career path mapping, and succession planning. Facilitates training initiatives and collaborates with line managers and HR teams to enhance employee experience and organizational effectiveness.

• Works closely with line manager to recommend and facilitate end-to-end structured change management initiatives and strategies to drive standardization and conformity in HR practice across the hubs and subsidiaries in alignment with business goals and industry best practices.
• Support in developing OD frameworks, policies, and tools that support enterprise-wide capability building, leadership & high-potential development, and long-term talent planning.
• Engages with HR team to constantly enhance, develop and enforce HR Policies and procedures across Air Arabia Group and provides guidance and advice to Line Mangers on the same.
• Assists in developing and maintaining HR policies that are consistent, compliant, and responsive to both business needs and employee experience.
• Introduces the "Performance Management System" and the process of assessments as part of the new joiner orientation process.
• Assists in implementing and improving the effectiveness of Performance Management System across all Airline Hubs and analyzing performance related data to ensure conformity and consistency in the evaluation process & promotes a culture of continuous feedback.
• Supports the Hubs in the Performance Management Process when and as required to ensure conformity and consistency in the assessment process.
• Assists in implementing and maintaining the systems and processes for the job creation, job evaluation, organizational structure design and related organizational change.
• Reviews and maintains updated job description library in line with business re-structuring and related changes.
• Partners with Line Managers decide on career path mapping and guide employees and managers to design & review development plans.
• Collaborates with Stakeholders on succession planning and talent development initiatives.
• Designs, develops, delivers specific workshops and training initiatives across the hubs related to Organizational Development and HR general functions as and when required.
• Performs all HR system related activities as required & participate in HR Projects and organization wide projects.

• Minimum bachelor's degree in HR or Human Sciences/ Management or equivalent from a recognized university
• MBA or Chartered Institute of Personnel & Development (CIPD) qualification or HR Professional qualifications and certificates are an advantage.

• 4+ years' experience as an organizational development specialist handling similar responsibilities, preferably in the aviation or hospitality industry, with overall 8+ years of experience in Human Resources.
• Experience in implementing performance management across all levels & functions of the business and in analyzing performance related data.
• In-depth experience in the various HR functions and their corresponding processes is a pre-requisite.

The role of the Organizational Development Specialist plays a pivotal part in shaping the company culture by overseeing all aspects of organizational practices and processes. This includes supporting business objectives, ensuring the proper implementation of company strategy and compliance with labor laws.

• Recruitment & Onboarding:
• Manage the end-to-end recruitment process, including job postings, screening, interviewing, selection, and onboarding.
• Coordinate with department heads to identify staffing needs and workforce planning.
• Ensure all new hires comply with labor requirements.
• Employee Relations & Compliance:
• Serve as the main point of contact for all employee relations issues, grievances, and conflict resolution.
• Ensure compliance with labor laws and regulations; manage visa, work permit, and other documentation processes.
• Maintain employee records in line with regulatory requirements and data privacy standards.
• HR Policy & Process Management:
• Develop, implement, and regularly update HR policies, procedures, and employee handbook.
• Advise management on HR best practices and policy changes.
• Performance Management & Training:
• Lead annual performance appraisal cycles and implement performance improvement plans as needed.
• Identify training needs and coordinate learning and development initiatives.
• Compensation & Benefits:
• Administer payroll, benefits, leave management, and other compensation activities accurately and on time.
• Benchmark compensation structures in line with industry standards.
• Culture & Employee Engagement:
• Foster a positive work environment aligned with company values.
• Plan employee engagement activities and initiatives to retain top talent.
• Qualifications & Skills:
• MBA or equivalent postgraduate qualification (preferably in Human Resources).
• Minimum 5 years experience in a similar role within the UAE (premium service industry preferred).
• Proven experience working within a UAE free zone; SAIF Zone experience highly desirable.
• Strong knowledge of labor law and free zone regulations.
• Excellent interpersonal communication and problem-solving skills.
• Proficient in MS Office; experience with HRIS systems is an advantage.
• High level of integrity and ability to handle confidential information.