382 Organizational jobs in the United Arab Emirates

Job Overview

We are seeking an experienced leader to oversee day-to-day operations and lead the development of a high-performing team in our fast-paced fintech environment.

• The Operations Manager will be responsible for coordinating cross-functional operations across the company, ensuring seamless integration between departments.
• This role involves implementing scalable systems with clear performance indicators to achieve operational efficiency and excellence.
• The ideal candidate will spearhead talent management initiatives including recruitment, onboarding, development, and performance evaluation.
• Cultivating effective internal communication and team cohesion is crucial while building a robust company culture in a dynamic, distributed work environment.

• Coordinate cross-functional operations to drive organizational efficiency and support global growth.
• Implement scalable systems and processes to achieve operational excellence.
• Spearhead talent management initiatives, including recruitment, onboarding, development, and performance evaluation.
• Cultivate effective internal communication and team cohesion.

• Proven track record in operational leadership, demonstrating success in expanding teams and optimizing processes within rapidly growing organizations.
• Extensive experience in human resources management, organizational development, and interdepartmental collaboration.
• Fintech, cryptocurrency, trading platform, or digital startup experience highly desired.
• Superior interpersonal abilities with excellent organizational and leadership capabilities.
• Adaptable to dynamic, diverse work environments with team members from various cultural backgrounds.
• Open to candidates willing to relocate.
• Proficiency in Chinese (Mandarin or Cantonese) considered a plus.

Position Summary:

UAE Nationals are encouraged to apply.

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

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 be required to plan logistics and enhance processes for learning events and enhance predictive data analytics and reporting, prepare digitally accessible training and organizational development materials, develop monthly dashboards for leadership, and manager data analytics and design for talent management and succession strategies.

The incumbent will be required to 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.

Key Responsibilities:

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 key stages of performance management process, Goal Setting, Mid-Year and Year End
• User testing and refinement in conjunction with ISG and NYU specialist teams for system enhancements
• Update and maintain internal communications and help guides with External Relations
• Assist in Developing timelines and create 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 Service NOW, Performance Management and Learning monthly reports
• Talent management and succession planning data analytics and reporting

Learning Program design and 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 corresponding tracking systems
• E-Module design and creation including new and existing program pedagogy
• Liaise with internal departments including OEO, EHS, OIE and compliance to ensure integration and tracking of key programs. Audit and compliance.
• Create and maintain the learning and orientation catalog and intranet to engage learner audience
• Create relevant and tailored communication campaigns and catalogs to engage employees about learning options creating and preparing new programs such as Global Leader Program, Tomoh, and AI capability sessions
• 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 (online and live) on NYU iLearn
• Monitor data patterns and produce reports with recommendations
• Provide learner support (non-technical)

Data analytics, ServiceNOW reporting and dashboards

• Monthly and ad hoc dashboard reporting for HRBP, HRLT and NYUAD leadership
• Data tracking, reporting and evolution of predictive analysis tools to inform
• ServiceNOW project lead
• Register and communicate with learner queries, guide community groups through management of L&OD ServiceNow
• Ad hoc reporting and infographics for CHRO

Leadership Development Program

• Assist in the planning and logistics of key programs including six core modules, alignment with internal stakeholder groups
• Development and tracking of leader level dashboard
• Integration and planning with key departments including OIE, OEO and NYUAD Executive Education
• Bespoke coaching utilising Clifton Strengths, IDI and DiSC to leverage team development interventions
• Primary owner for key processes and procedures with the Learning Management System, Academies and Certificate Programs, Databases, Tool Kits and Assessments
• Plan logistics and processes for learning events and provide project support for the Learning and Organizational Development team
• Research best practices for generating, modifying, and leveraging learning and organizational development programs

Project Leadership

• Provide administrative and project support to the Director, Learning and Organizational Development, as well as team members. Key projects include and not limited to;
• Recognition programs
• Learning Festival/Week
• GILMI
• Learning Support Fund
• AI capability development
• Talent Management

Budget Allocation

• Assist in the preparation and control of the Learning and Organizational Development budget, and prepare expenditure and forecasting reports
• Handle the administration of procurement and payment matters for Learning and Organizational Development including events and workshops (more than 160)
• Manages external training requests and national talent management learning activities

Qualifications:

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
• Must have excellent and advanced excel skills
• Strong organizational, project management, and interpersonal skills. learning systems and capabilities in data analytics
• Proficiency in survey, communication tools, and technologies related to learning and development (i.e., Google Workplace, I-Learn, Qualtrics, etc.)
• Capability in dashboard, data visualisation and advanced ability to work and collaborate 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 combination of education and experience

Preferred Education:

• A specific qualification, certification or specialization in HR, Learning and Development or equivalent in Project Management
• Certifications in Learning design ideal, or diagnostics eg 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 associated materials
• Knowledge of survey design, implementation, management, and analysis
• Experience and understanding of 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 science undergraduate program in the Arts, Sciences, Social Sciences, Humanities, and Engineering. NYU Abu Dhabi, NYU New York, and NYU Shanghai, form the backbone of NYU's global network university, an interconnected network of portal campuses and academic centers across six continents that enable seamless international mobility of students and faculty in their pursuit of academic and scholarly activity. This global university represents a transformative shift in higher education, one in which the intellectual and creative endeavors of academia are shaped and examined through an international and multicultural perspective. As a major intellectual hub at the crossroads of the Arab world, NYUAD serves as a center for scholarly thought, advanced research, knowledge creation, and sharing, through its academic, research, and creative activities.

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)

• Design and implement organizational development interventions to enhance organizational effectiveness and achieve strategic goals, using data-driven insights.
• Conduct needs assessments, analyze organizational challenges, and recommend tailored solutions to improve performance, culture, and employee engagement.
• Facilitate leadership development programs and workshops to cultivate high-performing leaders capable of driving change and inspiring teams.
• Lead and manage change management initiatives, ensuring smooth transitions and minimal disruption during organizational restructuring or process improvements.
• Develop and implement employee engagement strategies, including surveys, focus groups, and action planning, to foster a positive work environment.
• Design and deliver training programs on topics such as leadership, communication, and team building, using innovative and engaging methodologies.
• Analyze performance data and metrics to identify areas for improvement and measure the impact of OD initiatives on organizational outcomes.
• Collaborate with HR and business leaders to align OD initiatives with the overall business strategy and ensure effective implementation.
• Stay abreast of current trends and best practices in organizational development to provide innovative solutions and recommendations.
• Coach and mentor employees at all levels to support their professional development and enhance their contributions to the organization.

• Possesses a Master's degree in Organizational Development, Human Resources, or a related field.
• Has a minimum of 5 years of progressive experience in organizational development or a related HR role.
• Demonstrates experience in designing and delivering leadership development programs and interventions.
• Exhibits a strong understanding of change management principles and methodologies, with practical application experience.
• Possesses excellent facilitation, presentation, and communication skills, with the ability to engage diverse audiences.
• Shows proficiency in data analysis and the ability to use data to inform decision-making and measure program effectiveness.
• Has experience with employee engagement strategies, including survey design, analysis, and action planning.
• Demonstrates experience working in a global organization, with a preference for candidates with international experience.
• Possesses certifications in relevant areas, such as coaching, change management, or training and development.
• Exhibits strong interpersonal skills, with the ability to build relationships and influence stakeholders at all levels.

Job Purpose -

empowering leaders to enhance their effectiveness, foster positive team dynamics, and drive organizational success. By providing tailored coaching, actionable feedback, and strategic insights, the coach enables leaders to navigate complex challenges, inspire their teams, and cultivate a thriving workplace culture. The scope of this role focuses on developing leadership talent, improving interpersonal dynamics, and aligning leadership behaviors with organizational goals.

Advising on Team Dynamics

Responsibilities and Accountabilities:

• Analyse team interactions to identify strengths, gaps, and areas for improvement.

• Facilitate strategies or team dynamics exercise and retreats to build trust, collaboration, and alignment within teams.

• Provide guidance on conflict resolution, communication enhancement, and team cohesion

Providing Feedback and Coaching to Leaders

Responsibilities and Accountabilities:

• Conduct one-on-one coaching sessions tailored to individual leadership needs.

• Offer constructive feedback to refine decision-making, emotional intelligence, and leadership presence.

• Support leaders in setting actionable goals and tracking progress toward personal and professional growth.

• Provide report on coaching program and session effectiveness

Challenging Thinking

Responsibilities and Accountabilities:

• Encourage leaders to think critically and explore alternative perspectives.

• Help leaders identify blind spots and overcome limiting beliefs or behaviors.

• Foster innovative problem-solving and strategic decision-making.

• provide leaders with tools to shift challenges to opportunities

• foster a growth mindset to adopt change and uncertainty

Pulsing Organizational Culture

Responsibilities and Accountabilities:

• Assess the organization's cultural health through interviews, surveys, or observation.

• Advise Senior Management on identified cultural strengths and areas that may hinder performance or engagement.

• Work with leaders to align organizational culture with values, vision, and goals.

Grooming Leadership Talent

Responsibilities and Accountabilities:

• Liaise with Talent Management to develop customized leadership development plans for newly promoted and established leaders.

• Mentor high-potential and Top Talent employees as they engage in advanced leadership roles.

• Provide tools and resources to help leaders build resilience, adaptability, and influence.

• Provide tools and resources to help leaders build talent and teams.

Talent Framework

Responsibilities and Accountabilities:

• Conduct an independent evaluation of the Talent and Leadership Framework and advise strengths and gaps to sustainable performance and excellence.

• Develop a framework for leadership development prior to promotion.

Health and Safety, Security, and Business Continuity

Responsibilities and Accountabilities:

• Ensure compliance to all relevant health, safety and environmental management policies, procedures, and controls across the Department by the delivery of the Health and Safety Management Program to guarantee employee safety, legislative compliance, delivery of high-quality services and a responsible environmental attitude.

• Follow all relevant Security policies, processes, procedures, and instructions to ensure security compliance in all aspects of work, by applying them on self, others, and corporate assets.

• Ensure the compliance with Business Continuity and Resilience requirements for adherence to policies, procedures and instructions related to the effective planning for, and response to, incidents or business disruptions to continue critical business processes and activities with minimal adverse impact

People Management

Responsibilities and Accountabilities:

• Manage the effective achievement of the Organization's objectives by setting individual targets, developing, and motivating staff, and providing formal and informal constructive feedback and appraisal – to maximize subordinate and Department's performance.

• Contribute to the development of UAE National employees in a manner which supports the objectives of the corporation and its Emiratization strategy.

• Contribute to knowledge dissemination/sharing in a way that assists with building internal capabilities of UAE Nationals where applicable and maximize their effective performance

Excellence and Quality Management

Responsibilities and Accountabilities:

• Ensure commitment to a culture of continuous improvement by eliminating waste, following operations procedures, practicing innovation, problem solving, and teamwork; complying with Quality Management System policies and procedures; providing and receiving constructive feedback; and striving to meet quality standards and stakeholder expectations.

• Ensure Commitment to the Nawah Fundamentals.

Education and Experience

Bachelor's Degree in Organizational Development, Leadership, Psychology, Business Administration, or a related field

10 to 12 years of experience in coaching leaders in diverse multicultural environment

Job Purpose:

The Organizational Development Specialist in Binghatti Holding is responsible for enhancing organizational effectiveness by developing, analyzing, and maintaining job structures, manpower design, and job descriptions across the company. This role will focus on job analysis, workforce planning, and creating clear, accurate, and consistent job documentation to support both operational efficiency and strategic HR initiatives.

Key Responsibilities:

• Develop and maintain comprehensive job descriptions in alignment with organizational needs, ensuring clarity of responsibilities, skills, and performance expectations.
• Conduct job analysis to evaluate roles, responsibilities, competencies, and reporting structures.
• Design and update manpower structures to ensure optimal workforce allocation and organizational efficiency.
• Partner with HR leadership and department heads to identify role requirements and translate them into accurate job profiles.
• Ensure job descriptions are aligned with compensation structures, grading systems, and compliance requirements.
• Support organizational development initiatives such as workforce planning, competency mapping, and succession planning.
• Provide recommendations to improve role clarity, organizational structures, and employee efficiency.
• Maintain a centralized job description database and ensure timely updates.
• Assist in change management and restructuring projects where job alignment is critical.

Job Type: Full-time

Application Question(s):

• What are your salary expectation?

Experience:

• organization development : 2 years (Required)

Language:

• Arabic (Required)

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