The Organizational Development Manager is responsible for coordinating and providing technical leadership and support for organizational development initiatives. The role serves as the primary HR technical liaison with external consultants engaged in organizational structure review, job architecture, competency framework development, salary structure, and employee benefits review. The position facilitates the collection and validation of organizational data, coordinates HR workstream activities, conducts technical reviews of consultancy deliverables, and supports the implementation and continuous improvement of approved HR frameworks, ensuring alignment with the Company's strategic objectives and business needs under the guidance of the HR Director.

KEY RESPONSIBILITIES

     1. Organizational Development Coordination

• Coordinate the implementation of organizational development initiatives within the HR Directorate.
• Develop work plans and monitor the progress of assigned organizational development activities.
• Coordinate HR workstream activities to ensure timely completion of agreed deliverables.
• Prepare periodic progress reports and technical updates for the HR Director.

• Identify implementation issues and recommend appropriate corrective actions.

  2. Technical Coordination of Consultancy Assignments

• Serve as the primary HR technical liaison between the Company and external consultants.
• Coordinate HR-related consultancy activities in accordance with the approved Terms of Reference and project implementation plan.
• Facilitate the collection, validation, and consolidation of organizational and HR information required by consultants.
• Coordinate meetings, interviews, workshops, focus group discussions, and validation sessions with relevant work units and stakeholders.
• Coordinate meeting schedules between consultants and work units to facilitate timely execution of consultancy activities.
• Ensure the availability of required HR documents, organizational information, and technical reference materials.
• Monitor consultancy activities and follow up on agreed action items.

• Review consultancy deliverables from an HR technical perspective and submit technical observations and recommendations to the HR Director.

  3. Organizational Analysis & Job Architecture

• Coordinate organizational analysis activities to support organizational structure review.
• Coordinate job analysis and job documentation activities across work units.
• Review and validate job descriptions for consistency and completeness.
• Coordinate job evaluation and job mapping exercises.
• Support the development and maintenance of job architecture, job families, and job classification frameworks.

• Maintain approved organizational structure and job architecture documentation.

  4. Competency Framework Coordination

• Coordinate competency framework development activities with consultants and relevant stakeholders.
• Facilitate competency validation workshops and review sessions.
• Review competency framework deliverables and recommend technical improvements.
• Coordinate integration of approved competency frameworks with job architecture and other HR systems.

• Maintain competency framework documentation and implementation records.

  5. Salary Structure & Employee Benefits Technical Support

• Coordinate technical activities related to salary structure and employee benefits review.
• Review salary structure analyses, job grading proposals, and employee benefits benchmarking results.
• Validate supporting information and identify implementation implications.
• Prepare technical reports and recommendations for management review.

• Support implementation of approved salary structure and employee benefits frameworks.

  6. Stakeholder & Data Coordination

• Facilitate coordination with work units to obtain accurate, complete, and timely organizational and HR data required for consultancy assignments.
• Coordinate the validation and consolidation of information received from work units.
• Foster effective collaboration between consultants and internal stakeholders.
• Follow up with work units to ensure timely completion of assigned actions.

• Maintain a centralized repository of project documents, organizational data, and supporting records.

  7. HR Analytics & Technical Reporting

• Conduct organizational and workforce analysis to support evidence-based HR decision-making.
• Analyze organizational and HR data and prepare technical reports.
• Develop organizational development dashboards and progress reports.
• Prepare presentations and technical papers for management review.

• Maintain records of organizational development activities and project documentation.

  8. Implementation & Continuous Improvement

• Coordinate implementation of approved organizational development initiatives.
• Monitor implementation progress and recommend continuous improvement measures.
• Coordinate periodic reviews of organizational structures, job architecture, competency frameworks, salary structures, and employee benefits frameworks.
• Recommend initiatives to improve organizational effectiveness.
• Ensure proper documentation and institutionalization of approved organizational development frameworks.

Key Competencies

• Organizational design and restructuring
• Job analysis, job evaluation, and job architecture
• Competency framework development
• HR transformation initiatives
• Compensation structure technical support
• Skills & Competencies
• Organizational Design & Structural Thinking
• HR Transformation & Integration Capability
• Analytical & Data-Driven Decision Support
• Job Architecture & Framework Development Capability
• Competency Framework Design Thinking
• Compensation & Benefits Technical Acumen
• Stakeholder Engagement & Facilitation
• Documentation & Implementation Discipline