Director - Organizational Development

Qiddiya; Riyadh; On-site; SAR 540,000 - 720,000; Full time

Job summary

Qiddiya seeks a Director of Organizational Development to lead enterprise-wide OD design, TOM governance, and workforce planning across the group and subsidiaries. You will own job architecture, grading standards, and evaluation governance, while partnering with Strategy, Finance, HRBPs, and business leaders to align OD with growth ambitions and transformation programs.

As a strategic advisor to ExCo, you will set delivery standards, build OD capability, and ensure equity, scalability, and

Qualifications

• Minimum 12 years’ experience in Organizational Development, Operating Model Design, or Strategic HR roles.
• Proven experience in target operating model (TOM) design and enterprise transformation.
• Hands-on experience setting up OD foundations for new subsidiaries or business entities.
• Experience in group company environments with multiple subsidiaries.
• Strong background in strategic workforce planning, org design, and job evaluation.
• Executive-level stakeholder engagement and governance leadership experience.

Responsibilities

• Lead enterprise organizational design & TOM leadership across group and functions.
• Establish and govern OD frameworks, grading standards, and job evaluation.
• Sponsor major restructuring, transformation, and capability-led design initiatives.
• Oversee organization structures, reporting lines, and governance forums.
• Guide leadership through structural scenario modeling and future-state design.
• Partner with Strategy, Finance, HRBPs to align workforce with enterprise strategy.
• Build OD capability, tools, and knowledge assets; set delivery standards.
• Advise ExCo and business leaders on organizational effectiveness.

Skills

TOM design

Strategic HR

Org design

Workforce planning

Stakeholder management

OD leadership

Executive communication

Job description

The Director – Organizational Development provides enterprise-wide leadership on organizational design, workforce planning, and OD foundations across the group and its subsidiaries. The role ensures that organizational structures, roles, governance, and workforce capacity are aligned to business priorities, capital programs, and long-term growth ambitions.

The role owns the organization’s OD frameworks, job architecture, grading standards, and job evaluation governance, ensuring internal equity, role clarity, scalability, and operating effectiveness. The Director leads the setup of OD foundations for new subsidiaries and business verticals, including structures, job frameworks, and workforce models, and provides governance oversight for structural changes across the group.

As a strategic advisor to senior leadership and HR, the Director partners closely with Strategy, Finance, HRBPs, and business leaders to integrate workforce and organizational considerations into enterprise strategy, transformation programs, and growth initiatives. The role contributes to target operating model (TOM) development initiatives.

The Director also builds and leads the Organizational Development function, setting delivery standards, governance processes, and quality controls, and developing OD capability, tools, and knowledge assets to ensure high-impact, analytically rigorous delivery.

Scope / Responsibilities

Enterprise Organizational Design & TOM Leadership

• Lead the design and continuous evolution of enterprise and functional target operating models (TOMs) aligned to strategy, growth plans, and operating context.
• Establish and govern organizational design frameworks, principles, and standards to ensure scalability, clarity of accountability, and operational effectiveness.
• Sponsor major restructuring, transformation, and capability-led design initiatives across corporate, business, and development functions.
• Oversee the design of organization structures, reporting lines, role charters, and governance forums to enable decision velocity and execution discipline.
• Guide leadership teams through structural scenario modeling and future-state organization design.

OD Foundations for Group Companies & Subsidiaries

• Lead the setup of OD foundations for new subsidiaries and group entities, including structure, grading architecture, job frameworks, and workforce models.
• Ensure consistent application of group-wide OD standards while allowing for contextual flexibility across entities.
• Partner with business and HR leadership to support post-merger integration, spin-offs, and new business vertical launches.
• Provide governance oversight for structural changes across the group to ensure alignment with enterprise design principles.

Organizational Structure Effectiveness

• Oversee analysis of spans of control, workforce layering, and reporting lines to optimize leadership bandwidth, cost-effectiveness, and agility.
• Validate alignment between organizational structures, strategy, and operational delivery models.
• Lead enterprise-wide organizational diagnostics and effectiveness assessments.
• Approve and sponsor structural recommendations for leadership decision-making.

Strategic Workforce Planning Leadership

• Own the enterprise workforce planning framework and annual/multi-year planning cycles in partnership with HRBPs and Finance.
• Ensure workforce supply–demand alignment to strategic priorities, major programs, and capital plans.
• Review and endorse workforce scenarios, capacity models, and productivity assumptions.
• Escalate material workforce risks and resourcing constraints to executive leadership.

Job Architecture, Grading & Evaluation Governance

• Govern enterprise job architecture, grading standards, and job evaluation methodologies.
• Ensure equity, internal consistency, and market alignment across roles and functions.
• Approve complex or sensitive role designs and grading outcomes.
• Ensure role clarity and structural integrity across growth and transformation phases.

Stakeholder Leadership & Advisory

• Act as a strategic advisor to ExCo, business unit heads, and HR leadership on organizational effectiveness and structural design.
• Partner closely with Finance, Strategy, and HRBPs to integrate workforce, cost, and operating model considerations.
  • Represent OD in enterprise transformation and growth initiatives.

People Leadership & OD Capability Building

• Lead, mentor, and develop Senior Managers and the broader OD team.
• Build OD capability, tools, and knowledge assets across the function.
• Set delivery standards, quality controls, and governance processes.
• Drive a culture of analytical rigor, partnership, and business impact.

Experience & Profile (Indicative)

• Minimum 12 years’ experience in Organizational Development, Operating Model Design, or Strategic HR roles.
• Proven experience intarget operating model (TOM) designand enterprise transformation.
• Hands-on experience insetting up OD foundations for new subsidiaries or business entities.
• Experience working ingroup company environments with multiple subsidiaries.
• Strong background instrategic workforce planning, org design, and job evaluation.
• Exposure to or experience withindevelopment-sector organizationsstrongly preferred.
• Executive-level stakeholder engagement and governance leadership experience.