Senior Organizational Development Specialist

Makeen Technical Services; Saudi Arabia; On-site; SAR 250,000 - 380,000; Full time

Job summary

Makeen Technical Services in Saudi Arabia seeks a Senior Organizational Development Specialist to lead design, assessment, and transformation initiatives across OD, performance & talent management, succession planning, and compensation. You will partner with the HR Director to drive culture, engagement, and change programs, ensuring alignment with the People Plan and governance.

The role requires 7+ years in HR/OD, strong analytical and coaching skills, and excellent communication in Arabic and

Qualifications

• Bachelor-level degree in HR/Business/Psychology or allied field.
• Professional certifications in OD/HR are preferable (e.g., SHRM-CP, CIPD).
• 7+ years of Senior HR/OD experience in large organizations.

Responsibilities

• Lead organizational development strategy and delivery across the Makeen People Plan.
• Oversee succession planning, talent reviews, and high-potential programs.
• Drive culture change, engagement surveys, and change-management initiatives.
• Coordinate performance development and compensation discussions with HR leadership.
• Partner with executives to align org design with strategic objectives.

Skills

Strategic thinking

Change management

Leadership coaching

Performance management

Talent management

Communication skills

Data analysis

Project management

Education

Bachelor's degree in HR/Business/ Psychology

Tools

OD frameworks

Succession planning tools

Job description

The Senior Organizational Development Specialist s role is to provide advice and create programs interventions on various human capital-related issues change management corporate performance and efficiency He also leads and oversees the following areas Organizational Design Assessment and Transformation initiatives Performance Management Talent Management amp Succession Planning Compensation amp Benefits Corporate Culture and Employee Happiness Engagement

Key Accountabilities

Organizational Development Strategy amp Delivery Maintain an integrated Organizational Development framework and strategy that aligns with Makeen s overall People Plan incorporating Performance Management Succession Planning Talent Management Reward and Recognition Framework Organizational Design Assessment Maintain appropriate frameworks systems policies procedures and reports to support organizational development programs Maintain guidelines for the provision of service to customers including project briefs information gathering budget issue identification solution development and implementation support Undertake quality reviews of proposed solutions ensuring these are pragmatic and can be applicable within a predominantly service delivery environment Where necessary ensure that suitable providers are identified and contracted for development projects in line with Makeen s tendering guidelines Identify and maintain relationships with appropriate specialist third-party consultancies and providers for the provision of services as required Implement an evaluation framework across all OD initiatives monitoring quality to drive continuous improvement Prepare reports on Makeen s development and transformational activities and outcomes Talent Management amp Succession Planning Oversee the development and implementation of a succession planning framework for Makeen Conduct yearly talent reviews to identify key positions within Makeen Work with the executive to identify business-critical roles within the organization Oversee the development of processes programs and criteria for identifying high-potential employees Organizational Transformation amp Alignment Working closely with the HR Director and the management team to ensure alignment with HR and ER policies and processes overseeing all processes associated with the transformational redesign and realignment of Makeen roles business lines and departments Ensure alignment activities foster sustainable change and capability development by providing supporting programs including coaching and mentoring of executives and managers team building and planning activities Ensure all activities incorporate an up-front strategic planning component that allows managers and leaders to identify strategic objectives to underpin new structures roles and functions Coach and mentor managers and senior executives through implementation activities minimizing people impacts and anticipating and mitigating risks as appropriate Assist managers in analyzing gaps against new proposed structures and functions Ensure that the organizational transformation program is prioritized and planned appropriately taking into account constraints such as budgets resource availability and the capacity of the organization to achieve the volume or extent of change Monitor and measure the outcomes of activities within the program capturing learnings to achieve long-term sustainable change Work closely with Corporate Communications to ensure that all activities and projects are communicated to staff by developing effective communication plans and materials Maintain rigorous compliance with industrial and HR policies and frameworks ensuring consistent clear communication with impacted staff and relevant unions and participating in consultative meetings as required Culture Change Management and Engagement Oversee the ongoing deployment of surveys and tools to analyze Makeen s culture analyze insights and proactively identify strategies to address any issues Oversee the design of initiatives to support the development of the desired culture across all business lines and departments Ensure the appropriate level of support is provided to managers to implement continuous improvement initiatives linked to survey feedback strategic priorities and a complete understanding of the highly complex engagement and workforce change issues Working proactively with other Makeen people managers identify and implement activities to help lift Makeen s change management capability Identify and maintain metrics that measure Makeen s culture and work with senior managers to establish target and report on progress Performance Management Working closely with the HR Director oversees the development and implementation of an annual Performance Development system for all staff Work with the L amp D team to train and educate raters on the concepts and mechanics of the performance appraisal tool Assist individuals and work units in identifying Objectives and KPIs and aligning these Objectives KPIs to their departmental goals Monitor compliance of individuals and work units to the performance management calendar Provide advice to Management on approaches to linking performance management ratings top salary reviews and rewards management Identify areas of enhancement to the employee performance management system Compensation amp Benefits Review the existing salary-and-benefits structure and recommend solutions to address identified inequities and distortions Establish a rational job grading and salary structure Set up a job evaluation mechanism that ensures the systematic objective and fair determination of job classification and grading for newly created job titles or positions Monitor the company s positioning in the salary market by participating in salary reviews and regional forums on pay- andbenefits practices With the approval of Executive Management facilitate a periodic salary review

Education

Bachelor s degree in Human Resources Management, Business Management, Psychology, and/or any allied field. Professional Qualifications Holding a professionally recognized certification is preferable such as: SHRM-CP or CIPD. OD Certified Professional (ODCP) AIHR Organizational Development Certificate Program Certified Organizational Development Analyst (CODA)

Competencies

Technical Competencies: Presentation and Public Speaking Skills Business Acumen Project Management Skills Data Analysis Networking Skills Behavioral Competencies (UCF): Working with People Relating and Networking Learning and Researching Following Instructions and Procedures Adapting and Responding to Change Experience

Experience

Minimum 7 Years of experience as Senior HR Analyst/Professional with experience in Organizational Design, Performance Management, Policies and Procedures, Talent Management, and Succession Planning within internal combustion, marine, and/or power generation engines and equipment.

Languages

Excellent written and spoken Arabic/English.