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Organizational Development Specialist - Riyadh, Saudi Arabia

About Saudi Gold Refinery

Saudi Gold Refinery (SGR) is a Saudi mining and precious-metals company specialized in the refining of gold and precious metals, bullion production, and value-added precious-metal services. Operating within the Kingdom's mining value chain, SGR is aligned to the Vision 2030 mining pillar and to the regulatory framework set by the Ministry of Industry and Mineral Resources (MIM) and applicable Saudi and international standards. We produce responsibly sourced, traceable, and certified bullion, operate to LBMA Good Delivery and ISO-aligned quality standards, and invest in the people, processes, and controls behind every bar we produce.

Role Overview

Saudi Gold Refinery (SGR) is seeking an Organizational Development Specialist in Riyadh, Saudi Arabia to design and implement workforce structures, competency frameworks, and succession systems that support the company's expanding exploration and refining operations. This role translates strategic growth targets into actionable organizational plans that align with plant shift coverage, technical certification requirements, and corporate governance standards. The specialist ensures that talent development and structural design directly support SGR's operational efficiency and Vision 2030 local content objectives.

The Organizational Development Specialist will report directly to the VP of HR and will play a key role in aligning organizational capabilities with downstream refining capacity and exploration expansion. The position requires disciplined workforce planning, data-driven structural analysis, and cross-functional coordination to secure technical bench strength and operational readiness.

Key Responsibilities

The selected candidate will execute the following responsibilities across organizational design, capability development, and change management.

- Organizational Architecture Mapping: Maps current and future reporting structures to align with SGR's exploration expansion and downstream refining capacity targets while maintaining optimal span-of-control ratios.

- Technical Competency Framework Development: Builds role-specific competency matrices that distinguish between corporate, laboratory, and plant-shift operational requirements and links them to certification pathways.

- Succession Planning Execution: Facilitates quarterly talent review sessions with department heads to identify high-potential employees and documents readiness levels for critical technical and leadership positions.

- Workforce Planning and Saudization Alignment: Integrates headcount forecasting models with Qiwa and MHRSD reporting to maintain accurate workforce data and achieve Nitaqat compliance across all business units.

- Change Management Protocol Design: Develops communication and adoption plans for new operational procedures, system implementations, and facility expansions while tracking stakeholder readiness metrics.

- Performance Management Standardization: Reviews calibration data to ensure consistent performance ratings across shift workers, laboratory staff, and corporate teams and aligns individual objectives with plant throughput targets.

- Training Effectiveness Evaluation: Measures post-training competency retention and operational readiness through assessment scores, safety incident trends, and supervisor feedback surveys.

- HR Data Analytics and Reporting: Produces monthly organizational health dashboards that track internal mobility, promotion velocity, turnover by department, and succession coverage gaps.

- Cross-Functional Capability Alignment: Partners with HSE and Operations to ensure competency standards incorporate permit-to-work, lockout-tagout, and chemical-handling requirements before site access is granted.

Qualifications

- Holds a bachelor's degree in human resources, organizational psychology, industrial engineering, or a related discipline.

- Possesses a minimum of 10 years of experience in organizational development, workforce planning, or talent management within an industrial or manufacturing environment.

- Demonstrates proficiency in designing competency frameworks, succession planning models, and structured change management methodologies.

- Understands Saudi labor regulations, Nitaqat Saudization requirements, and MHRSD compliance reporting mechanisms.

- Applies data analytics to workforce metrics and translates findings into actionable organizational improvement plans.

- Communicates complex structural concepts clearly to plant supervisors, technical managers, and executive leadership.

- Maintains disciplined documentation and audit readiness for all organizational design and talent review processes.

- Operates independently to translate workforce data into structural recommendations without requiring continuous oversight.

Preferred / Nice-to-have

- Holds a master's degree in organizational behavior, human capital management, or business administration.

- Has prior experience implementing competency and certification programs for twenty-four-hour shift operations or hazardous process environments.

- Demonstrates familiarity with mining value chain operations, precious-metal refining workflows, or laboratory quality standards.

- Possesses working knowledge of TVTC technical training pipelines and industrial vocational certification pathways.

- Has experience integrating HR systems with Qiwa and Mudad platforms for automated compliance reporting.

Success Metrics

- Delivers a fully mapped organizational structure and job architecture covering all refining, laboratory, and corporate departments within twelve months.

- Establishes technical competency matrices and certification tracking for one hundred percent of critical plant and assay roles by the end of the first year.

- Completes the first annual succession planning cycle with documented readiness levels for all top fifty technical and leadership positions.

- Implements a standardized change management protocol that reduces post-implementation adoption lag by thirty percent.

- Produces quarterly workforce planning reports that align headcount forecasts with production schedules and Nitaqat targets.

- Maintains a ninety percent internal fill rate for mid-level technical and supervisory vacancies through structured development pipelines.

- Achieves a ninety-five percent completion rate for mandatory competency assessments across all shift-based operational teams.

Equal Opportunity Statement:

Saudi Gold Refinery welcomes applications from all qualified candidates. Hiring decisions are made based on role requirements, skills, experience, and alignment with Saudization and Vision 2030 priorities.