Summary
Qiddiya Investment Company is hiring a Senior Manager to lead the design, governance, and delivery of its PlayPath Development Programs, starting with engineering talent. The role covers program pathways, rotations, assessments, participant development, recruitment, and stakeholder coordination. It also tracks KPIs, participant progress, and talent outcomes, and recommends improvements based on feedback and data. Applicants need 8+ years of relevant experience and a bachelor’s degree in a related discipline; the position is in Riyadh.
The posting
As published on qiddiya.com. Pulled from the employer's site and shown as they wrote it.
Lead the design, development, and execution of Qiddiya’s PlayPath Development Programs. This includes defining program objectives, designing KPIs and success criteria, architecting programs, development and shaping structured rotation models that align with business requirements. Drive program governance, critical stakeholder alignment, readiness activities, and comprehensive progress tracking to strengthen participant experience, accelerate capability build, and establish a sustainable internal Saudi talent pipeline (focused on Engineers to start) aligned with Qiddiya’s future workforce needs and strategic objectives.
Core Responsibilities:
- Own the end-to-end design, governance, and delivery of the Engineering Professions Program.
- Design and maintain program pathways, including attraction, selection, assessments, rotations, development experiences, and progression requirements.
- Define assignments, assessment methods, and exposure opportunities aligned to engineering capability and workforce needs.
- Establish and maintain governance frameworks, policies, selection criteria, documentation standards, and evaluation methodologies.
- Ensure alignment with talent strategy, capability priorities, workforce planning, and future skills requirements.
- Define program KPIs, success measures, and effectiveness metrics to evaluate impact against strategic talent objectives.
- Partner with Talent Acquisition, Rewards, and other stakeholders to ensure program competitiveness, internal equity, attraction, and retention outcomes.
Program Delivery & Stakeholder Management:
- Lead participant recruitment, onboarding, cohort management, rotation planning, and overall program operations.
- Ensure a high-quality participant experience through structured development, mentoring, engagement activities, and support mechanisms.
- Partner with business leaders and functional teams to secure placements, meaningful assignments, and development opportunities.
- Drive stakeholder alignment through clear expectations, communication, and coordinated execution across business units.
Performance Tracking, Reporting & Insights:
- Oversee participant progress tracking, performance reviews, assessment outcomes, and readiness evaluations.
- Ensure all assessment, feedback, and review cycles are delivered in line with governance requirements.
- Monitor program performance, pipeline health, and talent outcomes through dashboards, analytics, and reporting.
- Provide insights and recommendations to leadership on program effectiveness, risks, and opportunities for improvement.
Continuous Improvement & Partner Management:
- Drive continuous improvement through participant feedback, benchmarking, data insights, and external leading practices.
- Ensure alignment with Capability & Learning, Talent Management, Performance, and Workforce Planning to strengthen development pathways.
- Manage external partners and vendors supporting assessments, learning interventions, and program delivery.
- Recommend and implement improvements to program design, content, and delivery to enhance participant outcomes and accelerate readiness.
Requirements
- 8+ years of experience, with majority in career development, program management, or talent development, in the development, construction or engineering industries
- Bachelor’s degree in Engineering, Construction Management, Architecture, Project Management, Human Resources, Business Administration, Learning & Development, or a related discipline.
- Must have strong working knowledge of engineering and development environments, including how technical teams operate, how capability is built, and what is required to develop early-career engineering talent.
- Must have proven experience designing and delivering structured learning or talent development programs, including rotations, assessments, development plans, mentoring, and progress tracking.
- HR/Talent/Learning candidates must bring direct experience working with engineering, construction, infrastructure, or real estate development functions.
- Engineering/Development candidates must bring demonstrated experience in learning, capability building, program design, or talent development.
- CIPD, SHRM, ICE, SCE or equivalent preferred.