Summary
Saudi Engines Manufacturing Company (MAKEEN) is seeking a Senior Organizational Development Specialist to lead organizational development and transformation initiatives. The role covers organizational design, performance management, talent and succession planning, employee engagement, culture, and compensation and benefits. The specialist will advise leaders, support managers through change, monitor program outcomes, and develop frameworks, policies, reports, and performance measures. Applicants should have a bachelor’s degree in a relevant field, at least seven years of related HR experience in the specified engines and equipment sectors, and excellent written and spoken Arabic and English; SHRM-CP, CIPD, or a relevant organizational development certification is preferred.
The posting
As published on makeen-ksa.com. Pulled from the employer's site and shown as they wrote it.
Job Purpose / Objective
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 & Succession Planning, Compensation & Benefits, Corporate Culture, and Employee Happiness (Engagement).
Key Accountabilities
Organizational Development Strategy & 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 & 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 & 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&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 & 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- and-benefits practices.
- With the approval of Executive Management, facilitate a periodic salary review.
Requirements
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
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.