وظيفة رئيس تطوير تنظيمي شاغرة لدى الرعاية الطبية الوطنية بالرياض

Summary:

The Head of Organizational Development (OD) drives long-term organizational design, change management, and human capital strategy across clinical and corporate divisions. By diagnosing systemic inefficiencies and designing modern operating models, this position aligns diverse teams toward cross-functional excellence.

Functional Responsibilities:

Strategic Organizational Design & Matrix Optimization:

• Lead the structural development of clinical, administrative, and corporate operating models to ensure streamlined, optimized workflows.
• Diagnose structural friction points across matrixed hospital networks and regional clusters, providing data-driven restructuring frameworks.
• Govern enterprise span-of-control guidelines, layer boundaries, and clinical-corporate job evaluations to guarantee internal equity.

Employee Experience, Well-being & Engagement Design

• Design and govern the enterprise-wide Employee Experience (EX) roadmap, systematically auditing every touchpoint of the employee lifecycle to optimize retention, belonging, and cultural connection.
• Design and execute enterprise-wide diagnostic frameworks, directly overseeing the deployment of annual employee satisfaction surveys, continuous pulse surveys, and journey mapping
• Collaborate with Clinical Quality and Nursing Executives to champion institutional well-being, deploying targeted burnout mitigation systems, psychological safety initiatives, and resilience support infrastructure tailored for healthcare professionals.
• Shape systemic wellness strategies that transition human resources from pure performance management into a human-centric culture prioritizing mental, physical, and emotional health.

Enterprise Change Architecture & Operations Transformations

• Serve as the lead change strategist for massive enterprise evolutions, including digital migrations, corporate mergers, and operational restructures.
• Develop proactive change management methodologies that systematically assess and mitigate change fatigue among frontline and corporate staff.

Policy Control, Process Architecture & Institutional Frameworks:

• Lead the design, formulation, and continuous optimization of company-wide HR policies that regulate organizational behavior, performance governance, and workforce models.
• Engineer, map, and document core HR process flows and operating procedures to eliminate administrative friction and maximize operational efficiency.
• Establish governance frameworks for structural policies to ensure absolute alignment between corporate compliance standards and agile clinical operations.

Job Architecture & Position Control

• Build, formalize, and continuously update a centralized job description matrix for all levels across corporate, administrative, and clinical job families.
• Standardize job grading, position evaluations, and role accountabilities to maintain clear career pathways and internal equity throughout the healthcare network.

Performance Management & Merit Governance

• Design, deploy, and govern the enterprise-wide employee performance management system, establishing strong frameworks for setting objectives, continuous feedback, and multi-source appraisals.
• Design and execute the structural link between performance outcomes and compensation, governing the annual performance-based merit increase cycle to ensure equitable budget distribution and a true pay-for-performance culture.
• Collaborate with Total Rewards to calibrate performance ratings against fiscal realities, minimizing inflation of ratings while optimizing performance incentives.

Leadership Development & Succession Planning

• Develop unified succession planning pipelines for critical roles, ensuring continuous leadership readiness for executive, operational, and administrative heads across the entire organization.
• Create advanced career pathways and cross-functional development programs that prepare high-potential professionals for complex, senior leadership positions.

Performs additional tasks and duties as assigned by Management.

Job Specifications

Minimum Job Qualifications Requirement (Academic, Certifications, languages, etc.)

Education:

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
• SPHR (Senior Professional in Human Resources), SHRM-SCP, or CIPD Level 7 is preferred.

Minimum Work Experience:

• 8 - 10 years of highly progressive HR/OD experience, with at least 4 years leading complex structural design and change interventions within a large-scale, heavily regulated matrix system (e.g., healthcare networks, hospital groups, or pharmaceuticals).
• Experience supervising and managing an OD team.
• Strong knowledge of organizational development theories and principles.
• Proven record of accomplishment in leading and implementing large-scale organizational development initiatives in complex organizations.

Skills & Competencies:

• Strategic thinking: Ability to develop long-term plans to drive organizational development and growth.
• Change management: Skills to lead the organization through transformation and change.
• Leadership: Ability to lead, inspire, and manage a team of organizational development professionals.
• Communication: Strong interpersonal and communication skills to collaborate with stakeholders across all levels.
• Analytical skills: Ability to interpret data, identify patterns, and make informed decisions to support development initiatives.
• Problem solving: Capacity to address organizational challenges with innovative solutions.
• Project management: Skills to plan, execute, and manage complex development initiatives effectively.
• Coaching and mentoring: Ability to guide and support employees in their career development.
• Technical skills: Knowledge of OD principles, practices, and tools, plus experience with HR tech and analytics tools.
• Adaptability: Capacity to adjust to shifting priorities and business needs in a fast-paced environment: Dedication to providing excellent customer service to internal and external stakeholders.
• Strong communication skills in English and Arabic