Head Organization Development

Overview

The Head of Organizational Development is responsible for leading long-term organizational design, managing change initiatives, and guiding human capital strategy across both clinical and corporate sectors within the healthcare organization. This role focuses on identifying systemic inefficiencies and architecting contemporary operating models to enhance cross-functional collaboration and performance.

Key Responsibilities

• Lead design and optimization of clinical, administrative, and corporate structures to ensure efficient workflows.
• Identify and address structural issues within matrix hospital networks and regional clusters using data-driven approaches.
• Oversee enterprise guidelines for management spans, organizational layers, and job evaluations to maintain internal fairness.
• Develop and manage organization-wide Employee Experience (EX) strategies, enhancing employee retention, cultural engagement, and overall satisfaction.
• Implement enterprise-wide diagnostic tools including annual and pulse employee satisfaction surveys and detailed employee journey mapping.
• Collaborate with Clinical Quality and Nursing leadership to promote well-being initiatives targeting burnout reduction, psychological safety, and resilience tailored specifically for healthcare staff.
• Champion a human-centric culture emphasizing mental, physical, and emotional health transformation within HR practices.
• Act as principal change strategist for significant enterprise initiatives such as digital transformation, mergers, and operational overhauls.
• Create proactive change management frameworks to reduce change fatigue among employees at all levels.
• Lead development and refinement of company-wide HR policies to regulate organizational performance, behavior, and workforce ecosystems.
• Design and optimize HR process workflows to eliminate inefficiencies and streamline operations.
• Establish governance structures ensuring policy alignment with corporate compliance and agile clinical requirements.
• Develop and continuously update a centralized job description matrix for all levels and job families across clinical, administrative, and corporate domains.
• Standardize job grading, role accountability, and evaluations to support transparent career pathways and equity.
• Oversee deployment of enterprise performance management systems, including objective setting, ongoing feedback, and multi-source appraisals.
• Manage the linkage between performance outcomes and compensation, including governance of merit increase cycles and maintaining a pay-for-performance culture.
• Partner with Total Rewards to align performance ratings with financial considerations, preventing rating inflation while promoting effective incentives.
• Design succession planning pipelines for essential roles and develop career progression programs targeting senior leadership readiness.
• Perform additional duties as assigned by management.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related discipline; Master’s degree preferred.
• Certifications such as SPHR, SHRM-SCP, or CIPD Level 7 are highly desirable.
• 8 to 10 years of progressive experience in HR or Organizational Development, including at least 4 years managing complex structural and change projects within large, regulated matrix organizations (e.g., healthcare networks or pharmaceutical firms).
• Experience leading and managing organizational development teams.
• Deep understanding of organizational development principles and theories.
• Proven success leading large-scale OD projects in complex organizational contexts.

Core Skills and Competencies

• Strategic planning ability for organizational growth and development.
• Expertise in change management and organizational transformation.
• Leadership skills to inspire and guide teams of OD professionals.
• Strong interpersonal and communication skills to engage stakeholders at all organizational levels.
• Data analysis and critical thinking to make informed development decisions.
• Effective problem-solving capabilities with innovative approaches.
• Project management proficiency to handle intricate developmental initiatives.
• Coaching and mentoring skills to support employee career progression.
• Technical knowledge of OD practices, HR technologies, and analytical tools.
• Adaptability to manage shifting business priorities in dynamic environments.
• Commitment to delivering excellent service to internal and external stakeholders.
• Fluency in English and Arabic communication.