Senior Manager - PlayPath Development Programs

About the Role

We are seeking a Senior Manager to lead the design, implementation, and management of Qiddiya's PlayPath Development Programs. This role involves defining program aims, setting KPIs and success indicators, crafting program architectures, and coordinating structured rotation models to align with corporate objectives. The focus is initially on engineering talent, aiming to build a robust pipeline of internal Saudi professionals to meet future workforce demands.

Key Responsibilities

• Oversee the full lifecycle of the Engineering Professions Program, ensuring effective design, governance, and delivery.
• Develop and sustain program pathways covering attraction, selection, assessments, rotations, learning experiences, and advancement criteria.
• Specify participant assignments, assessment approaches, and exposure opportunities in line with engineering skills and workforce requirements.
• Create and maintain governance structures including policies, selection standards, documentation protocols, and evaluation cycles.
• Align program initiatives with talent strategies, capability priorities, workforce planning, and evolving skill needs.
• Define measurable KPIs and success factors to assess the program's contribution to strategic talent goals.
• Collaborate with Talent Acquisition, Rewards, and other key stakeholders to uphold program competitiveness and support attraction and retention.
• Manage participant recruitment processes, onboarding, cohort coordination, rotation scheduling, and day-to-day program operations.
• Ensure an enriching participant journey through structured training, mentoring, engagement, and continuous support.
• Work closely with business leaders and functional teams to guarantee impactful placements and developmental assignments.
• Maintain transparent communication and stakeholder consensus across business units to facilitate smooth program delivery.
• Supervise participant progression tracking, evaluations, feedback collection, and readiness assessments adhering to governance standards.
• Monitor overall program health, talent pipeline status, and outcome metrics by utilizing dashboards and analytical tools.
• Report insights and actionable recommendations to leadership for enhancing program effectiveness and addressing risks.
• Promote ongoing program refinement informed by feedback, benchmarking data, and best external practices.
• Coordinate with Capability & Learning, Talent Management, Performance, and Workforce Planning teams to reinforce development pathways.
• Manage relationships with external partners and vendors involved in assessments, learning modules, and program execution.
• Initiate and implement enhancements to program architecture, content, and delivery to boost participant development and readiness acceleration.

Requirements

• At least 8 years of experience predominantly in career development, program management, or talent development within development, construction, or engineering sectors.
• Bachelor's degree in Engineering, Construction Management, Architecture, Project Management, Human Resources, Business Administration, Learning & Development, or closely related fields.
• In-depth understanding of engineering and development environments, operational dynamics of technical teams, capability progression, and early-career engineering talent development needs.
• Proven track record in designing and implementing structured talent development programs encompassing rotations, assessments, development planning, mentoring, and performance tracking.
• HR/Talent/Learning specialists must have direct exposure to engineering, construction, infrastructure, or real estate development functions.
• Candidates from engineering or development backgrounds should evidence experience in learning program design, capability building, or talent development.
• Professional certifications such as CIPD, SHRM, ICE, SCE or equivalent are preferred.