Role Purpose The Director, Organizational Development & Succession Planning is responsible for leading the organization's workforce and organizational effectiveness agenda, ensuring the development of a high-performing, future-ready workforce. The role will drive organizational design, workforce planning, talent reviews, leadership development, succession planning, and performance management initiatives to support the organization's strategic objectives.
Key Responsibilities Organizational Development Develop and implement the organization's organizational development strategy and framework. Lead organizational design and restructuring initiatives to enhance effectiveness and efficiency. Conduct organizational assessments and recommend improvements to structures, roles, and capabilities. Drive culture, employee engagement, and change management initiatives. Succession Planning & Talent Management Design and implement enterprise-wide succession planning frameworks for critical and leadership roles. Lead talent review and calibration processes to identify high-potential employees. Develop talent pipelines to ensure leadership continuity and organizational resilience. Monitor succession readiness and talent risks across the organization. Leadership Development Design and oversee leadership development programs aligned with future business needs. Establish development pathways for high-potential employees and emerging leaders. Partner with business leaders to identify capability gaps and development priorities. Support coaching, mentoring, and career development initiatives. Workforce Planning & Performance Management Lead strategic workforce planning initiatives to ensure alignment between workforce capabilities and business requirements. Oversee performance management frameworks and drive a high-performance culture. Utilize workforce analytics and talent insights to support decision-making and succession readiness. Develop metrics and dashboards to measure organizational effectiveness and talent outcomes. Stakeholder Management Partner with senior leaders to align organizational development and succession strategies with business priorities. Act as a trusted advisor to executives on talent, organizational effectiveness, and leadership development matters. Collaborate with HR Centers of Excellence and business units to deliver integrated talent solutions.
Qualifications Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. Master's degree preferred. Professional certifications in HR, Talent Management, Organizational Development, or Coaching are advantageous. Experience Minimum 12+ years of experience in Organizational Development, Talent Management, Succession Planning, or Human Resources. Proven experience developing and implementing organization-wide succession and leadership development programs. Experience within government, semi-government, or large complex organizations is preferred.

This position is exclusively open to UAE Nationals as part of the organization's commitment to supporting national talent development and Emiratization initiatives.