Senior Organizational Development Specialist

🏗 We're Hiring: Senior Organizational Development Specialist

Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Mid-Level to Senior

Work Arrangement: Fully Remote

About Us

We are a construction-focused organization committed to delivering complex projects through disciplined contract management, operational excellence, and collaborative project delivery. Our distributed teams collaborate across Project Management, Construction, Engineering, Procurement, Commercial, Legal, Finance, Human Resources, Design, Quality, HSE, Consultants, Contractors, Suppliers, Logistics, Administration, Information Technology, and Executive Leadership to strengthen organizational effectiveness, develop leadership capabilities, improve workforce performance, and support sustainable business growth.

We value professionals who demonstrate strategic thinking, strong analytical capabilities, effective communication, and a commitment to continuous improvement. Our teams work together to build effective organizational structures, strengthen workplace culture, support talent development, and ensure that people, processes, and business objectives remain aligned across all operational functions.

The Role

We are seeking an experienced Senior Organizational Development Specialist to design, implement, and evaluate organizational development initiatives that improve business performance, workforce effectiveness, leadership capability, and organizational culture. The ideal candidate will bring strong expertise in organizational design, change management, workforce planning, talent development, performance improvement, employee engagement, and organizational effectiveness.

This role will focus on assessing organizational needs, identifying structural and behavioral improvement opportunities, supporting strategic transformation initiatives, and developing practical solutions that enhance collaboration and operational efficiency. The Senior Organizational Development Specialist will collaborate with Human Resources, Learning and Development, Talent Acquisition, Employee Relations, Project Management, Construction, Finance, department leaders, and Executive Leadership to ensure that organizational development initiatives support business priorities and comply with applicable United Arab Emirates laws and regulations.

Key Responsibilities

• Develop and implement organizational development strategies aligned with business objectives, workforce priorities, and long-term growth plans.
• Assess organizational effectiveness across corporate departments, construction projects, and operational functions.
• Identify organizational strengths, capability gaps, structural inefficiencies, and opportunities to improve business performance.
• Conduct organizational assessments using interviews, surveys, workshops, workforce data, performance metrics, and stakeholder feedback.
• Translate assessment findings into practical organizational development recommendations and measurable action plans.
• Collaborate with senior leadership to establish priorities for organizational improvement and transformation initiatives.
• Review organizational structures, reporting relationships, decision-making authority, and functional responsibilities.
• Recommend organizational design improvements that clarify accountability, strengthen collaboration, and reduce unnecessary complexity.
• Support the development and maintenance of organizational charts, role structures, reporting frameworks, and governance arrangements.
• Evaluate the effectiveness of departmental structures in supporting project delivery, operational performance, and business growth.
• Assist in defining roles, responsibilities, decision rights, and interfaces between departments and project teams.
• Identify overlapping responsibilities, unclear ownership, duplicated processes, and organizational bottlenecks.
• Work with HR and department leaders to develop solutions that improve coordination and accountability.
• Support workforce planning initiatives by assessing organizational capability requirements, resource needs, and future workforce demands.
• Collaborate with Workforce Planning and Talent Acquisition teams to identify critical roles and capability gaps.
• Analyze workforce trends to support decisions regarding staffing levels, succession requirements, organizational capacity, and future skills.
• Support the development of workforce models that reflect project pipelines, operational requirements, and strategic business priorities.
• Evaluate organizational readiness for expansion, restructuring, new projects, technology adoption, and changes in operating models.
• Develop change management strategies to support organizational restructuring, process transformation, leadership transitions, and new ways of working.
• Assess the impact of organizational changes on employees, managers, reporting relationships, and operational processes.
• Identify stakeholders affected by change and develop engagement plans that address their needs and concerns.
• Prepare change management plans, communication materials, implementation schedules, and stakeholder engagement frameworks.
• Coordinate with HR and business leaders to communicate organizational changes clearly and consistently.
• Support managers in preparing teams for changes to roles, responsibilities, processes, systems, and working arrangements.
• Monitor employee feedback and organizational indicators during transformation initiatives.
• Identify resistance to change and recommend practical approaches to improve acceptance and participation.
• Track change implementation milestones and evaluate whether intended organizational outcomes are being achieved.
• Conduct post-implementation reviews to identify lessons learned and opportunities for further improvement.
• Support leadership development initiatives that strengthen management capability, decision-making, communication, and team effectiveness.
• Identify leadership capability gaps through assessments, feedback, performance reviews, and organizational analysis.
• Collaborate with Learning and Development to design leadership development programs and management training initiatives.
• Support succession planning and leadership pipeline development for critical positions across the organization.
• Help establish competency frameworks and leadership expectations aligned with organizational values and strategic priorities.
• Facilitate leadership workshops focused on team performance, collaboration, accountability, and organizational change.
• Support managers in applying organizational development principles to practical workplace and team challenges.
• Review performance management frameworks to ensure that objectives, responsibilities, and performance expectations align with organizational goals.
• Collaborate with HR to strengthen goal-setting practices, performance review processes, and feedback mechanisms.
• Analyze performance trends to identify systemic issues involving role clarity, management capability, workload distribution, or organizational design.
• Recommend improvements that support consistent performance standards and effective employee development.
• Support initiatives that improve collaboration, knowledge sharing, and coordination between corporate functions and project teams.
• Evaluate organizational culture and identify behaviors that support or hinder operational effectiveness.
• Develop initiatives that reinforce organizational values, professional accountability, collaboration, and continuous improvement.
• Coordinate culture assessments, employee listening activities, focus groups, and organizational feedback sessions.
• Analyze employee feedback to identify patterns relating to leadership effectiveness, workplace communication, trust, and organizational alignment.
• Work with HR and department managers to develop targeted action plans addressing organizational culture and engagement concerns.
• Support the integration of organizational development priorities into employee experience and engagement programs.
• Facilitate workshops and team sessions to address collaboration challenges, clarify shared goals, and strengthen working relationships.
• Help teams establish effective communication practices, decision-making processes, and cross-functional operating arrangements.
• Support conflict prevention by identifying organizational issues that contribute to recurring coordination problems or unclear responsibilities.
• Collaborate with Employee Relations and HR Business Partners when organizational challenges affect employee relations or workplace effectiveness.
• Review business processes and organizational workflows to identify inefficiencies, duplication, and barriers to effective performance.
• Partner with Continuous Improvement and Process Excellence teams to develop solutions that improve operational productivity.
• Support the redesign of workflows, decision pathways, approval processes, and cross-functional responsibilities.
• Identify opportunities to simplify processes and strengthen collaboration between Procurement, Engineering, Construction, Commercial, Finance, and other functions.
• Assist with the development of standardized operating models, role frameworks, and organizational governance documentation.
• Support the introduction of new technologies, digital platforms, and operational systems that affect organizational roles or working practices.
• Assess capability and training requirements associated with new systems, processes, and business models.
• Coordinate with Information Technology and business stakeholders to support employee readiness for technology-enabled change.
• Develop organizational development tools, assessment templates, competency models, workshop materials, and implementation guidelines.