Manager – Organizational Development (OD)

OverviewWe’re Hiring: Manager – Organizational Development (OD)Department: HR – Strategy & GovernanceRole PurposeThe Manager – Organizational Development (OD) will play a critical role in shaping and governing Naqua’s organizational structure, job architecture, and role frameworks. This role ensures clarity, equity, and strategic alignment between people, roles, and business priorities—strengthening accountability, transparency, and workforce agility across the organization.Key ResponsibilitiesJob Architecture & ProfilingDesign and maintain an enterprise-wide job architecture with consistent role definitions, grading, and accountability.Lead job profiling to ensure clarity of purpose, responsibilities, competencies, and business impact.Develop standardized job families, levels, and career pathways to support fairness and progression.Continuously update job profiles to reflect evolving business, regulatory, and technological needs.Partner with HR, business leaders, and line managers to ensure alignment with strategy and operations.Job Sizing & EvaluationImplement and govern job evaluation methodologies (e.g., Mercer IPE, Hay) to ensure internal equity and market competitiveness.Facilitate job evaluation sessions with HR and leadership, ensuring transparent and accepted outcomes.Provide governance over role creation, modification, and elimination with strategic and financial discipline.Enable standardized role comparison across functions and business units.Integrate evaluation outcomes into compensation, succession planning, and workforce analytics.Ensure ongoing compliance with labor laws and industry best practices.Organizational Design & GovernanceMaintain optimized organizational structures aligned with current and future business priorities.Govern spans, layers, reporting lines, and organizational hierarchies.Partner with leadership on structural redesigns driven by strategy or operational change.Workforce Planning & AlignmentSupport long-term workforce planning aligned to business strategy.Provide frameworks for capacity, productivity, and capability assessment.Conduct scenario modeling to anticipate future organizational needs.Engagement, Culture & Change EnablementEmbed organizational structures that reinforce culture, values, and ways of working.Conduct organizational diagnostics to assess effectiveness and engagement.Support change management initiatives during business and HR transformations.Analytics & Continuous ImprovementDevelop dashboards and insights on spans, layers, levels, and workforce design.Continuously refine OD tools, methodologies, and governance.Benchmark practices against industry standards and best practices.Key StakeholdersHR Leadership TeamBusiness Unit Leaders (Aquaculture, Processing, Commercial, Corporate)Finance, Strategy & OperationsExternal Partners (Mercer, Hay, benchmarking consultants)Qualifications & ExperienceEducation: Bachelor’s degree in HR, Business Administration, Organizational Psychology, or related field (Master’s preferred).Experience: 5–7 years in HR/OD with strong exposure to job architecture, job evaluation, and organizational design.Technical Expertise: OD frameworks, workforce planning, and job evaluation methodologies.Core Capabilities: Strategic thinking, analytical skills, stakeholder management, cultural awareness, and change leadership.Core CompetenciesStrategic AlignmentAnalytical & Data-Driven ThinkingChange LeadershipCross-Functional CollaborationGovernance, Equity & ComplianceIf you’re passionate about building future-ready organizations and driving clarity at scale, you may also apply through this link:#J-18808-Ljbffr