Manager - Organizational Development; OD

We're Hiring:
Manager - Organizational Development (OD)

Department: HR - Strategy & Governance

The 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.

Job Architecture & Profiling

• Design 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 & Evaluation

• Implement 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 & Governance

• Maintain 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 & Alignment

• Support 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 Enablement

• Embed 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 Improvement

• Develop 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 Stakeholders

• HR Leadership Team
• Business Unit Leaders (Aquaculture, Processing, Commercial, Corporate)
• Finance, Strategy & Operations
• External Partners (Mercer, Hay, benchmarking consultants)

Qualifications & Experience

• Education: 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 Competencies

• Strategic Alignment
• Analytical & Data-Driven Thinking
• Change Leadership
• Cross-Functional Collaboration
• Governance, Equity & Compliance

If you're passionate about building future-ready organizations and driving clarity at scale, you may also apply through this link: