Rewards & Organizational Development-Best OD Jobs in Saudi 2025
Position Overview
The Rewards & Organizational Development (OD) Manager role is a key leadership position with a multinational organization in the industrial or manufacturing industry. This strategic HR role centers on compensation and benefits program development and management, organizational development initiatives, workforce planning, and HR excellence overall in synchronization with business objectives.
The position is only available to Saudi nationals and provides an opportunity for professional development, including likely succession into a Chief Human Resources Officer (CHRO) role. The high-profile role requires a good reputation in Compensation & Benefits, thorough knowledge of organizational design, leadership capabilities, and HR systems competence, with a focus on SAP HCM and SuccessFactors.
Key Responsibilities
The role can be divided into a number of key areas of accountability:
- Compensation & Benefits (C&B)
This is the foundation of the role. The manager will:
Design and align compensation approaches to suit the overall organisational objectives.
Develop and manage salary structures, incentive schemes, and reward mechanisms.
Maintain internal equity and oversee merit raise cycles.
Monitor and ensure compliance with compensation policies.
Carry out competitive benchmarking to guarantee that compensation is externally competitive and internally equitable.
Manage exceptions and departures from compensation policy.
Align compensation systems with overall budget limitations.
This demands an expert knowledge of monetary and non-monetary reward systems, job evaluation techniques, and pay grading systems. It necessitates a strong analytical foundation to analyze compensation data and trends.
- HR Policy & Compliance
The manager will be accountable for the formulation, review, and enforcement of HR policies:
Formulate HR policies based on international standards but with local Saudi Arabian adaptations.
Salvage up-to-date data on changing labour laws and enforce organizational conformity.
Protect employee information and maintain data privacy norms.
Carry out regular audits to detect policy breaches or inefficiencies and recommend remedial measures.
Strong awareness of local labour legislation and global best practice is required. Standardisation needs to be balanced with localisation to be legally compliant and culturally sensitive.
- Performance & Succession Management
The job involves responsibility for:
Establishing and cascading Key Performance Indicators (KPIs).
Collaborating with leadership to conduct performance review processes and goal-setting.
Engaging to support succession planning activities, especially for key positions.
Building a strong leadership pipeline and enabling promotion and career progression planning.
This role involves the capacity to manage qualitative and quantitative performance measures in balance such that the performance management system enables individual and organisational development.
- Workforce Planning & Organisational Design
This responsibility includes:
Guiding annual workforce planning, headcount forecasting, and labour budget planning.
Facilitating organisational design and structure optimisation.
Workforce gaps identification and linking talent acquisition to business requirements.
Guiding recruitment teams to ensure effective and efficient hiring.
This is an important aspect of the role in order to secure that the organization has the proper structure and people in place to achieve strategic objectives.
- Market Intelligence & HR Analytics
The job puts high priority on making data-driven decisions:
Track HR trends, locally and globally.
Utilize external marketplace data and internal data to make HR strategies more refined.
Increase internal analytics capabilities to provide actionable results.
Utilize external vendors where required to assist HR intelligence.
The manager needs to feel at ease with data interpretation, reporting tools, and statistical analysis to enable executive decision-making.
- Change Management & Operational Excellence
The role also entails:
Leading change management programs to achieve organisational change.
Fostering continuous improvement activities.
Ensuring adherence to Health, Safety, and Environment (HSE) standards.
Fostering a safety and quality-oriented organisational culture.
This calls for knowledge of change models such as ADKAR or Kotter’s Change Model, as well as cross-functional initiative leadership and handling resistance to change.
- Leadership & HR Team Management– Best OD Jobs in Saudi 2025
Aside from operational and strategic duties, the manager will head the HR function:
Direct day-to-day activities of the HR unit.
Head a team, responsible for hiring, training, performance reviews, and conflict resolution.
Administer HR budgets and resource planning.
Help the General Manager – HR in the execution of strategic key projects.
Emotional intelligence, leadership skills, and team development skills are essential for success in this aspect of the role.
Candidate Requirements
Candidates should fulfill the following requirements to be qualified for the job:
Nationality and Education
Saudi Nationals only, in accordance with Saudization drives.
Bachelor’s degree from a well-established university is a requirement; a Master’s degree or MBA would be a plus.
Experience
10+ years of work experience in HR, and experience in Compensation & Benefits.
5+ years of experience as a manager or leader, with demonstrable success in team leadership and delivery of strategic HR programs.
Extensive OD experience would be an added advantage.
previous experience in multinational or large organisations is an advantage.
Technical Skills-Best OD Jobs in Saudi 2025
Excellent knowledge of HR systems, specifically SAP HCM (Organisational Management) and SAP SuccessFactors.
Competent in HR analytics, including reporting tools like Power BI, Tableau, or other reporting tools.
Knowledge of job evaluation methods such as Hay, Mercer, or Towers Watson is a benefit.
Compensation & Benefits
Monthly salary: AED 45,000 – AED 60,000
Annual equivalent: AED 540,000 – AED 720,000
It is a very competitive package in line with the seniority of the position.
Further benefits presumably include medical coverage, performance bonuses, and relocation assistance where applicable.
Opportunities for Growth-
This role offers a special chance for career development:
The chosen candidate is being groomed to be a successor to the CHRO, allowing them an unparalleled career path in an international organisation.
The exposure to international HR best practices, systems, and leadership will continue to mould the candidate to take regional or global roles in the future.
Employer Profile
The employer is a top multinational in the industrial/manufacturing industry with a reputation for:
A dynamic and forward-thinking work culture.
Strong leadership and change agenda.
Commitment to localization and Saudi talent development.
Investment in technology, systems, and people development.
