Assistant Manager - Organizational Development

Other Jobs To Apply

No other job posts for this day.

<p><strong>Job Title - Assistant Manager - Organizational Development</strong></p><p><strong>Location - Dubai </strong></p><p><br></p><p><strong>Role Objective</strong></p><p>As part of PureHealth’s mission to advance healthcare excellence, the Assistant Manager – Organizational Development will play a pivotal role in shaping and strengthening the Group's organizational capability. This role is responsible for designing, executing, and evaluating large-scale OD initiatives that enable scalability, transformation, and sustainability. The incumbent will partner closely with HR Business Partners and senior leaders to deliver enterprise-wide people solutions aligned with PureHealth’s long-term strategy and vision.</p><p><br></p><p><strong>Key Responsibilities</strong></p><p><br></p><p><strong>Organization Structure & Operating Model</strong></p><ul><li>Support the design, review, and optimization of organizational structures, reporting lines, and spans of control to enhance agility and efficiency.</li><li>Partner with business leaders to evaluate current operating models and propose redesigns that align with evolving strategy and market needs.</li></ul><p><br></p><p><strong>Workforce Planning & Capability Alignment</strong></p><ul><li>Contribute to workforce planning by analyzing future skill requirements, talent gaps, and workforce deployment.</li><li>Ensure organizational design decisions build long-term capability and business continuity.</li></ul><p><br></p><p><strong>Organizational Diagnostics & Health</strong></p><ul><li>Conduct organizational health assessments to identify strengths, risks, and areas for improvement.</li><li>Translate findings into actionable insights and OD interventions.</li></ul><p><br></p><p><strong>Role Design & Job Architecture</strong></p><ul><li>Support development and refinement of job descriptions, role clarity, and career pathways to drive consistency across the Group.</li><li>Collaborate with Compensation & Benefits to ensure alignment with grading structures and mobility frameworks.</li></ul><p><br></p><p><strong>Change & Transformation Enablement</strong></p><ul><li>Partner with HR and business leaders on large-scale reorganizations, mergers, and transformation initiatives.</li><li>Provide OD frameworks, roadmaps, and tools to enable smooth transitions and sustained performance.</li></ul><p><br></p><p><strong>Process & Policy Alignment</strong></p><ul><li>Integrate OD initiatives with HR processes and policies.</li><li>Standardize OD practices across PureHealth while allowing flexibility for entity-specific needs.</li></ul><p><br></p><p><strong>Stakeholder Engagement & Advisory</strong></p><ul><li>Act as an internal consultant, advising leaders on OD best practices and interventions.</li><li>Facilitate workshops and design sessions to co-create organizational solutions.</li></ul><p><br></p><p><strong>Metrics & Impact Evaluation</strong></p><ul><li>Define, track, and report success measures for OD initiatives.</li><li>Provide insights and recommendations to senior leadership to guide continuous improvement.</li></ul><p><br></p><p><strong>Digital HR, Analytics & AI in OD</strong></p><ul><li>Leverage HR technology, people analytics, and organizational network analysis to identify collaboration patterns and decision-making bottlenecks.</li><li>Apply AI-powered modelling for spans & layers, workforce planning, and large-scale reorganizations.</li><li>Develop visualization dashboards for real-time OD metrics, supporting evidence-based decision-making.</li></ul><p><br></p><p><strong>Governance & Standardization</strong></p><ul><li>Develop frameworks, toolkits, and playbooks for OD interventions to ensure consistency across regions and entities.</li><li>Act as custodian of PureHealth’s organizational effectiveness methodologies and standards.</li></ul><p><br></p><p><strong>External Benchmarking & Innovation</strong></p><ul><li>Monitor OD and organizational effectiveness trends, benchmarks, and best practices.</li><li>Recommend adoption of innovative approaches to maintain PureHealth’s competitiveness.</li></ul><p><br></p><p><strong>Requirements</strong></p><ul><li>Bachelor’s degree in human resources, Organizational Psychology, Business Administration, or related field (master’s preferred).</li><li>7–10 years of progressive experience in organizational development, talent management, or HR strategy roles in large, complex organizations (healthcare experience strongly preferred).</li><li>Proven track record in leading OD initiatives in multi-entity or global environments.</li><li>Strong consulting, facilitation, and stakeholder management skills with senior leaders.</li><li>Excellent analytical, problem-solving, and presentation skills.</li><li>Proficiency with OD tools (e.g., Visio, workforce planning software, organizational design platforms).</li><li>High data fluency with the ability to translate insights into strategic recommendations.</li></ul><p></p>

Back to blog

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...