OD and Talent Management Manager

Do you want to love what you do at work?
Do you want to make a difference, an impact, transform peoples lives?
Do you want to work with a team that believes in disrupting the normal, boring, and average?
If yes, then this is the job you're looking for ,webook.
com is Saudi's #1 event ticketing and experience booking platforms in terms of technology, features, agility, revenue serving some of the largest mega events in the Kingdom surpassing over 2 billion sales.
  Role Overview: The OD & Talent Management Manager designs and executes performance management systems, job architecture, competencies, career paths, and appraisal frameworks to enable scalable growth in a startup environment.
The role owns policies, SOPs, and governance, embedding clarity, consistency, and accountability across the organization.
Through structured succession planning, talent reviews, and data-driven insights, the role builds leadership readiness, engagement, and long-term organizational effectiveness.
Key Responsibilities Performance Management & Appraisal Systems Design and execute end-to-end performance management frameworks (OKRs / KPIs, appraisals, calibration, PIPs).
  Lead annual and mid-cycle performance reviews, ensuring fairness, consistency, and alignment with business objectives.
  Facilitate performance calibration sessions with senior leadership.
  Embed competencies, behaviors, and values into performance evaluations.
  Job Architecture & Role Design Develop and maintain a scalable  job architecture  including job families, levels, and role definitions.
  Ensure job descriptions are outcome-based, future-ready, and aligned with growth needs.
  Lead role evaluation and job development initiatives to support clarity and equity.
  Competency Frameworks & Capability Development Design and own the organization’s competency framework (core, functional, and leadership).
  Define proficiency levels and integrate competencies into hiring, performance, promotions, and development.
  Identify capability gaps and support targeted development initiatives.
  Career Paths & Internal Mobility Design clear career paths and progression frameworks across all job families.
  Define promotion criteria linked to performance, competencies, and behavioral alignment.
  Enable internal mobility and support meaningful career conversations.
  Talent Reviews & Succession Planning Lead  talent review and succession planning  processes (e.
g., 9-Box).  Identify high-potential talent and critical roles.
  Build and track succession pipelines with ready-now and ready-soon successors.
  Employee Engagement & Organizational Effectiveness Design and manage engagement surveys, pulse checks, and OD diagnostics.
  Analyze engagement data and translate insights into action plans with leaders.
  Support initiatives that strengthen leadership effectiveness, collaboration, and culture.
  Policies, SOPs & Governance Develop and maintain Policies, SOPs, and procedures.
  Ensure governance, consistency, and documentation across performance and talent processes.
  Continuously improve OD frameworks based on feedback and business evolution.
  People Analytics & Insights Build and maintain dashboards covering performance, capability, potential, and engagement.
  Provide data-driven insights and recommendations to senior leadership.
  Measure the effectiveness of OD and talent initiatives.
  Compensation & Benefits Partner with HR leadership and Senior Management to design and govern compensation and benefits frameworks aligned with job architecture, career paths, and market benchmarks.
  Ensure performance-linked rewards by aligning compensation outcomes with appraisal and calibration results.
  Support annual salary review, promotion, and incentive cycles from an OD and governance perspective.
  Bachelors degree in Human Resources, Business Administration, or a related field.
7+ years of experience in Performance Management , Organization Development, and Talent Management Hands-on expertise in designing performance systems, job architecture, competencies, and career frameworks  Proven ability to influence senior stakeholders and drive change  Strong analytical, structuring, and problem-solving skills Excellent communication and interpersonal skills.
Excellent English skills Excellent organizational and time management skills with the ability to manage multiple tasks and priorities effectively.
Certified KPI Professional (C-KPI)  certification is highly preferred  OD or Talent Management certifications (CIPD, SHRM, etc.
) is a plus Experience in tech, digital, or services-based organizations is a plus