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