Lead - Job Evaluation & Job Architecture

Role Overview

We are looking for a senior specialist to lead the organization’s job evaluation and job architecture practice from Riyadh, Saudi Arabia. The position will shape, govern, and continuously improve the enterprise framework used to assess roles, define job levels, and keep role structures aligned with business strategy.

This function serves as the organization’s internal center of excellence for job architecture. It ensures positions are evaluated consistently, job families are properly structured, and grading decisions support workforce planning, executive decisions, and broader organizational transformation across corporate teams, geographies, project companies, and operational assets.

Job Evaluation Governance

• Set up and run the Job Evaluation Committee responsible for approving role assessments and grade outcomes.
• Create governance rules for evaluation requests, new role creation, re-evaluation conditions, and promotion approvals.
• Apply the Korn Ferry Hay method consistently across all functions and entities.
• Serve as the internal reference point for job evaluation standards and safeguard the objectivity and consistency of outcomes.

Enterprise Job Architecture

• Build and maintain the enterprise job architecture structure, including families, sub-families, and levels mapped to KF Hay grades.
• Develop standardized job profiles that clearly define scope, accountabilities, decision-making authority, and capability expectations.
• Ensure roles are placed correctly within the job family and level structure.
• Align the architecture with organizational design principles, career paths, and talent development frameworks.

Job Evaluation Execution

• Carry out and supervise formal evaluations using the Korn Ferry Hay methodology.
• Assess positions against the Know-how, Problem Solving, and Accountability factors.
• Lead calibration discussions to support consistency and internal parity across roles.
• Challenge cases where a role appears to be overstated or not aligned to its proper level.

Organizational Structural Health Analysis

• Deliver advanced analysis on workforce structure, including grade compression, grade inflation, span of control, managerial efficiency, layering, hierarchy health, title inflation, role duplication, and management-layer cost efficiency.
• Translate findings into practical recommendations that strengthen organizational design and structural effectiveness.

Promotion and Grade Movement Governance

• Review promotion requests to confirm that grade advancement reflects a real increase in scope and responsibility.
• Differentiate between a change in the role itself and individual career progression.
• Perform promotion audits to identify grade drift and structural inconsistencies.
• Prepare reporting on promotion patterns, time in grade, and career progression trends.

Reporting and Strategic Insights

• Develop dashboards and reporting on grade distribution, span of control, leadership efficiency, workforce capability mix, job family distribution, promotion trends, talent pipeline signals, structural cost, and workforce efficiency.

Strategic Job Architecture Initiatives

• Lead enterprise initiatives such as cross-entity job leveling across corporate and operational businesses.
• Support the integration of acquired organizations into the common job architecture framework.
• Contribute to organizational redesign and leadership-layer alignment.
• Create a global job catalogue to standardize role definitions across the enterprise.

Capability Building

• Train HR Business Partners and HR leaders on job evaluation and job architecture concepts.
• Prepare guidance documents and evaluation manuals.
• Manage working relationships with external methodology providers such as Korn Ferry.

Experience

The role requires more than 10 years of experience in job evaluation, rewards, or organizational design, along with deep hands-on exposure to the Korn Ferry Hay method. Candidates should also bring a strong track record of designing and governing enterprise job architecture frameworks, and supporting transformation, restructuring, and acquisitions in complex global organizations.

Qualifications

A degree in Human Resources, Business Administration, or a related discipline is required. Formal certification or proven experience in Korn Ferry Hay job evaluation is mandatory. CIPD or an equivalent HR professional qualification is preferred.

Core Skills

Job evaluation methodology, job architecture design, organizational design analytics, workforce structure analysis, compensation alignment, and HR data analysis are central to success in this role.