Vice President of Human Resources

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 Vice President of Human Resources will lead webook.com’s people strategy as the company scales across international markets. Reporting to the COO, this role will focus on building the HR strategy, operating model, systems, and talent frameworks required to support rapid growth across KSA, MENA, Europe, the UK, and other global territories. The VP HR will provide senior strategic leadership across the broader HR function, with a particular focus on international expansion, organizational design, talent management, performance management, HR operations, and scaling people practices across multiple markets. The ideal candidate will have successfully scaled HR functions in international, high-growth companies and will be able to advise leadership on the right people strategy, structure, and execution plan for the company’s next phase of growth. Key Responsibilities People Strategy & International Scaling - Define and execute the HR strategy to support webook.com’s international growth plans. - Advise the COO and executive leadership team on people strategy, organizational structure, workforce planning, and HR priorities. - Build a scalable HR operating model across KSA and international markets. - Ensure HR practices support business growth, market expansion, culture, and performance. HR Operations & Governance - Design and implement scalable HR policies, processes, systems, and governance across multiple countries. - Work closely with the existing KSA HR Director and HR team to ensure alignment, consistency, and capability across the HR function. - Lead the setup of HR operations in new markets, including employment models, onboarding, payroll coordination, benefits, employee lifecycle processes, and local compliance. - Establish clear roles, responsibilities, service levels, and reporting between central HR, local HR teams, regional leaders, and external partners. Organizational Design & Workforce Planning - Lead organizational design to ensure the company has the right structure, roles, leadership layers, and capabilities to scale. - Partner with business leaders to define future workforce needs across functions and markets. - Build workforce planning processes linked to business priorities, budgets, and expansion plans. - Identify capability gaps, succession risks, structural issues, and opportunities to improve organizational effectiveness. Talent Acquisition & Development - Develop international talent acquisition strategies for leadership, technical, commercial, operational, and market-specific roles. - Build talent management frameworks covering succession planning, high-potential talent, career pathways, leadership development, and retention. - Strengthen executive hiring, critical role hiring, onboarding, and leadership readiness for international expansion. - Ensure the company can attract, develop, and retain the talent required for global growth. Performance, Rewards & Development - Design and implement a performance management framework that drives accountability, high performance, and continuous development. - Ensure goals, KPIs, feedback, and reward outcomes are clearly linked to business priorities. - Develop compensation, benefits, job leveling, grading, and incentive frameworks suitable for international markets. - Partner with Finance and leadership on workforce costs, salary benchmarking, bonus structures, and reward governance. Culture, Engagement & DEI - Help preserve webook.com’s entrepreneurial culture while introducing the structure needed for international scale. - Lead engagement initiatives, employee listening, and action planning across markets. - Support leaders in managing culture shifts, organizational change, and new ways of working. - Promote a culture of accountability, collaboration, inclusion, speed, and high performance. HR Leadership & Business Partnership - Provide leadership to the HR function, including the head office KSA HR team, regional HR resources, and external partners. - Act as a strategic advisor to the COO, CEO, and executive leadership team on people, culture, structure, and capability. - Build strong partnerships with Finance, Legal, GRC, Operations, Commercial, Product, Technology, and regional leaders. - Ensure HR is seen as a business partner that enables growth, performance, and scalable execution. Requirements - 10+ years of progressive HR leadership experience, including significant experience in international or multi-market environments. - Proven experience scaling HR f

10+ years of progressive HR leadership experience, including significant experience in international or multi-market environments.

People Strategy & International Scaling: Define and execute the HR strategy to support international growth; advise COO and executive leadership on people strategy, organizational structure, workforce planning, and HR priorities; build a scalable HR operating model across markets; ensure HR practices support growth, culture, and performance. HR Operations & Governance: Design and implement scalable HR policies, processes, systems, and governance across multiple countries; align with KSA HR Director and team; set up HR operations in new markets (employment models, onboarding, payroll coordination, benefits, lifecycle processes, local compliance); establish clear roles, service levels, and reporting. Organizational Design & Workforce Planning: Lead organizational design to ensure right structure, leadership layers, and capabilities; define future workforce needs; build workforce planning processes linked to priorities, budgets, and expansion; identify gaps and risks. Talent Acquisition & Development: Develop international talent acquisition strategies for leadership, technical, commercial, operational, and market-specific roles; build talent management frameworks (succession, high-potential, career pathways, leadership development, retention); strengthen executive and critical role hiring, onboarding, and leadership readiness for expansion. Performance, Rewards & Development: Design and implement performance management; align goals, KPIs, feedback, and rewards with business priorities; develop compensation, benefits, job leveling, grading, incentive frameworks for international markets; partner with Finance on workforce costs and salary benchmarking. Culture, Engagement & DEI: Preserve entrepreneurial culture while implementing scalable structure; drive engagement initiatives, listening, and action planning; support leaders in managing culture shifts and change; promote accountability, collaboration, inclusion, speed, and high performance. HR Leadership & Business Partnership: Provide leadership to HR, including regional teams and external partners; advise COO/CEO on people, culture, structure, and capability; build partnerships with Finance, Legal, GRC, Operations, Commercial, Product, and Technology to position HR as a growth enabler.