Head of Human Resources

Responsibilities: 1. HR Strategy & Governance • Develop and execute the HR strategy, annual priorities and roadmap in alignment with corporate objectives. • Establish HR policies, governance frameworks, decision rights, delegated authorities and minimum standards for implementation across the Company. • Advise executive leadership and subsidiary management on workforce priorities, organizational risks and strategic people decisions. • Define HR KPIs, dashboards and reporting requirements, and monitor performance and compliance across the company. • Ensure HR initiatives support business growth, operational readiness, leadership continuity and organizational sustainability. Leadership of the HR Function • Hire, lead, coach and hold accountable the HR team reporting directly to the Head of HR. • Align the HR functions through integrated plans, clear ownership, shared priorities and coordinated delivery. • Approve functional plans, budgets, resources, policies and major initiatives within delegated authority. • Build a high-performing HR leadership team with strong business partnership, governance discipline and professional capability. 3. Talent Acquisition & Workforce Planning • Provide strategic direction for workforce planning, talent acquisition, executive recruitment and critical-role resourcing. • Ensure recruitment priorities are aligned with approved manpower plans, budgets, Saudization objectives and business requirements. • Establish Company standards for requisition governance, selection quality, assessment, offers, mobilization and recruitment reporting. • Promote internal mobility, succession pipelines and optimal deployment of talent before external hiring, where practical. • Monitor vacancies, recruitment risks, workforce supply and key talent market trends through the Senior Manager, Talent Acquisition. 4. HR Operations & Employee Governance • Oversee the governance of employee lifecycle administration, including onboarding, contracts, employee records, transfers, promotions, leave, attendance, payroll inputs and offboarding. • Ensure HR operations are accurate, timely, confidential and compliant with approved policies and applicable requirements. • Establish appropriate controls for employee data, documentation, case management, records retention and service quality. • Provide senior oversight for employee relations, grievances, disciplinary cases and sensitive workforce matters. • Direct operational improvement, process standardization and HR technology enablement through the HR Operations. 5. Organization Development & Effectiveness • Lead the Company agenda for organization design, operating model effectiveness, job architecture, role clarity and workforce productivity. • Oversee performance management, talent reviews, succession planning, career frameworks and leadership pipeline development. • Guide organizational change, culture, engagement and transformation initiatives in line with Company priorities. • Ensure organization structures and position requirements are supported by sound business justification and approved governance. 6. Learning & Development • Establish the Company learning and development strategy based on current and future capability requirements. • Oversee leadership development, professional capability programs, mandatory learning and succession-related development plans. • Ensure learning investments are prioritized, measurable and aligned with business outcomes and workforce plans. • Promote a culture of continuous learning, knowledge transfer and internal capability building across the Company. • Monitor learning effectiveness, participation, capability improvement and budget utilization through the Learning & Development function 7. Compliance, Risk & Executive Reporting • Ensure Company HR frameworks and practices comply with applicable Saudi labor requirements, corporate policies and approved authorities. • Oversee HR risks, audit findings, corrective actions and policy exceptions, escalating material matters to executive leadership. • Sponsor reliable workforce analytics and executive dashboards to support evidence-based decisions. • Coordinate with Legal, Finance, Compliance, Internal Audit and other functions on people governance and risk matters. • Present HR strategy, workforce insights, functional performance, major risks and resource requirements to executive management and relevant governance committees. 8. External Stakeholder & Provider Management • Build effective relationships with relevant government entities, professional bodies and strategic partners. • Oversee major HR consultants, recruitment partners, training providers and HR technology vendors in line with procurement and contract governance. • Ensure external support delivers defined outcomes, value for money, confidentiality and compliance with Company requirements. Education: Bachelor's degree in Human Resources, Business Administration, Management or a related field. Master's degree or MBA is preferred. Professional certification such as CIPD, SHRM, SPHR or equivalent is preferred. Experience: 15 years of progressive Human Resources experience, including at least 5 years in a senior HR leadership role. Demonstrated experience leading multiple HR disciplines, advising executive management, establishing corporate HR governance, and operating within a Holding Company, Joint Venture, or multi-entity environment is preferred. 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Bachelor's degree in Human Resources, Business Administration, Management or a related field. Master's degree or MBA is preferred. Professional certification such as CIPD, SHRM, SPHR or equivalent is preferred. 15 years of progressive Human Resources experience, including at least 5 years in a senior HR leadership role. Demonstrated experience leading multiple HR disciplines, advising executive management, establishing corporate HR governance, and operating within a Holding Company, Joint Venture, or multi-entity environment is preferred.

1. HR Strategy & Governance: Develop and execute the HR strategy, annual priorities and roadmap in alignment with corporate objectives. Establish HR policies, governance frameworks, decision rights, delegated authorities and minimum standards for implementation across the Company. Advise executive leadership and subsidiary management on workforce priorities, organizational risks and strategic people decisions. Define HR KPIs, dashboards and reporting requirements, and monitor performance and compliance across the company. Ensure HR initiatives support business growth, operational readiness, leadership continuity and organizational sustainability. 2. Leadership of the HR Function: Hire, lead, coach and hold accountable the HR team reporting directly to the Head of HR. Align the HR functions through integrated plans, clear ownership, shared priorities and coordinated delivery. Approve functional plans, budgets, resources, policies and major initiatives within delegated authority. Build a high-performing HR leadership team with strong business partnership, governance discipline and professional capability. 3. Talent Acquisition & Workforce Planning: Provide strategic direction for workforce planning, talent acquisition, executive recruitment and critical-role resourcing. Ensure recruitment priorities are aligned with approved manpower plans, budgets, Saudization objectives and business requirements. Establish Company standards for requisition governance, selection quality, assessment, offers, mobilization and recruitment reporting. Promote internal mobility, succession pipelines and optimal deployment of talent before external hiring, where practical. Monitor vacancies, recruitment risks, workforce supply and key talent market trends through the Senior Manager, Talent Acquisition. 4. HR Operations & Employee Governance: Oversee the governance of employee lifecycle administration, including onboarding, contracts, employee records, transfers, promotions, leave, attendance, payroll inputs and offboarding. Ensure HR operations are accurate, timely, confidential and compliant with approved policies and applicable requirements. Establish appropriate controls for employee data, documentation, case management, records retention and service quality. Provide senior oversight for employee relations, grievances, disciplinary cases and sensitive workforce matters. Direct operational improvement, process standardization and HR technology enablement through the HR Operations. 5. Organization Development & Effectiveness: Lead the Company agenda for organization design, operating model effectiveness, job architecture, role clarity and workforce productivity. Oversee performance management, talent reviews, succession planning, career frameworks and leadership pipeline development. Guide organizational change, culture, engagement and transformation initiatives in line with Company priorities. Ensure organization structures and position requirements are supported by sound business justification and approved governance. 6. Learning & Development: Establish the Company learning and development strategy based on current and future capability requirements. Oversee leadership development, professional capability programs, mandatory learning and succession-related development plans. Ensure learning investments are prioritized, measurable and aligned with business outcomes and workforce plans. Promote a culture of continuous learning, knowledge transfer and internal capability building across the Company. Monitor learning effectiveness, participation, capability improvement and budget utilization through the Learning & Development function. 7. Compliance, Risk & Executive Reporting: Ensure Company HR frameworks and practices comply with applicable Saudi labor requirements, corporate policies and approved authorities. Oversee HR risks, audit findings, corrective actions and policy exceptions, escalating material matters to executive leadership. Sponsor reliable workforce analytics and executive dashboards to support evidence-based decisions. Coordinate with Legal, Finance, Compliance, Internal Audit and other functions on people governance and risk matters. Present HR strategy, workforce insights, functional performance, major risks and resource requirements to executive management and relevant governance committees. 8. External Stakeholder & Provider Management: Build effective relationships with relevant government entities, professional bodies and strategic partners. Oversee major HR consultants, recruitment partners, training providers and HR technology vendors in line with procurement and contract governance. Ensure external support delivers defined outcomes, value for money, confidentiality and compliance with Company requirements.