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.