رِواء تعلن عن وظيفة مدير الموارد البشرية والثقافة في الرياض

Key Accountabilities

Strategy & Business Partnership
Translate Rewaa’s business strategy into a multi-year people plan covering workforce planning, organizational design, talent strategy, and culture.
Act as a trusted advisor and thought partner to the CEO, COO, and the C-suite on organizational effectiveness, succession, and strategic workforce decisions.
Lead organizational design and re-organizations as we scale from ~300 to multi-hundred headcount.
Own the headcount plan and people P&L in close partnership with Finance.
Talent Acquisition & Employer Brand 
 Lead the Talent Acquisition function to deliver against aggressive hiring plans across engineering, product, commercial, and operations.
Build and scale Rewaa’s employer brand as an employer of choice for top Saudi and regional tech talent.
Design sourcing strategies across referrals, technical hiring channels, university partnerships, and Saudi government talent programs (Tamheer, Hadaf, NTDP, Tamkeen).
 Own offer strategy, candidate experience, and the key TA metrics: time-to-hire, quality-of-hire, offer acceptance, and source-of-hire mix.
Performance, Total Rewards & Recognition
Design and maintain a compensation philosophy and salary bands benchmarked to the Saudi tech market.
Administer the Employee Stock Option Plan (ESOP) end-to-end in coordination with Finance & Legal (Carta).
Learning, Development & Career
Build career frameworks and competency models across functions (engineering ladder, IC vs. management tracks, commercial career paths).
Own management capability development: hire-to-manager onboarding, new-manager training, and leadership development for senior managers.
Identify and deploy high-leverage L&D investments, including government-subsidized AI and tech upskilling programs (NTDP and similar).
Culture, Engagement & Employee Experience 
Define, operationalize, and protect Rewaa’s values, behaviors, and rituals as the company scales.
Own employee engagement: surveys, action planning, ENPS, and pulse mechanisms; translate insight into executive action.
Lead the internal communications cadence in partnership with the executive team (all-hands, town halls, leadership updates).
Curate the in-office experience, offsites, and community-building moments.
People Operations, Payroll & Vendor Management 
Oversee end-to-end employee lifecycle administration: contracts, onboarding, leaves, transfers, terminations, and End-of-Service Benefits (EOSB).
Partner with Finance to ensure flawless monthly payroll, GOSI reconciliation, and headcount forecasting.
Manage medical insurance brokerage, benefits providers, and all people-related vendors.
Own actuarial audits, EOSB provisioning, and people-cost reporting to the executive team and the Board.
Compliance, Saudization & Government Platforms
Ensure 100% compliance with Saudi Labor Law and proactively adapt policies to regulatory shifts.
Oversee administration of Qiwa, GOSI, HRSD, Mudad, Muqeem, Absher Business, and any newly mandated platforms.
Manage labor disputes and complex employee relations cases in coordination with internal and external legal counsel.
HR Technology, Data & Analytics
Own the HR tech stack (HRMS, ATS, performance, and payroll) and ensure it scales with the business.
Build a people analytics function delivering a monthly People Dashboard (turnover, regrettable attrition, ENPS, time-to-hire, cost-per-hire, span of control, diversity metrics).
Drive automation across people processes in line with Rewaa’s AI-first operating posture.

Requirements and Qualifications

Required:
Nationality: Saudi national (mandatory).
Languages: Full professional fluency in Arabic and English.
Experience: 7+ years of progressive HR / People experience, with at least 3 years leading a full people function (not only operations).
Generalist Breadth: Demonstrated personal ownership across the full HR cycle (Talent Acquisition, Performance, Rewards, L&D, Operations, and Culture) not only one or two pillars.
Saudi Regulatory Mastery: Deep, current expertise in Saudi Labor Law, Nitaqat / Saudization, GOSI, and the full suite of government platforms (Qiwa, GOSI, HRSD, Mudad, Muqeem, Absher Business).
Saudi Talent Programs: Hands-on experience with Tamheer, Hadaf, HRDF, NTDP, and Tamkeen.
Highly Preferred:
Sector Experience: B2B SaaS, technology, or high-growth digital scale-up environments (Series B+, 200-1,000 employees).
Cross-Border Teams: Experience managing or partnering on remote / cross-border technical teams.
Certifications: SHRM-SCP, CIPD Level 7, SPHRi, or equivalent.
  HR Tech: Hands-on with Oracle Fusion
Compensation & Equity: Familiarity with ESOP administration (Carta or equivalent) and SaaS sales-incentive design.

Leadership Competencies

Executive presence: can hold the room with founders, board members.
Bias to action: moves fast while maintaining governance and quality.
Coaching mindset: invests in managers and develops people deliberately.
Commercial fluency: understands the SaaS P&L and how people's decisions affect unit economics.
Cultural sensitivity: can lead a Saudi-rooted company with global ambitions.
Builder’s orientation: comfortable building systems from scratch as well as optimizing what exists.

Compensation & Benefits

Competitive base salary benchmarked to the Saudi tech market.
Meaningful Employee Stock Option Plan (ESOP) participation, you own a piece of what you help build.
21 working-days annual leave (in line with policy).
Premium medical insurance for the employee and dependents.
Continued learning and professional development budget.
A front-row seat at one of Saudi Arabia’s most exciting SaaS scale-ups.