وظيفة رئيس الموارد البشرية شاغرة لدى Confidentiel في الشرقية الظهران

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.