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Job Purpose

Lead the organization’s talent acquisition and talent management strategy, with primary accountability for workforce planning, executive and critical hiring, recruitment governance, employer branding, and talent pipelines. Ensure the organization attracts, selects, and retains high-calibre talent aligned with its current and future business requirements.

Key Responsibilities:

Talent Acquisition Strategy

• Develop and implement the Group’s talent acquisition strategy in alignment with its business plans, workforce requirements, and Saudization objectives.
• Translate approved workforce plans into annual recruitment priorities and sourcing strategies.
• Establish consistent recruitment standards, governance, policies, and service-level agreements across the organization.
• Advise executive leadership on talent availability, market trends, recruitment risks, and critical capability gaps.
• Develop targeted hiring strategies for executive, leadership, specialist, and critical positions.
• Drive continuous improvement and digitalization of recruitment processes and systems.

Workforce Planning and Recruitment Delivery

• Partner with business and HR leaders to forecast workforce demand and identify current and future talent requirements.
• Oversee the end-to-end recruitment cycle, including requisition approval, sourcing, assessment, selection, offers, pre-employment checks, and onboarding handover.
• Lead executive search and recruitment for senior, critical, and confidential appointments.
• Monitor recruitment plans and ensure vacancies are filled within approved timelines and budgets.
• Ensure job requirements, selection criteria, and candidate profiles are clearly defined before sourcing begins.
• Resolve recruitment bottlenecks and escalate delays or risks affecting business continuity.

Employer Branding and Candidate Experience

• Develop and implement the employer-branding strategy and employee value proposition in collaboration with relevant stakeholders.
• Strengthen the organization’s presence across LinkedIn, career fairs, universities, professional platforms, and industry events.
• Establish candidate-experience standards and monitor candidate feedback.
• Promote the organization as an employer of choice for Saudi and international talent.

Talent Management and Succession Support

• Support talent reviews and succession planning for leadership and critical positions.
• Align external recruitment pipelines with identified succession and capability gaps.
• Partner with Organizational Development and Learning and Development to assess the readiness of internal successors.
• Support the identification and development of high-potential employees.
• Develop career pathways and internal-mobility mechanisms that reduce unnecessary external hiring.
• Monitor the retention and performance of key hires during their first year.

Recruitment Governance and Compliance

• Develop and maintain talent acquisition policies, procedures, templates, and governance standards.
• Ensure compliance with Saudi labour regulations, Saudization requirements, data privacy standards, and internal policies.
• Establish clear responsibilities between Group HR, subsidiary HR teams, hiring managers, and approval authorities.

Team and Vendor Management

• Lead, coach, and develop the Talent Management team.
• Manage the Talent Management budget and ensure effective use of resources.
• Select and manage executive-search firms, recruitment agencies, assessment providers, and recruitment technology partners.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related discipline.
• Master’s degree in Human Resources, Business Administration, or a related field is preferred.
• Professional certification such as CIPD, SHRM-SCP, SPHR, or an equivalent qualification is preferred.

Experience

• Minimum of 12 years of progressive HR experience, primarily in talent Managemnt and recruitment.
• At least 5 years of experience in a senior talent acquisition leadership position.
• Proven experience managing executive, leadership, specialist, and high-volume recruitment.
• Strong experience in workforce planning, sourcing strategy, structured assessment, offer management, and recruitment analytics.
• Experience working with executive leadership and senior stakeholders.