HR Manager

As the HR Manager, you will be responsible for the full HR function in Saudi Arabia, overseeing both day-to-day operations and long-term people strategy, ensuring legal compliance, building a high-performance culture, and partnering with business leaders to attract, develop, and retain top talent.

Key Responsibilities:

HR Operations & Governmental Compliance

• Ensure full compliance with Saudi Labor Law, GOSI, Nitaqat, and other regulatory frameworks.
• Manage all HR dealings with government platforms (Muqeem, Qiwa, Mudad, GOSI, etc.).
• Keep all employee files and contracts compliant with audit and regulatory standards.
• Handle visa and residency matters, Iqama renewals, and other legal documentation.
• Drive audits, mitigate risks, and implement corrective actions where gaps are identified.

Budgeting & Cost Management

• Lead the development and control of the HR annual budget for the Saudi operation.
• Monitor expenditures related to recruitment, training, compensation, and engagement programs.
• Propose cost optimization opportunities while ensuring alignment with business growth.
• Provide regular budget vs. actual reports to leadership and finance teams.

Talent Management

• Design and implement talent strategies for attraction, retention, and succession.
• Lead workforce planning, organizational design, and career development strategies.
• Support leadership in defining critical roles and managing internal mobility pipelines.

• Oversee end-to-end recruitment activities across all functions and levels.
• Lead employer branding efforts and improve candidate experience.

• Conduct training needs assessments and manage L&D programs to upskill employees.
• Facilitate onboarding, soft skills, compliance, and technical training.
• Monitor learning effectiveness and track individual development plans.
• Identify and track high-potential employees for critical roles.
• Lead structured talent review processes and maintain succession readiness plans.
• Align development opportunities with future organizational needs.

Performance Management

• Lead the full performance cycle: goal setting, evaluations, feedback, and development planning.
• Support managers in performance coaching, documentation, and performance improvement plans.
• Integrate performance outcomes with reward, recognition, and promotion decisions.

Internal Communication & Engagement

• Foster transparent, two-way communication within the organization.
• Roll out employee engagement initiatives, culture surveys, and feedback sessions.
• Promote a positive and inclusive workplace aligned with company values.

• Lead or support HR transformation projects, policy rollouts, and change initiatives.
• Address and resolve employee relations matters with fairness, confidentiality, and integrity.