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 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.

Compensation & Benefits

Qualifications

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