Head of Human Resources - Holding Group

Head of Human Resources - Holding Group - Riyadh, Saudi Arabia

About Talent at

Talent at is a Saudi platform specialized in executive, professional, and technical talent acquisition and development. We connect exceptional talent with ambitious organizations to accelerate growth and support Vision 2030. Our focus is on enhancing the capabilities of organizations by providing them with the right talent. Located in Saudi Arabia, Talent at is committed to contributing to the nation's vision for a prosperous and sustainable future.

Role Overview

Our confidential client is seeking a Head of Human Resources in Riyadh to lead and deliver end-to-end HR programs across a multi-subsidiary holding structure translating group strategy into scalable policies, consistent standards, and measurable people outcomes, while ensuring strong governance, compliance, and employee experience across subsidiaries.

Key Responsibilities

You will own HR governance and core people programs across the group and enable effective subsidiary execution through standardization, coaching, SLAs, and periodic audits/health checks.

- HR Strategy & Governance: Build the annual HR roadmap; design and maintain the HR governance framework (policy hierarchy, approvals, exceptions, document control); standardize hire-to-retire processes; establish monthly/quarterly/annual HR operating rhythm.

- Talent Acquisition: Own hiring governance (intake, role scoping, selection standards, scorecards, offer controls); improve quality and speed through structured interviews and vendor SLAs; oversee onboarding standards; manage recruitment partners and performance.

- Performance & Talent Management: Lead the performance cycle (goals, reviews, calibration, documentation); run talent reviews and succession planning; standardize promotions/internal mobility/PIPs; coach managers on performance accountability.

- Learning & Development: Build group learning framework and annual calendar; run training needs analysis; manage training providers; track completion/effectiveness; maintain learning records and compliance alignment.

- Compensation & Benefits: Support compensation governance (job leveling inputs, equity checks, controlled exceptions); coordinate benefits with vendors/Finance; provide analytics for pay decisions; maintain C&B documentation and adherence.

- Employee Relations: Establish ER case management standards (intake investigation documentation outcomes escalation); manage grievances/disputes; coach managers on fair, consistent policy application; support engagement initiatives.

- HR Ops / HRIS / Payroll Coordination: Own HR operational excellence (lifecycle admin, employee files, templates, SLAs); coordinate payroll inputs/approvals/cutoffs with Finance/provider; lead HRIS adoption and workflows/access/reporting; ensure data governance and quality.

- Compliance & Risk: Maintain HR compliance readiness and internal audits; identify/mitigate people risks; maintain audit packs and evidence; ensure fair and consistent practices aligned to governance expectations.

- Change / M&A / Integration: Support restructures and rollouts with change plans/toolkits; lead HR harmonization for new subsidiaries/reorganizations; enable leaders with communications and manager guides.

Qualifications

- 15+ years HR experience, including 5 years in an HR managerial role leading a team and owning HR programs end-to-end.

- Proven exposure to multi-entity / holding / matrix environments.

- Strong labor law/compliance and HR governance capability, with disciplined documentation and risk control.

- Strong HR analytics and executive reporting capability (dashboards, trend analysis, reporting cadence).

- Proven capability in policy design/standardization and embedding adoption via SLAs, playbooks, and training.

- Leadership: coaching, accountability, stakeholder influence, calm judgment in sensitive employee matters.

Preferred / Nice-to-have

- Experience supporting change programs, transformation, or M&A/integration workstreams.

- HRIS implementation/optimization exposure (workflow design, access governance, reporting).

- Exposure to shared services or HR operating model redesign in a multi-entity environment.

- SHRM/CIPD (or equivalent), change management certification (or equivalent experience), people analytics or HRIS-related certification (or equivalent).

Success Metrics

- Group HR governance is established and consistently applied (policy hierarchy, approvals, exception handling).

- Core HR policies and SOPs are standardized and adopted across subsidiaries with evidence of compliance.

- Hiring performance improves (time-to-fill and quality-of-hire trends); onboarding is consistent and measurable.

- Performance cycle runs on time with improved manager accountability and calibrated decisions.

- ER case management is disciplined (faster resolution, better documentation, fewer repeat issues, clear escalation).

- HR operations are reliable (SLAs met, fewer payroll coordination errors, improved HRIS data quality).

- People analytics are trusted (consistent monthly dashboard with insights and action tracking).

- Change execution strengthens (policy/HRIS/structure initiatives roll out with toolkits, comms, sustained adoption).

Equal Opportunity Statement:

Talent at and our confidential client welcome applications from qualified candidates. Hiring decisions are made based on role requirements, skills, and experience.