Chief Human Resources Officer

Job Summary

HR Strategy & Governance

• Develop the Group HR strategy aligned with business objectives, organizational priorities, workforce planning, and resource allocation by business line and site.
• Own the annual HR plan, calendar, and budget; align with Finance, Operations, and the Executive Committee.
• Set HR KPIs and report performance against them to the CEO and Board/Executive Committee.

Digital Transformation & ERP

• Act as the HR-side owner of the Group's ERP transformation program: data migration, process redesign, and system adoption.
• Ensure HR data integrity (headcount, payroll, performance, HRIS) as the single source of truth for workforce decisions.
• Lead automation of core HR transactions to reduce manual processing and improve employee experience.

Organizational Restructuring & Cost Efficiency

• Lead Group-wide restructuring initiatives that improve organizational agility and cost efficiency, with board-level accountability.
• Partner with Finance on headcount cost modeling, span-of-control optimization, and workforce cost efficiency programs.
• Own change management for restructuring initiatives, minimizing business disruption and attrition risk.

Organization Design

• Design and maintain the Group's org structure, roles, grading, career ladders, and reporting lines for a multi-entity, IPO-track holding company.
• Standardize job descriptions, job grading, and organizational governance across all MAO Group entities.
• Advise the CEO and Chairman on organizational implications of new business lines, acquisitions, or expansion.

Succession Planning & Talent Management

• Build and maintain succession plans for C-suite and other critical roles across the Group.
• Identify and develop high-potential talent through structured talent review and development programs.
• Reduce single-point-of-failure risk in critical technical and leadership positions.

Recruitment & Executive Search

• Own Group-wide recruitment strategy, including executive search for C-suite and senior leadership roles.
• Manage recruitment agency relationships and SLAs (sourcing, fees, guarantees) to ensure cost-effective, high-quality hiring.
• Build sourcing pipelines for hard-to-fill technical, engineering, and leadership roles across business lines.

Saudization, Career Development & Training

• Own Nitaqat/Saudization compliance and strategy across all Group entities, converting compliance into a talent pipeline advantage.
• Build structured career development paths that grow Saudi national talent into technical and leadership roles.
• Govern the Group's training and development programs, including any dedicated training institute.

Government & Regulatory Relations

• Act as the Group's senior representative to the Ministry of Human Resources and Social Development (MHRSD), GOSI, and other relevant authorities.
• Own the HR dimension of Local Content (LCGPA) compliance and government/ministry incentive programs.
• Ensure full compliance with Saudi labor law across all entities, managing labor relations and dispute resolution.

Compensation, Benefits & HR Operations

• Own Group-wide compensation structure, benchmarking, and benefits strategy, ensuring internal equity and market competitiveness.
• Oversee payroll accuracy and compliance across all entities and sites.
• Ensure consistent HR service delivery standards (onboarding, offboarding, employee relations) Group-wide.
• Provide a monthly HR dashboard to the CEO: headcount, attrition, Saudization ratio, recruitment pipeline, and budget vs. actual.
• Present a quarterly organizational health and workforce risk review to the Executive Committee with recommended actions.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field.
• CIPD, SHRM, or equivalent professional certification required.
• MBA or equivalent executive education is a strong advantage.
• 15+ years of progressive HR experience, including at least 5 years in a CHRO, VP HR, or equivalent C-suite/senior executive HR role.
• Proven track record in a Saudi industrial, construction, manufacturing, or large-scale holding group context, with direct exposure to Nitaqat/Saudization and Saudi labor law.
• Demonstrated experience leading HR through an ERP/digital transformation program, organizational restructuring, or IPO-readiness process.
• Board-level or senior executive governance exposure is a strong advantage.
• Established relationships with the Ministry of Human Resources and Social Development, GOSI, and other relevant Saudi government bodies.
• Fluent written and spoken Arabic and English.
• Based in Dammam, with travel across Group sites in the Kingdom and internationally.