Director of People & Culture

Overview

Key Accountabilities

• **Strategy & Business Partnership**
• + Translate Rewaa’s business strategy into a multi-year people plan covering workforce planning, organizational design, talent strategy, and culture
• + Act as a trusted advisor and thought partner to the CEO, COO, and the C-suite on organizational effectiveness, succession, and strategic workforce decisions
• + Lead organizational design and re-organizations as we scale from :300 to multi-hundred headcount
• + Own the headcount plan and people P&L in close partnership with Finance
• **Talent Acquisition & Employer Brand**
• + Lead the Talent Acquisition function to deliver against aggressive hiring plans across engineering, product, commercial, and operations
• + Build and scale Rewaa’s employer brand as an employer of choice for top Saudi and regional tech talent
• + Design sourcing strategies across referrals, technical hiring channels, university partnerships, and Saudi government talent programs (Tamheer, Hadaf, NTDP, Tamkeen)
• + Own offer strategy, candidate experience, and the key TA metrics: time-to-hire, quality-of-hire, offer acceptance, and source-of-hire mix
• **Performance, Total Rewards & Recognition**
• + Design and maintain a compensation philosophy and salary bands benchmarked to the Saudi tech market
• + Administer the Employee Stock Option Plan (ESOP) end-to-end in coordination with Finance & Legal (Carta)
• **Learning, Development & Career**
• + Build career frameworks and competency models across functions (engineering ladder, IC vs. management tracks, commercial career paths)
• + Own management capability development: hire-to-manager onboarding, new-manager training, and leadership development for senior managers
• + Identify and deploy high-leverage L&D investments, including government-subsidized AI and tech upskilling programs (NTDP and similar)
• **Culture, Engagement & Employee Experience**
• + Define, operationalize, and protect Rewaa’s values, behaviors, and rituals as the company scales
• + Own employee engagement: surveys, action planning, ENPS, and pulse mechanisms; translate insight into executive action
• + Lead the internal communications cadence in partnership with the executive team (all-hands, town halls, leadership updates)
• + Curate the in-office experience, offsites, and community-building moments
• **People Operations, Payroll & Vendor Management**
• + Oversee end-to-end employee lifecycle administration: contracts, onboarding, leaves, transfers, terminations, and End-of-Service Benefits (EOSB)
• + Partner with Finance to ensure flawless monthly payroll, GOSI reconciliation, and headcount forecasting
• + Manage medical insurance brokerage, benefits providers, and all people-related vendors
• + Own actuarial audits, EOSB provisioning, and people-cost reporting to the executive team and the Board
• **Compliance, Saudization & Government Platforms**
• + Ensure 100% compliance with Saudi Labor Law and proactively adapt policies to regulatory shifts
• + Oversee administration of Qiwa, GOSI, HRSD, Mudad, Muqeem, Absher Business, and any newly mandated platforms
• + Manage labor disputes and complex employee relations cases in coordination with internal and external legal counsel
• **HR Technology, Data & Analytics**
• + Own the HR tech stack (HRMS, ATS, performance, and payroll) and ensure it scales with the business
• + Build a people analytics function delivering a monthly People Dashboard (turnover, regrettable attrition, ENPS, time-to-hire, cost-per-hire, span of control, diversity metrics)
• + Drive automation across people processes in line with Rewaa’s AI-first operating posture

Requirements and Qualifications

• **Required:**
• + **Nationality:**
• Saudi national (mandatory)
• + **Languages:**
• Full professional fluency in Arabic and English
• + **Experience:**
• 7+ years of progressive HR / People experience, with at least 3 years leading a full people function (not only operations)
• + **Generalist Breadth:**
• Demonstrated personal ownership across the full HR cycle (Talent Acquisition, Performance, Rewards, L&D, Operations, and Culture) not only one or two pillars
• + **Saudi Regulatory Mastery:**
• Deep, current expertise in Saudi Labor Law, Nitaqat / Saudization, GOSI, and the full suite of government platforms (Qiwa, GOSI, HRSD, Mudad, Muqeem, Absher Business)
• + **Saudi Talent Programs:**
• Hands-on experience with Tamheer, Hadaf, HRDF, NTDP, and Tamkeen
• **Highly Preferred:**
• + **Sector Experience:**
• B2B SaaS, technology, or high-growth digital scale-up environments (Series B+, 200-1,000 employees)
• + **Cross-Border Teams:**

Experience

Hands-on with Oracle Fusion

Leadership Competencies

• Executive presence: can hold the room with founders, board members
• Bias to action: moves fast while maintaining governance and quality
• Coaching mindset: invests in managers and develops people deliberately
• Commercial fluency: understands the SaaS P&L and how people's decisions affect unit economics
• Cultural sensitivity: can lead a Saudi-rooted company with global ambitions
• Builder’s orientation: comfortable building systems from scratch as well as optimizing what exists

Compensation & Benefits

• Competitive base salary benchmarked to the Saudi tech market
• Meaningful Employee Stock Option Plan (ESOP) participation, you own a piece of what you help build
• 21 working-days annual leave (in line with policy)
• Premium medical insurance for the employee and dependents
• Continued learning and professional development budget
• A front-row seat at one of Saudi Arabia’s most exciting SaaS scale-ups
• **Alert for Candidates
• Please be aware that Rewaa and its subsidiaries do not conduct interviews via email or text and will never request payment as a condition for applying for a position or receiving a job offer.
• To ensure your safety, apply only through Rewaa’s official channels and avoid sharing personal information (name, address, birthdate, ID number, etc.) with unsolicited contacts.
• If you encounter anything suspicious, please let us know so we can assist you.
• **تنبية للمتقدمين
• تؤكد شركة رِواء وشركاتها التابعة على أنها لا تجري أي مقابلات عمل عبر البريد الإلكتروني أو الرسائل النصية، ولن تطلب أي مبالغ مادية كشرط للتقديم أو لتلقي عرض عمل على أي وظيفة. التقديم على وظائف شركة رواء يتم فقط عبر القنوات الرسمية للشركة، ونحذر من مشاركة معلوماتك الشخصية (مثل الاسم، العنوان، تاريخ الميلاد، والهوية الوطنية، وغيرها) مع أي طرف خارجي.
• **Notice to External Recruiters and Staffing Agencies
• Rewaa does not accept unsolicited resumes from external recruiters or staffing agencies.
• Any submission of an unsolicited resume to our resume database, directly to Rewaa hiring managers, or by other means will be considered gratis, and no recruiting fee will be paid if an unsolicited candidate from a third-party recruiter is subsequently hired.
• Fees will be paid ONLY where an external recruiter has an executed service contract in place with Rewaa and resumes have been solicited by our Talent Acquisition team in connection with a specific job opening.
• **إشعار للمستقطبين الخارجيين ووكالات التوظيف
• تؤكد شركة رِواء أنها لا تقبل أي سيرة ذاتية من المستقطبين الخارجيين أو وكالات التوظيف إلا إذا كانت بموجب عقد مبرم وموقع بين الطرفين. أي سيرة ذاتية تُقدم إلى قاعدة بياناتنا، أو تُرسل مباشرةً إلى مسؤولي التوظيف في شركة رِواء، أو تُرسل عبر أي وسيلة أخرى دون عقد مسبق، ستُعتبر خدمة مجانية، ولن يتم دفع أي رسوم توظيف في حال تعيين المرشح. تُدفع الرسوم فقط إذا تم طلب السيرة الذاتية من قِبَل مسؤولي التوظيف لدى شركة رِواء بموجب العقد.
• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses.
• These tools assist our recruitment team but do not replace human judgment.
• Final hiring decisions are ultimately made by humans.
• If you would like more information about how your data is processed, please contact us.********