Manager Talent Management

Job purpose

Talent strategy and acquisition

• Develop talent strategies aligned with business goals and workforce requirements; identify talent risks and mitigation actions.
• Oversee recruitment strategies for critical, technical, leadership, and national roles and build pipelines through sourcing, employer branding, early-career programs, and partnerships.
• Lead succession planning, critical-role identification, readiness assessments, and actions to close succession gaps.
• Govern high-potential identification and leadership development pathways and programs.
• Contribute to the employer value proposition and targeted retention strategies.
• Establish talent analytics covering recruitment, succession, mobility, retention, and capability gaps.

Learning, talent operations, and mobility

• Own Learning & Development, setting priorities and overseeing leadership, technical, and functional programs, learning outcomes, budgets, governance, and compliance.
• Oversee recruitment processes, sourcing, assessments, interviews, selection, candidate experience, and demand planning.
• Manage outsourcing and overseas recruitment arrangements and oversee related visa and government-relations processes.
• Manage talent assessments, calibration, engagement activities, performance alignment, and capability-gap analysis using HR systems and AI-driven insights.
• Maintain succession plans, track successor and high-potential development, and monitor readiness and retention risks.
• Design career pathways and capability programs; support internal mobility, job rotations, and workforce optimization.

Saudization and governance

• Lead development programs and talent pipelines for Saudi nationals in support of Saudization objectives.
• Partner with HR Business Partners, Organizational Development, and HR Services; advise leaders on recruitment, succession, leadership development, and retention.
• Maintain talent data, dashboards, and reporting; ensure compliance with company policies, local labor laws, and global frameworks; improve processes continuously.

Qualifications and experience

• Bachelor’s degree in human resources, business administration, or a related field; a master’s degree is preferred.
• 10+ years of progressive HR experience in talent management, leadership development, or organizational development, including 5–7 years of people management experience.
• Operational-environment experience in ports and terminals, logistics, oil and gas, or manufacturing is highly preferred.
• CIPD, SHRM, Certified Job Evaluation, or HR analytics/workforce planning certifications are desirable; formal mentoring and coaching training is noted.
• Certification in Performance Management Framework and Job Evaluation.
• Strong expertise in KPI development, tracking, and performance measurement; knowledge of Saudi Labor Law and HR compliance.
• Experience or capability in organizational design, workforce planning, talent development, and employee relations.
• Strong stakeholder management, analytical, communication, facilitation, influencing, problem-solving, and conflict-management skills; attention to detail.
• Ability to manage mass recruitment and crowd management effectively.
• Strong spoken and written Arabic and English.