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Talent Strategy:
Design, implement, and continuously enhance a comprehensive talent management strategy tailored to the pharmaceutical industry, ensuring full alignment with HR and overall business objectives.
Workforce Planning:
Lead workforce planning initiatives to proactively anticipate organizational needs and manage talent pipelines, with particular emphasis on achieving nationalization goals and regulatory requirements.
Talent Acquisition:
Oversee end-to-end talent acquisition across all departments and career levels, focusing on delivering an exceptional candidate experience. Ensure full implementation of current government recruitment mandates and best practices.
Employer Branding:
Develop and promote a compelling employer value proposition strategy to attract top Saudi nationals and expatriate talent, while ensuring strict compliance with local labor laws.
University Relations & Early Talent Pipelines:
Establish and manage strategic partnerships with leading Saudi universities and institutes. Champion internship and cooperative (Co-op) programs, graduate trainee programs, and Tamheer initiatives to cultivate an early-career Saudi talent pipeline that supports the company’s long-term talent needs.
Digitalization:
Lead the digital transformation of talent acquisition processes and platforms to improve efficiency, enable data-driven decision-making, and increase candidate engagement.
Diversity, Equity, & Inclusion (DEI):
Integrate DEI initiatives into the overall talent strategy, with a strong emphasis on gender diversity, expanding opportunities for women, and advancing nationalization objectives.
Talent Analytics & Reporting:
Leverage advanced HR analytics to monitor key talent metrics—such as attrition, internal mobility, and nationalization rates—and provide evidence-based decision support to local and global/regional HR leaders.
Compliance & Risk Management:
Ensure all talent management practices are fully compliant with Saudi labor law, nationalization requirements, and internal company policies. Proactively identify and mitigate risks related to workforce planning and talent pipelines.
Stakeholder Management:
Serve as a strategic partner to business leaders, government stakeholders (e.g., MHRSD, HRDF, MOH), and external partners to advance the company’s talent agenda and support local policy initiatives.
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Essential Capabilities:
- Bachelor’s degree in Human Resources, Business Administration, or a related field; a Master’s degree or professional HR certification is preferred.
- Ideally minimum of 10 years’ HR experience, with at least 5 years in a talent management/acquisition or HR business partner/Generalist role within Saudi Arabia, ideally within multinational companies in the pharma, healthcare, FMCG, or related industries.
- Demonstrated knowledge of Saudi labor law, national recruitment mandates, and regulatory trends.
- Proven track record in partnering with Saudi universities and successfully launching early talent programs.
- Experience in designing and implementing succession planning and talent community strategies.
- Effective at building relationships with diverse stakeholder groups, including regulators, industry bodies, and executive leadership.
- Fluent in both Arabic and English, with outstanding interpersonal, negotiation, and communication skills.
- Strong proficiency in project management, data analytics, and digital HR systems.
- Saudi National.
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