Job Purpose:
To lead and execute the talent acquisition strategy in alignment with the company's objectives, ensuring the attraction and hiring of high-quality talent, ensuring the attraction, selection, and onboarding of high-quality talent. The position also leads recruitment digitization initiatives, including ATS implementation, recruitment analytics, and AI-enabled sourcing, in compliance with local labor laws and regulations.
Key Roles & Responsibilities:
Talent Acquisition Strategy & Workforce Planning
- Develop and implement a comprehensive talent acquisition strategy aligned with business objectives and HR strategy.
- Translate workforce plans into structured recruitment roadmaps covering short- and long-term talent needs.
- Support succession planning by building internal and external talent pipelines for critical roles.
Recruitment Operations & Delivery
- Oversee the end-to-end recruitment lifecycle, including manpower planning, sourcing, screening, interviewing, selection, offer management, and onboarding.
- Ensure timely, cost-effective, and high-quality hiring outcomes across all business units.
- Standardize recruitment policies, procedures, and competency-based assessment tools.
Interview& Evaluation Process Management
- Oversee interviews and assessments to ensure the selection of the best-fit candidates.
Talent Sourcing
- Strengthen the employer brand through digital platforms, social media, job portals, career fairs, and professional networks.
- Build strategic partnerships with universities, recruitment agencies, and local talent development programs (e.g., Tamheer, Cooperative Training, Graduate Programs).
- Introduce innovative sourcing strategies, including passive talent mapping and digital outreach.
Recruitment Technology, ATS & AI Enablement
- Lead the selection, implementation, and integration of a new Applicant Tracking System (ATS) aligned with business and compliance requirements.
- Drive the adoption of AI-enabled recruitment tools, including CV screening, candidate matching, chatbots, and predictive analytics.
- Ensure seamless integration between the ATS and HRIS, payroll, and onboarding systems.
- Manage data migration, system testing, user training, and post-implementation optimization.
Recruitment Dashboards, Analytics & Reporting
- Design and implement real-time recruitment dashboards for senior management and HR leadership.
- Track and analyze recruitment metrics such as time to fill, quality of hire, source effectiveness, cost per hire, and Saudization progress.
- Provide actionable insights through data analytics to improve hiring decisions and workforce planning.
- Establish governance and data accuracy standards for recruitment reporting.
Saudization & Regulatory Compliance
- Ensure recruitment strategies support Saudization (Nitaqat) objectives and national talent development initiatives.
- Ensure full compliance with Saudi Labor Law, MHRSD, GOSI, and internal HR policies.
- Maintain audit-ready recruitment documentation and accurate system records.
Stakeholder & Business Partnership
- Partner with senior leadership and hiring managers to understand talent requirements and advise on market trends and hiring strategies.
- Maintain high levels of hiring manager satisfaction through effective service delivery and communication.
Leadership & Team Management
- Lead, coach, and develop the recruitment team to drive high performance and continuous improvement.
- Set clear performance objectives, track KPIs, and conduct regular performance evaluations.
- Promote a customer-centric recruitment function that supports business needs.
Qualifications & Requirements:
- Bachelor's degree in human resources, Business Administration, or a related field.
- Minimum of 710 years of experience in talent acquisition, with proven leadership experience.
- Proven experience in ATS implementation, recruitment digitization, and AI-enabled hiring tools.
- Strong understanding of the Saudi labor market, Saudization requirements, and employment regulations.
- Hands-on experience with ATS, HRIS, recruitment dashboards, and data analytics tools.
- Native Arabic Speaker is required; English proficiency is a strong advantage.
- Core Competencies:
- Strategic workforce and recruitment planning
- Recruitment technology and digital transformation
- Data analytics and dashboard design
- Leadership and change management
- Stakeholder partnership and influence
- Employer branding and talent attraction
Key Performance Indicators (KPIs):
- Time to Fill
- Quality of Hire
- New hire retention rate
- Hiring manager satisfaction
- Achievement of annual recruitment plan
