Human Capital Governance Lead

Saudi

Job Title

HC Strategy & Governance Lead

Reporting Line

HC Strategy & Transformation Sr. Manager

Role Purpose

The HC Strategy & Governance Lead is accountable for shaping, governing, and institutionalizing the organization’s Human Capital strategy. The role integrates HC strategy, workforce planning and budgeting, organization design, governance frameworks, and leadership reporting into a single, coherent system that enables informed executive and NRC decision-making. The role acts as the strategic backbone of the HC function, ensuring rigor, clarity, and defensibility across all people-related decisions.

Key Accountabilities

HC Strategy Development & Strategic Alignment

• Lead the development, articulation, and periodic refresh of the Human Capital Strategy in alignment with corporate strategy, operating model, and long-term objectives.

• Translate business priorities into clear HC strategic pillars, initiatives, roadmaps, and measurable outcomes.

• Ensure end-to-end coherence across workforce planning, organization design, rewards, talent, and capability agendas.

• Advise executive leadership on the HC implications of strategic initiatives, transformations, and operating model changes.

Workforce Planning, Budgeting & HC Economics

• Lead enterprise-wide workforce planning aligned with business plans, productivity targets, and approved budgets.

• Own demand and supply forecasting, headcount planning, capability mix analysis, and scenario modeling.

• Partner with Finance to develop, validate, and govern people cost budgets, workforce assumptions, and multi-year forecasts.

• Ensure workforce and budget proposals are analytically robust, financially sustainable, and defensible at leadership and NRC levels.

• Monitor workforce and people cost performance against approved plans, identifying variances, risks, and corrective actions.

Organization Design & Operating Model

• Lead organization design initiatives aligned with strategy, operating model evolution, and scalability requirements.

• Govern structural changes, role design, spans and layers, and accountability clarity across functions.

• Ensure organization design decisions are supported by workforce data, cost impact analysis, and formal governance approvals.

• Establish and embed organization design principles and standards to ensure consistency and long-term sustainability.

Governance Framework, RACI & Decision Rights

• Design, maintain, and continuously enhance the HC governance framework, including decision rights, approval authorities, escalation paths, and controls.

• Develop and institutionalize RACI matrices across HC processes, programs, and initiatives to ensure clear accountability and ownership.

• Ensure alignment between HC governance, corporate governance requirements, NRC mandates, and internal control frameworks.

• Act as the custodian of HC governance documentation, ensuring version control, consistency, and audit readiness.

NRC, Board & Leadership Reporting

• Lead the preparation of NRC and Board submissions related to HC strategy, workforce planning, organization design, and people cost.

• Create high-quality, executive-level leadership reports, dashboards, and briefing materials that support informed decision-making.

• Ensure all HC proposals are evidence-based, numerically sound, clearly articulated, and aligned with governance standards.

• Support the CHCO in NRC and executive discussions, articulating trade-offs, risks, and strategic recommendations.

Strategic Portfolio & Execution Oversight

• Establish governance over HC strategic initiatives to ensure prioritization, sequencing, and disciplined execution.

• Track delivery of HC strategy, workforce plans, and organization design initiatives against approved milestones and outcomes.

• Identify interdependencies, execution risks, and mitigation actions, escalating where required.

• Drive continuous improvement in HC planning, governance, reporting, and decision-support practices.

Data, Insights & Strategic Intelligence

• Leverage people analytics, workforce data, and external benchmarks to inform HC strategy and governance decisions.

• Translate complex datasets into clear insights and actionable recommendations for leadership.

• Develop and maintain executive dashboards using Power BI to track workforce trends, cost performance, and strategic outcomes.

• Monitor emerging trends in workforce models, organization design, and HC governance practices.

Executive Communication & Presentation Excellence

• Create stellar, board-ready presentations with strong storytelling, logical flow, and decision focus.

• Demonstrate exceptional numerical rigor, ensuring accuracy, consistency, and credibility of all figures presented.

• Simplify complex HC, workforce, and financial data into compelling, visually clear narratives for senior stakeholders.

Key Interfaces

• Chief Human Capital Officer

• Executive Leadership Team

• Finance and Corporate Strategy

• NRC, Board Affairs, and Governance teams

• HC functional leaders

• External advisors and consulting partners

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, Strategy, Economics, or related field; Master’s degree preferred.

• 8–12 years of progressive experience in HC strategy, workforce planning, organization design, governance, or management consulting.

• Strong experience in workforce budgeting, people cost modeling, and HC financial governance.

• Demonstrated experience supporting NRC and board-level decision processes.

• Proven ability to produce executive-level presentations with strong analytical depth and clarity.

• Advanced proficiency in Power BI and strong capability in translating data into leadership-ready insights.

• Experience operating in complex, fast-growing, or transformation-driven environments.

Skills

ualifications & Experience