1. Job Purpose The Group OD & Total Reward Expert leads the design, benchmarking, and governance of the Group's organizational structures, job architecture, and total reward framework across all SRACO entities. The role ensures that organizational design and compensation & benefits practices are internally equitable, externally competitive, aligned with Saudi Labor Law and Saudization requirements, and structured to support the Group's diversification across Facilities Management, Construction, Engineering, Technology, Manufacturing, and Oil & Gas Services. The role acts as the Group's subject-matter authority on organizational effectiveness and reward strategy, partnering with Group HR leadership, entity General Managers, and Finance to translate business strategy into structures, grades, and pay practices that attract, motivate, and retain talent while controlling cost.
2. Key Responsibilities A. Organizational Development (OD) Lead Group-wide job architecture: define job families, career streams, and grading levels consistent across entities while preserving entity-specific operational realities. Design and maintain organizational structures (org charts, spans of control, reporting lines) for Group and subsidiary entities, ensuring alignment with business strategy and headcount budgets. Conduct organizational effectiveness reviews and diagnostics; recommend restructuring, delayering, or role consolidation where warranted. Lead or support change management for organizational transformations, mergers of entities, or new business line launches, including communication plans and stakeholder alignment. Partner with Workforce Planning / BD & Bidding teams so approved org structures and role profiles feed directly into manpower forecasting and tender pricing. Develop and maintain job descriptions and competency frameworks in coordination with entity HR teams, ensuring consistency in format, grading, and reporting lines. Design and monitor employee engagement, culture, and organizational health initiatives, feeding insights back into OD priorities. B. Total Reward (Compensation & Benefits) Own the Group's salary structure and grading framework, ensuring internal equity and alignment to the job architecture. Lead periodic salary benchmarking exercises across Saudi and GCC markets, by sector and job family, updating pay ranges and premium/discount positioning by entity. Design, cost, and govern annual salary review, bonus, and incentive schemes, ensuring alignment with performance management outcomes and budget approvals. Design and maintain benefits frameworks (allowances, end-of-service, medical, leave, relocation, mobilization) that comply with Saudi Labor Law and remain competitive within sector norms. Conduct job evaluation for new or contested roles, ensuring consistent application of grading methodology across entities. Ensure all reward practices are structured for full compliance with GOSI contribution rules, Wage Protection System (WPS) requirements, and Nitaqat/Saudization considerations, including appropriate treatment of Saudi vs. non-Saudi compensation components. Partner with Finance and Group HR on annual manpower cost budgeting, payroll cost modelling, and variance analysis. Monitor pay equity (including Saudi/non-Saudi and gender pay parity where applicable) and recommend corrective actions. Maintain the Group's master workforce pricing and salary scale references, ensuring updates flow consistently across entities without loss of historical job title data. C. Governance, Reporting & Stakeholder Management Prepare Group-level OD and Total Reward policies, guidelines, and standard operating procedures, ensuring version control and entity sign-off. Present benchmarking results, structure proposals, and reward recommendations to Group HR leadership and relevant governance committees. Act as the primary point of contact for entity HR teams and General Managers on organizational design and reward-related queries. Ensure documentation and audit-readiness of all OD and reward decisions in line with internal governance and external regulatory requirements.

3. Qualifications & Experience Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field; Master's degree preferred. Professional certification in Compensation & Benefits, Job Evaluation, or Organizational Development is highly desirable (e.g., CCP, GRP, Mercer/Korn Ferry/Hay job evaluation certification, SHRM/CIPD).8–12 years of progressive HR experience, with at least 4–5 years focused specifically on Organizational Development and/or Total Reward at a group, multi-entity, or multinational level. Demonstrated experience conducting salary benchmarking, job evaluation, and organizational design within the Saudi Arabian market. Prior exposure to multi-sector or diversified group structures (e.g., construction, engineering, facilities management, oil & gas, manufacturing) is strongly preferred. Working knowledge of Saudi Labor Law, GOSI, WPS, and Nitaqat regulations as they apply to compensation, benefits, and workforce structuring.