Job Purpose The Head of HR Operations and Outsourced Affairs is responsible for leading and driving the organization's HR operational excellence, outsourced workforce management, localization (Saudization) strategy, HR compliance, governance, and HR systems initiatives. The role provides strategic leadership to ensure efficient HR operations, full compliance with labor laws and regulatory requirements, and effective management of outsourced workforce partners while supporting the organization's business objectives. The role serves as the primary owner of workforce governance, vendor and outsourced labor management, localization performance, HR audits, and HR operational projects. Working closely with senior leadership and cross-functional stakeholders, the Head of HR Operations and Outsourced Affairs develops and implements strategies that enhance operational efficiency, strengthen compliance, optimize workforce costs, improve employee experience, and support sustainable organizational growth through data-driven decision-making and continuous process improvement.

Main Job Responsibilities:

Outsourced Workforce Management

The first area focuses on the management of outsourced employees and labor supplied through external vendors. Responsibilities include:

• Managing the full lifecycle of outsourced workforce operations, from supplier onboarding and vendor management to workforce deployment.
• Ensuring compliance with labor regulations, company policies, contractual obligations, and vendor service agreements.
• Monitoring employee attendance, validating timesheets, and ensuring accurate workforce records.
• Reviewing and validating vendor invoices to ensure accuracy and alignment with approved manpower utilization.
• Confirming workforce allocation across project sites and operational locations.
• Tracking and analyzing labor costs by vendor and location to ensure cost efficiency and budget control.
• Maintaining all required government-related documentation, permits, licenses, and compliance requirements associated with outsourced labor.
• Developing and presenting strategic recommendations to increase the proportion of employees under direct company sponsorship, thereby reducing dependency on outsourced labor where appropriate.
• Building and maintaining strong relationships with manpower suppliers to ensure service quality, compliance, and operational continuity

Localization (Saudization) Management

The second area focuses on workforce localization and compliance with national employment requirements. Key responsibilities include:

• Remaining continuously updated on all regulations, policies, and legislative changes related to localization and Saudization requirements.
• Monitoring the organization's localization performance and identifying potential risks or compliance gaps.
• Developing and implementing localization strategies, initiatives, and action plans to achieve corporate and regulatory targets.
• Collaborating with recruitment, workforce planning, and business leaders to increase localization levels in a sustainable manner.
• Tracking localization metrics and preparing regular reports for management review.
• Ensuring effective execution of localization programs and monitoring their effectiveness against established objectives.

Localization (Saudization) Management

The third area involves overseeing HR compliance and audit readiness across all HR functions. Responsibilities include:

• Ensuring compliance with internal policies, labor laws, regulatory requirements, and corporate governance standards.
• Managing HR audits and supporting internal and external audit activities.
• Reviewing HR processes and transactions to ensure accuracy, consistency, and compliance.
• Maintaining the integrity and accuracy of HR data, systems, and employee records.
• Overseeing employment contract management, personnel file administration, and document retention practices.
• Monitoring and improving onboarding and offboarding processes to ensure compliance and operational effectiveness.
• Identifying compliance risks and implementing corrective and preventive actions.
• Preparing audit documentation, reports, and evidence required by management, auditors, and regulatory authorities.
• HR investigation and corrective actions, to be aligned with updated internal policies and procedures

HR Projects and Systems Management

The fourth area focuses on HR-related projects, process improvements, and system implementation initiatives. Responsibilities include:

• Leading and supporting HR projects aimed at improving operational efficiency and employee experience.
• Managing the implementation and optimization of HR systems, such as attendance and time-tracking systems.
• Ensuring accurate integration of attendance data with payroll processes.
• Generating and analyzing HR reports required for payroll processing, workforce planning, and management decision-making.
• Coordinating with internal stakeholders and external vendors to ensure successful project delivery.
• Identifying opportunities for automation, process enhancement, and continuous improvement within HR operations

Seniority and Leadership Expectations

This is a senior-level role that requires a high degree of professionalism, leadership, and business acumen. The successful candidate must demonstrate:

• Excellent communication, stakeholder management, and interpersonal skills.
• Strong presentation and reporting capabilities.
• The ability to prepare executive-level reports and presentations for senior management, audit committees, and compliance committees.
• Strong analytical and problem-solving skills, with the ability to translate complex HR data into actionable insights.
• The capability to manage multiple priorities while maintaining high standards of accuracy, compliance, and operational excellence.

Desired Candidate Profile

• Bachelor's degree in human resources, business administration, or a related field is required
• Certifications in HR (e.g., SHRM, CIPD, or labor law certifications) is preferred
• Strong knowledge of labor laws, HR policies, and compliance frameworks is required
• Strong leadership, problem-solving, and organizational skills is required
• Hands on experience in managing multiple HR functions efficiently, developing and implementing HR policies and procedures is required
• Proven ability to lead through influence, build organizational capability, and partner with business leaders is required
• Proven record of accomplishment of successfully managing vendor relationships and negotiating contracts is preferred
• Driving License is required
• Minimum 10 Years is required
• Arabic fluent is required
• English Fluent is required