Job description

KEY RESPONSIBILITIES

Consulting Engagement Oversight

•      Serve as SATCO's primary point of contact with the external consulting firm throughout the engagement

•      Evaluate consulting deliverables for quality, practical implementability, and alignment with SATCO's operational reality

•      Challenge consulting recommendations where they do not account for KSA regulatory requirements, divisional complexity, or organizational readiness

•      Ensure knowledge transfer from the consulting team to SATCO's internal HR function

Implementation & Change Management

•      Develop and execute the implementation roadmap for all 8 workstreams post-consulting engagement

•      Lead organizational change management to drive adoption across SATCO's business divisions (construction, aviation, facility management, and infrastructure)

•      Manage stakeholder resistance, build coalition support, and secure executive sponsorship for transformation initiatives

•      Design and deliver communication and training programs to support adoption at all organizational levels

•      Establish governance structures, implementation milestones, and progress reporting for the Managing Partner and senior leadership

Regulatory Compliance & KSA Alignment

•      Ensure all implemented frameworks comply with Saudi Labor Law, GOSI regulations, Saudization/Nitaqat requirements, and relevant Ministry of Human Resources directives

•      Adapt consulting deliverables to reflect KSA-specific regulatory requirements where the consulting firm's frameworks are based on international standards

•      Stay current with regulatory changes and advise on implications for SATCO's HR architecture

Sustainability & Continuous Improvement

•      Build internal capability within SATCO's HR team to own and operate the new frameworks independently

•      Establish metrics and monitoring mechanisms to measure adoption, effectiveness, and ROI of each workstream

•      Identify and address implementation gaps, process breakdowns, and areas requiring recalibration

•      Develop a long-term HR strategy roadmap that builds on the transformation outcomes

4. CANDIDATE REQUIREMENTS

Essential Qualifications

•      Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field

•      Professional HR certification (CIPD, SHRM-SCP, or equivalent) at senior level

•      Minimum 15 years of progressive HR experience, with at least 5 years at HR Director level or above in a large, complex organization (1,000+ employees)

Essential Experience

•      Recent KSA operational experience (within the last 3 years) with demonstrated knowledge of current Saudi Labor Law, GOSI, Saudization/Nitaqat requirements, and Ministry of Human Resources regulations. This is non-negotiable.

•      Proven track record of leading or implementing at least 4 of the 8 transformation workstreams listed above, particularly Total Rewards (mandatory) and Job Architecture/Grading

•      Direct experience managing or overseeing external consulting engagements in HR transformation, including evaluating deliverables and driving post-engagement adoption

•      Multi-division or multi-entity HR transformation experience, where frameworks were harmonized across fundamentally different business units operating under a single corporate umbrella

•      Experience implementing HR frameworks at enterprise scale (not just supporting or participating in cycles designed by others)

•      Demonstrated ability to operate at executive/C-suite level, with credibility to influence senior leadership and drive adoption across resistant divisions

Desirable Experience

•      Experience in construction, engineering, aviation, or facility management sectors

•      Familiarity with Hay/Korn Ferry, Mercer, or other established job evaluation methodologies

•      Experience with leadership assessment tools and 360-degree feedback instruments

•      Background in GCC markets beyond KSA (UAE, Qatar, Oman, Bahrain)

•      Prior experience at a major HR consulting firm (Big 4, Korn Ferry, Mercer, Willis Towers Watson, Aon) is a significant advantage for consulting oversight

•      Arabic language proficiency (advantageous but not required)

Competencies

•      Change leadership: ability to drive organizational adoption of new frameworks against institutional resistance, not just design change management plans

•      Technical HR depth: sufficient expertise to evaluate whether a consulting deliverable is practically implementable, not just theoretically sound

•      Stakeholder authority: commands respect at C-suite level through track record and presence, not just functional expertise

•      Program governance: structures complex, multi-workstream implementation programs with clear milestones, dependencies, and accountability

•      Consulting management: knows how consultants work, where they add value, and where their deliverables need to be challenged or adapted

•      Cultural intelligence: navigates Saudi Arabia's business culture, regulatory environment, and workforce dynamics with confidence

5. IMPORTANT CLARIFICATIONS FOR RECRUITERS

To ensure alignment between candidate profiles and role requirements, please note the following:

THIS ROLE IS

THIS ROLE IS NOT

An implementation and change leadership position — driving adoption of consultant-designed frameworks

A framework design role — the consulting firm handles assessment, benchmarking, and framework design

A senior strategic role requiring executive-level authority and organizational influence

An HR Business Partner or HR Manager role that supports and advises business leaders on operational HR

A transformation director position requiring deep technical knowledge across multiple HR disciplines

A generalist HR role where broad but shallow experience across HR operations is sufficient

A role requiring current, hands-on KSA regulatory experience (post-2021 labor reforms)

A role where historical or adjacent GCC experience (e.g., Qatar or UAE only) is sufficient

A role requiring experience managing consulting engagements and evaluating deliverables

A role where the candidate simply implements instructions from the consulting firm without critical evaluation

Candidates who are primarily HR Business Partners, HR Managers for small operations (under 500 employees), or HR generalists without demonstrated technical depth in the transformation workstreams are unlikely to meet the requirements of this role. We are seeking candidates who have designed and implemented HR frameworks at enterprise scale, not candidates who have participated in or supported processes designed by others.

Skills

1. PURPOSE OF THE ROLE

SATCO is undertaking a comprehensive HR Transformation program across 8 workstreams, delivered by an external consulting firm. The HR Change Director will own the post-engagement implementation: ensuring all consulting deliverables are adopted, embedded, and sustained across SATCO's business divisions.

This is not a framework design role. The consulting partner will assess current state, benchmark, and design the target frameworks. The HR Change Director's mandate begins where the consulting engagement ends. The successful candidate will receive the consulting deliverables, evaluate their practical implementability, drive organizational adoption, manage resistance, and ensure long-term sustainability of the new HR architecture.

The role requires a senior HR leader who combines deep technical understanding of the transformation workstreams with the organizational authority and change leadership capability to drive adoption across a diversified conglomerate operating in Saudi Arabia's regulatory environment.

2. TRANSFORMATION SCOPE

The HR Transformation program comprises 8 workstreams. The HR Change Director must have sufficient technical depth in each area to evaluate consulting deliverables, identify practical implementation challenges, and drive adoption:

#

Workstream

Scope

1

Job Architecture & Grading

Enterprise-wide job evaluation framework, job families, grading structure, and role leveling across all divisions

2

Succession Planning

Succession planning framework, high-potential identification, leadership pipeline development, and bench-strength analytics

3

HR Policies Review

Comprehensive review and alignment of HR policies with Saudi Labor Law, GOSI regulations, Saudization requirements, and corporate governance standards

4

Total Rewards (Mandatory)

Total compensation framework including base salary structures, market benchmarking, benefits architecture, and pay equity analysis

5

Organization Health Check

Organizational effectiveness diagnostic, structural optimization, spans and layers analysis, and culture assessment

6

Senior Leadership Assessments

Assessment of 25 senior leaders across 3 tiers using validated assessment tools, 360-degree feedback, and competency-based evaluation

7

KPI Scorecards

Development of KPI scorecard libraries for 250+ roles, cascading from corporate strategy to individual performance measures

8

Bonus & Merit Framework

Merit increase matrices, bonus pool allocation methodology, variable pay-for-performance frameworks, and short/long-term incentive design