Role Purpose
The Head of Shared Services is the hands-on leader accountable for NAMI’s Human Resources and Information Technology functions with potential to adding further scope as per the business needs. Reporting directly to the CEO, the role as it stands leads HR and IT while personally owning the broader human-capital agenda, including workforce planning, organization design, recruitment, performance management, talent development, succession, rewards, employee relations, culture and policy development. The role also ensures secure, reliable and business-aligned IT services and leads selected CEO-sponsored projects related to people, organization, strategy, technology and shared-services effectiveness. The position is accountable for the planning, budget, execution, controls and service performance.
Functional Leadership and Accountability
- Serve as NAMI’s senior functional owner for Human Resources and Information Technology, with overall accountability for the plans, budgets, policies, controls, service levels and results of both functions.
- Lead HR Operations and IT while personally executing HR responsibilities and high-priority work.
- Advise the CEO on workforce capability, organizational effectiveness, people risks, technology requirements and functional performance.
- Remain accountable for deliverables performed personally, by direct reports or through external service providers.
Human-Capital Planning and Organization Development
- Own the human-capital and workforce plan, including headcount, workforce costs, capability gaps, Saudization, critical roles and succession requirements.
- Lead organization design, job descriptions, grading recommendations and reporting-line reviews in accordance with the approved structure and authority framework.
- Prepare workforce and departmental budget requirements and provide the CEO with evidence-based recommendations on organizational capability and people priorities.
Talent Acquisition, Performance and Development
- Lead recruitment strategy and personally manage the selection of leadership and critical roles while overseeing recruitment, offers, onboarding and probation for all other approved vacancies.
- Own the company’s performance-management cycle, including objective setting, performance reviews, calibration and performance-improvement actions.
- Lead talent reviews, succession planning, employee development and the annual learning plan based on business priorities and capability gaps.
- Monitor recruitment effectiveness, quality of hire, employee retention and development outcomes and initiate corrective action where required.
Rewards, Policies and Employee Relations
- Lead compensation, benefits, salary reviews, promotions, incentives and market benchmarking within NAMI’s approved grading structure, budget and governance.
- Develop and maintain HR policies, procedures and delegated authorities in compliance with Saudi labour requirements.
- Personally manage sensitive employee-relations matters, investigations, grievances, disciplinary cases and terminations with appropriate confidentiality and documentation.
- Monitor engagement, turnover, absenteeism and employee concerns and lead appropriate corrective actions.
HR Operations Management
- Direct and hold the HR Operations employee accountable for contracts, employee records, onboarding and offboarding, payroll inputs, leave, benefits and government-platform transactions.
- Ensure HR transactions, employee data and personnel files are accurate, timely, confidential, compliant and properly authorized.
- Establish HR service standards, controls and performance reporting and review operational quality and outstanding actions regularly.
Information Technology Leadership
- Direct and hold the IT employee accountable for end-user support, infrastructure, access management, IT assets, system availability and vendor coordination.
- Own the IT roadmap and oversee cybersecurity, data protection, backup, recovery, business continuity, software licensing and system-access controls.
- Ensure technology projects, systems and external IT services meet operational requirements, agreed service levels and value-for-money expectations.
Planning, Budget and Performance Management
- Own the annual operating plans and budgets for HR and IT, including workforce costs, recruitment, training, benefits, systems, licenses, equipment and service providers.
- Set functional objectives, KPIs, service levels and workplans; monitor expenditure and performance and address material variances or service failures.
- Maintain appropriate policies, procedures, contracts, risk actions and management reports for both functions.
- Provide the CEO with concise reporting on HR and IT performance, budgets, risks, material issues and required decisions.
CEO-Sponsored Projects and Hands-On Execution
- Lead selected CEO-sponsored projects related to people, organization, culture, technology and shared-services effectiveness from planning through implementation.
- Establish clear scope, milestones, responsibilities, budgets, risks and success measures and escalate material issues or decisions promptly.
- Maintain a hands-on approach by personally delivering priority work while ensuring clear delegation and accountability for routine operational activities.
Education, Qualifications and Experience
Education: Bachelor’s degree in human resources, Business Administration, Management or a related field. A relevant postgraduate qualification is preferred. Professional HR certification such as SHRM, CIPD or equivalent is desirable.
Experience : Typically, 10–12 years of progressive HR and shared-services experience, including at least 3 years in a management role with broad responsibility across major HR disciplines. Demonstrated hands-on experience in workforce planning, talent acquisition, performance management, employee relations, rewards and HR operations is required. Experience supervising an IT service or technology-support function is preferred.
Qualifications: Strong command of Saudi labour requirements and government HR platforms.
Demonstrated ability to independently lead the full human-capital cycle in a lean organization.
Strong workforce-planning, people-analytics, budgeting and organizational-design capability.
Working knowledge of IT service management, cybersecurity governance and technology vendors.
Strong executive communication, judgment, confidentiality and stakeholder-management skills.
Experience in industrial, manufacturing, technology or growth-stage environments is preferred.
Nationality: Saudi
Languages:
