Specialist People Services

Roles and responsibilities

In this leadership role within our People and Culture function, you will need to have a true passion for innovation, process improvement and employee experience, to help us create and foster an engaging and motivational workspace.

We are looking for a strategic thinker with a hands-on approach to implement programs and processes. An analytical mindset will be key to leverage data and identify inefficiencies within HR operations, whilst continuously developing strategies for improvement. We are building a digitally native airline, and you will need to be equally tech-savvy, with an interest and experience in HR and other systems, particularly Oracle and HRIS.

This multi-dimension opportunity will also play a pivotal role in managing payroll, government relations, employee services and onboarding. Critically, you will mentor and guide your team working collaboratively with cross-functional teams, ensuring alignment and fostering a culture of growth and agility.
Strategic HR Leadership
HR Strategy Development: Collaborate with senior leadership to design and execute people strategies that align with the organization’s overall business goals, including talent management, workforce planning, and employee development.
Workforce Planning: Analyze current workforce needs and plan for future talent requirements, ensuring the organization attracts and retains top talent across all levels.
Change Management: Lead HR initiatives during organizational changes such as restructuring, mergers, or acquisitions, ensuring smooth transitions for employees and business continuity.
. Employee Lifecycle Management
Recruitment and Onboarding: Oversee the recruitment process to ensure the hiring of top talent, while developing efficient and inclusive onboarding processes that help new hires feel welcomed, supported, and productive.
Performance Management: Ensure the implementation of performance management processes that align employee goals with organizational objectives, including regular performance reviews, feedback, and professional development.
Employee Development and Training: Lead learning and development strategies, ensuring employees have access to necessary resources, skill-building opportunities, and career development programs.
Succession Planning: Design and manage succession planning initiatives, identifying key talent for future leadership roles within the organization.

Desired candidate profile

Degree qualified, you will demonstrate 10+ years in People Services, including at least 5 years in a leadership position. You will possess a strong track record of driving operational improvements, process optimisation, and efficiency. HR credentials such as SHRM or CIPD will be viewed favourably.

We welcome your application and would love to hear from you even more if you are a Saudi Arabian national.

This is your opportunity to shape the future of air travel. Bring your best and show us why you can own this position within Riyadh Air.

Please submit your application by clicking on the Apply button. Our Talent Acquisition team will be reviewing applications shortly.
Compensation, Benefits, and Recognition
Compensation Strategy: Develop and implement compensation strategies that ensure the organization remains competitive in the labor market, promoting pay equity and alignment with business needs.
Benefits Management: Oversee employee benefits programs (e.g., health, retirement, wellness programs) to ensure they meet the needs of the workforce while staying within budget.
Employee Recognition Programs: Establish and manage programs to recognize and reward employee contributions, fostering a culture of appreciation and motivation.
Employee Relations and Engagement
Employee Experience: Create an environment that promotes a positive employee experience, from recruitment to exit, ensuring employees are satisfied and engaged with their roles and the organization.
Conflict Resolution: Handle and resolve complex employee relations issues, including disputes, grievances, and workplace conflicts, ensuring fair and consistent application of policies.
Employee Engagement: Lead initiatives that promote employee engagement, including surveys, focus groups, and programs to boost morale, motivation, and retention.
Diversity, Equity, and Inclusion (DEI): Drive diversity and inclusion initiatives within the organization, fostering an inclusive and respectful workplace for all employees.