Chief Human Resources Officer (CHRO)

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About TSG (Talent Search Group)

Being ranked in the top 25% of recruiter teams worldwide for the year (2023) is a significant accomplishment for Talent Search Group. It reflects our outstanding team dedication, expertise, and effectiveness in the field of Headhunting, Staffing, and Recruitment across different industries within and outside of the Saudi Market. In 2024, TSG will continuously thrive to achieve the 2030 Saudi vision through finding the right talented candidates across the globe.

This collaboration includes various complex entities, for example, but not limited to:

1. Ministries
2. Leading Funds
3. Governmental Companies
4. Commissions
5. Authorities
6. First class international institutions
7. Leading and international organizations

Additionally, at the beginning of 2024, Talent Search Group (TSG) officially signed and allocated several recruitment and hiring projects with the Saudi government and semi-governmental organizations (Key Projects; Mega and Giga) and leading world-class construction engineering, operating, and infrastructure consulting firms. We always focus on cultivating professional relationships, networking, and attention to detail, which has greatly contributed to our success.

Position Summary:

The Chief Human Resources Officer (CHRO) is a key executive responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of:

1. Succession planning
2. Talent management
3. Change management
4. Organizational and performance management
5. Training and development
6. Compensation

The CHRO provides strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors.

Key Responsibilities:

1. Strategic HR Leadership:
   1. Develop and implement HR strategies and initiatives aligned with the overall business strategy.
   2. Serve as a strategic partner to the CEO and the executive team, providing insights and recommendations on HR-related issues.
   3. Lead the organization's efforts in developing a high-performance culture, emphasizing employee engagement, productivity, and development.
2. Talent Management and Development:
   1. Oversee talent acquisition strategies to attract, develop, and retain top talent.
   2. Implement effective succession planning processes for key roles within the organization.
   3. Design and execute comprehensive training and development programs that enhance employee skills and prepare future leaders.
3. Organizational Development and Change Management:
   1. Lead organizational development initiatives that support the growth and scaling of the business.
   2. Drive change management efforts to align the workforce with the organization's strategic goals.
   3. Foster a culture of continuous improvement and innovation within the HR function.
4. Compensation and Benefits:
   1. Develop and manage competitive compensation and benefits programs to attract and retain top talent.
   2. Ensure compensation practices are aligned with the organization's financial objectives and market standards.
   3. Oversee performance management systems to ensure fair and consistent employee evaluations.
5. Employee Relations and Compliance:
   1. Provide leadership in developing a positive, inclusive workplace culture that promotes employee satisfaction and well-being.
   2. Ensure compliance with all legal and regulatory requirements related to HR practices.
   3. Handle complex employee relations issues, providing guidance and support to managers and employees.
6. Diversity, Equity, and Inclusion (DEI):
   1. Champion diversity, equity, and inclusion initiatives to create a workplace that values and leverages diverse perspectives.
   2. Develop and implement DEI strategies that align with the organization's mission and values.
   3. Monitor and report on DEI progress and impact across the organization.
7. HR Technology and Data Management:
   1. Oversee the implementation and maintenance of HR technology solutions to improve efficiency and data-driven decision-making.
   2. Ensure accurate and secure management of employee data and HR metrics.
   3. Utilize HR analytics to inform strategic decision-making and improve organizational performance.
8. Leadership and Team Development:
   1. Lead, mentor, and develop the HR team, ensuring the department's goals align with the organization's objectives.
   2. Foster a collaborative, high-performing HR team that delivers exceptional service to the organization.
   3. Promote professional growth and development opportunities for HR staff.

Qualifications:

1. Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
2. Minimum of 15 years of progressive HR experience, with at least 5 years in a senior leadership role.
3. Proven experience in strategic HR leadership, talent management, organizational development, and change management.
4. Strong understanding of compensation, benefits, and performance management practices.
5. In-depth knowledge of labor laws and HR best practices.
6. Excellent communication, leadership, and interpersonal skills.
7. Ability to influence and build relationships with executives and employees at all levels.
8. Experience in driving DEI initiatives within a corporate setting.
9. Proficiency in HR software and systems, with strong analytical and problem-solving skills.
10. Certification in HR (e.g., SHRM-SCP, SPHR) is a plus.