Key responsibilities
Recruitment and hiring coordination
• Coordinate end-to-end recruitment for all hires including job posting, candidate sourcing, interview scheduling, reference checks, offer negotiation, and onboarding.
• Partner with hiring managers to define role requirements, scoping, and candidate evaluation criteria.
• Manage relationships with external recruiters and search firms for senior hires, particularly the director-level roles being added across operations, commercial, and brand divisions.
• Build a recruitment pipeline through active sourcing, professional networks, and Saudi luxury industry relationships.
• Manage candidate experience from initial outreach through onboarding to reflect brand quality
Onboarding and employee experience
• Design and operate onboarding programs that orient new hires to the brand, culture, and operational practices.
• Manage the first-90-days experience for all new hires including check-ins, training coordination, and integration support.
• Build a welcoming workplace culture appropriate to a heritage-led luxury brand, balancing professional standards with the warmth and craft sensibility of brands's identity.
• Conduct exit interviews and gather employee feedback to continuously improve workplace experience.
Compensation and benefits administration
• Operate the organization's compensation administration including monthly payroll processing in coordination with the Finance Director.
• Manage employee benefits including medical insurance, end-of-service gratuity calculations, allowances (housing, transport), and annual airfare programs.
• Maintain compensation records and ensure compliance with Saudi labor law requirements.
• Support compensation review and salary planning processes in coordination with the CEO and division leaders.
• Manage employee compensation communications and resolve compensation-related questions or issues
Employment compliance and Saudi labor law
• Ensure the organization's compliance with Saudi labor law including employment contract standards, working hours, leave entitlements, end-of-service obligations, and termination procedures.
• Maintain employment documentation including contracts, amendments, performance records, and disciplinary documentation.
• Stay current on changes to Saudi labor law and Ministry of Human Resources and Social Development requirements.
• Support legal counsel as needed on employment-related matters.
• Manage employee grievance processes and ensure fair, documented handling of workplace issues.
Saudization (Nitaqat) management
• Track and manage the organization’s Saudization ratio against Nitaqat program requirements.
• Develop hiring strategies that strengthen the organization’s Saudization standing while attracting the best talent available.
• Coordinate with division leaders on hiring decisions that affect Saudization compliance.
• Manage relationships with Saudi government employment programs and initiatives.
• Support Saudi national talent development, including mentorship programs and career development pathways.
Performance management
• Establish and operate performance management processes including goal-setting, performance reviews, and development planning.
• Coordinate annual review cycles in partnership with division leaders.
• Support managers in handling performance issues professionally and within Saudi labor law requirements.
• Build performance management culture that emphasizes growth and accountability without bureaucracy.
 Policy development and documentation
• Develop and maintain the organization’s HR policies including employee handbook, code of conduct, leave policies, and operational procedures.
• Document HR practices and ensure consistent application across the organization.
• Update policies as the organization grows and as Saudi regulatory environment evolves.
• Support policy implementation across all teams and divisions
Culture and team development
• Support the organization's organizational culture by reinforcing brand values, craft sensibility, and professional standards across all teams.
• Coordinate team events, cultural moments, and internal communications that build connection across a growing team.
• Identify training and development needs and coordinate appropriate programs.
• Support founder and senior leadership in shaping culture deliberately as headcount grows. HR systems and reporting
• Implement and operate HR information systems appropriate to organization’s scale.
• Maintain accurate HR data including employee records, organizational structure, compensation history, and compliance documentation.
• Provide HR reporting to the CEO including headcount, retention, recruitment metrics, Saudization status, and compensation trends.
• Continuously improve HR systems and processes as the organization scales

Required experience:
• 5-8 years of HR generalist experience at companies in Saudi Arabia, ideally including luxury, beauty, retail, or premium consumer goods.
• Direct experience operating across the full HR generalist scope: recruitment, onboarding, compensation administration, compliance, performance management, and policy.
• Strong working knowledge of Saudi labor law including employment contract requirements, Saudization, GOSI, end-of-service obligations, and termination procedures.
• Experience managing PRO services relationships and overseeing outsourced government administrative work.
• Comfort with both strategic HR thinking (culture, talent strategy) and hands-on operational execution (payroll, paperwork).
• Experience supporting hiring of senior leaders and managing recruitment for director-level roles. Preferred experience
• Background at a luxury, beauty, or premium consumer brand in Saudi Arabia or the Gulf region.
• Experience supporting a company through significant growth from small team to 30-50+ employees.
• Familiarity with Saudi luxury retail labor market and senior talent landscape.
• Experience implementing HR systems (payroll platforms, HRIS, applicant tracking) at growing companies.
• Bilingual capability with strong written and verbal communication in both Arabic and English.
• Prior experience supporting international expansion including UK or European employment compliance.