Director of Human Resources (Transformation & Organizational Development) – Riyadh, Saudi Arabia

Reference Number: BLR-LJ-DHR-01

Job Description:

To lead modernize and transform the Human Resources function into a strategic enabler of institutional excellence governance and sustainable development impact. The Director will provide visionary leadership across all human capital domains ensuring both operational excellence and strategic transformation aligned with the Bank’s mandate as a development institution operating in a dynamic and rapidly evolving environment.

Responsibilities:

Strategic HR Leadership & Institutional Alignment

• Develop and implement a comprehensive HR transformation and workforce strategy aligned with the Bank’s strategic plan and reform agenda.
• Lead workforce planning and prepare the annual Human Resources budget in line with approved policies and institutional priorities.
• Establish and monitor HR KPIs maturity indicators and dashboards and report outcomes to the President/Director General to support evidence-based decision-making.
• Ensure that HR initiatives directly contribute to institutional sustainability effectiveness and development impact.

Organizational Design & Job Architecture

• Lead the continuous development and optimization of the Bank’s organizational structure in coordination with relevant units to ensure agility and accountability.
• Oversee job architecture job analysis job descriptions job evaluation frameworks grading systems and competency models aligned with international best practices.
• Ensure structural alignment between strategy roles capabilities and performance expectations.

Workforce Planning Talent Acquisition & Succession

• Develop strategic workforce planning and talent forecasting models to meet evolving institutional needs.
• Oversee recruitment and selection processes ensuring transparency meritocracy diversity and alignment with competency-based standards.
• Lead succession planning frameworks leadership pipeline programs and career pathing systems to ensure long-term institutional continuity.
• Drive talent retention strategies focused on high performers and critical roles.

Performance Management & Capability Development

• Design and oversee a modern performance management system linked to institutional objectives accountability and measurable outcomes.
• Analyze performance results and implement targeted development interventions to improve efficiency productivity and organizational impact.
• Identify and periodically review institutional training and development needs.
• Prepare and execute the annual training and development plan and budget; evaluate effectiveness and ROI.
• Promote a culture of continuous learning and self-development across the institution.

Total Rewards Compensation & Benefits

• Lead the design review and governance of compensation salary structures benefits and incentive systems to ensure competitiveness internal equity and financial sustainability.
• Design and manage employee health insurance programs and ensure delivery of high1quality medical coverage for employees and eligible dependents.
• Ensure alignment between rewards performance outcomes institutional values and fiscal responsibility.

Employee Relations Engagement & Work Environment

• Foster a positive inclusive and high-performance culture grounded in fairness integrity and professionalism.
• Establish effective communication and engagement programs to enhance employee satisfaction and institutional commitment.
• Ensure fair and transparent grievance handling and conflict resolution mechanisms.
• Design and implement initiatives that enhance employee well-being engagement and workplace quality taking into account internal and external environmental factors.

HR Operations Governance & Compliance

• Oversee and ensure the effective management of all HR operations across the employee lifecycle in compliance with Board-approved regulations policies and applicable laws.
• Strengthen HR governance frameworks to ensure transparency accountability and regulatory compliance.
• Manage HR data governance employee records and HR information systems ensuring confidentiality accuracy and regular updates.
• Lead the digital transformation of HR systems (HRIS) and promote data-driven workforce decision-making.

Change Management & Cultural Transformation

• Lead large-scale institutional change initiatives including restructuring modernization and cultural transformation.
• Enhance organizational readiness and resilience during periods of rapid change.
• Provide executive advisory and coaching support to senior leadership on people-related transformation challenges.

Stakeholder Engagement & Institutional Representation

• Serve as a trusted advisor to the Director General and Executive Management on all human capital matters.
• Present HR strategies workforce analytics and policy proposals to senior committees and governing bodies.
• Represent the institution in professional HR forums and relevant external engagements when required.

General Responsibilities

• Build and develop a high-performing HR team capable of delivering both strategic transformation and operational excellence.
• Uphold the highest standards of ethics confidentiality and institutional integrity.
• Undertake any additional HR-related duties consistent with the nature of the role and as assigned by Executive Management or the Vice President for Corporate Services.

Qualifications & Experience

Education

• Master’s degree (required) in Human Resources Organizational Development Business Administration or a related field. Doctorate (PhD/DBA) is highly desirable.
• Internationally recognized HR certifications (e.g. CIPD SHRM-SCP SPHR CHRMP or equivalent) are strongly preferred.

Experience

• 15–20 years of progressive HR leadership experience including at least 10 years in senior executive HR roles.
• Demonstrated experience leading HR transformation restructuring and institutional reform initiatives.
• Proven track record in workforce planning compensation governance talent strategy and organizational development.
• Experience within international organizations multilateral development institutions or complex multicultural environments is highly desirable.

Core Competencies

Strategic & Technical Competencies

• Enterprise-level HR strategy formulation and execution.
• Organizational design and job architecture expertise.
• Compensation governance and benefits design.
• Workforce analytics and HR maturity measurement.
• HR policy modernization and regulatory compliance.
• Digital HR systems leadership (HRIS and analytics).

Language

• Arabic (Required) English (Required) French (Desirable)

Leadership & Behavioral Competencies

• Visionary leadership with strong transformation capability.
• Executive presence and board-level influence.
• High emotional intelligence and stakeholder sensitivity.
• Strong conflict resolution and negotiation skills.
• Resilience and adaptability in high-change environments.
• Uncompromising ethical standards and institutional integrity.

Benefits and Contractual information:

• Willing and able to relocate to Riyadh Saudi Arabia

If you wish to apply for the position please send your CV to

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Lara Joubert

Recruitment Specialist

CA Global Finance

CA Global will respond to short-listed candidates only. If you have not had any response in two weeks please consider your application unsuccessful however your CV will be kept on our database for any other suitable positions.