Senior Manager, Strategic Workforce Planning And Localization

Key responsibilities

1. Strategic workforce planning and leadership pipeline
Build and maintain Saudi-wide workforce plans aligned to business growth, operating requirements, workforce cost considerations, and localization priorities.
Develop demand and supply views across key functions and levels, including critical roles, leadership roles, and roles impacted by Saudization requirements.
Provide leadership with clear insights on where workforce shortages, Saudi talent gaps, readiness gaps, or localization compliance risks may affect business delivery by the use of workforce data, dashboards, headcount models, attrition trends, productivity indicators, and scenario planning.
Build on hotel talent reviews and critically analyze successors, proposed moves and timelines; in-depth follow up to the outcome of the hotel talent reviews.

2. Localization framework
Create a country-wide localization roadmap, aligning with Saudi labor law and hotel pipeline.
Set governance, standards, and tools for how localization is planned and measured across all hotels.
Provide early warning of compliance risks and recommend mitigation actions with HR and Operations.
Work with Talent Acquisition Lead to ensure recruitment of Saudi talent is prioritized and embedded in hotel HR practices.
Work with Talent and Leadership Lead to ensure development of Saudi talent is prioritized and embedded in hotel HR practices.
Launch and coordinate local development programs and Saudi local programs such as Management Development Program, Women in Leadership, Saudi Ambassador program.

3. Workforce capacity building
Partner with Openings team, Operations, and HR leaders to understand future hotel openings and manpower requirements based on location.
Partner with Talent Acquisition Lead to ensure sourcing capacity for secondary cities.
Partner with the EMEA Talent and Leadership Development team to leverage global and regional programs, ensuring strong participation of Saudi talent.
Ensure integration between local program initiatives and global/EMEA programs, creating cohesive and scalable development offerings.

4. Stakeholder partnership and alignment
Foster a strong relationship with relevant ministries in the country.
Serve as the primary Ministry point of contact on matters related to Saudi talent development, nationalization, and capability building.
In collaboration with Talent and Leadership Development Team, leveraging existing data, prepare and deliver country-level talent insights, progress reports, and workforce analytics to senior leadership.

5. Change management
Monitor progress, measure outcomes, and adjust local programs to ensure impact and sustainability.
Influence stakeholders through data and concrete actions through collaboration and support.

Experience required

• Experience in HR and/or Talent Management
• Demonstrated experience in talent pipeline creation, leadership development, or large-scale workforce planning. Able to convert data insights into actions.
• Proven ability to influence senior leaders within a matrix organization
• Analytical and data-driven decision making
• Strong communicator and collaborator
• Strong understanding of Saudi labour market dynamics, localization requirements, and relevant government frameworks
• We believe this role is suitable for a candidate that has 10+ years of work experience.