“No HR plan disconnected from the P&L.”
Human-capital transformation and strategic workforce planning aligned to growth, profitability, and localization agendas across the GCC.
How I approach it
Four stepsAnchor in the strategy
Translate business strategy into workforce implications — what capabilities, how many, and by when. No HR plan disconnected from the P&L.
Model the future workforce
Driver-based plans for headcount, cost, productivity, and skills across functions and units — base, growth, and stress scenarios in one view.
Design the HR architecture
Grading, performance, reward, and policy frameworks that attract, retain, and motivate the right talent at the right cost.
Localize and embed
Saudization, GCC nationalization, and culture-aligned implementation that meets regulatory targets without sacrificing capability.
What you get
- 01Strategic workforce plan with multi-scenario headcount and cost trajectories
- 02Grading structure, performance management, and reward design
- 03HR policy framework aligned to Saudi/GCC regulatory landscape
- 04Localization roadmap with quantified targets and milestones
- 05HR operating model and capability uplift plan
Who it’s for
CHROs, HR Business Partners, and CEOs leading HR transformation in regulated, growth-stage, or restructuring environments.
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