HR Director

The HR Director will be responsible for defining and delivering GTG's overall people strategy, ensuring that our organisational structure, talent, culture and HR practices support the company's wider business objectives. 

Working closely with the Managing Partners and senior leadership team, the HR Director will act as a trusted advisor on organisational and people matters, bringing a commercial and forward-looking perspective to workforce planning, organisational design, leadership capability and talent management. 

The role will also provide overall leadership of the HR function, ensuring strong HR operations, effective policies and processes, and compliance across the jurisdictions in which GTG operates. 

Key Responsibilities 

People Strategy & Organisational Direction 

• Develop and lead GTG's people strategy in alignment with the company's overall business strategy and future direction. 

• Partner closely with the Managing Partners and senior leadership team on organisational priorities, workforce requirements and key people decisions. 

• Translate business plans into clear workforce, organisational and talent strategies. 

• Advise leadership on organisational design, team structures, reporting lines and capability requirements as the business evolves. 

• Identify emerging people risks and organisational challenges and proactively recommend solutions. 

• Provide leadership with meaningful people insights and data to support business decision-making. 

Strategic Workforce Planning & Recruitment 

• Lead workforce planning to ensure GTG has the right organisational structure, capabilities and talent in place to meet current and future business needs. 

• Partner with leadership to identify critical roles, capability gaps and succession requirements. 

• Oversee the company's recruitment strategy and recruitment process. 

• Develop approaches to succession planning, talent identification and internal career development. 

• Strengthen GTG's ability to attract, retain and develop high-performing talent across its markets. 

Performance, Development & Culture 

• Own and continuously develop GTG's performance management philosophy and processes. 

• Ensure performance expectations are clear and that managers are equipped to have effective performance and development conversations. 

• Develop initiatives that strengthen employee engagement, accountability and organisational culture. 

• Partner with leadership to identify and develop high-potential employees. 

• Build and roll out learning and development priorities based on business needs and capability gaps. 

• Help retain a culture that reflects GTG's values while supporting high performance, collaboration and growth. 

Compensation & Reward 

• Oversee GTG's compensation and reward philosophy, ensuring it remains competitive, commercially sustainable and internally equitable. 

• Advise leadership on salary structures, promotions, salary reviews and incentive approaches. 

• Support benchmarking and compensation analysis across different markets and roles. 

• Ensure reward decisions are aligned with performance, business priorities and market conditions. 

Employee Relations, HR Governance & Local Workforce Strategy 

• Provide guidance on complex employee relations, performance and disciplinary matters. 

• Ensure HR policies and employment practices remain appropriate, consistent and compliant across GTG's jurisdictions. 

• Maintain oversight of employment legislation and regulatory requirements, particularly within Saudi Arabia and the wider GCC. 

• Ensure appropriate governance, documentation and risk management across the employee lifecycle. 

• Work closely with relevant internal and external stakeholders on Saudisation, Nitaqat and related workforce planning requirements. 

• Ensure GTG's Saudi talent strategy supports both regulatory requirements and the longer-term development of the business. 

• Build sustainable approaches to attracting, developing and retaining Saudi national talent. 

HR Operations & Team Leadership 

• Lead and develop the HR team, establishing clear priorities, responsibilities and service standards. 

• Ensure HR operations across the employee lifecycle are efficient, accurate and employee-focused. 

• Maintain oversight of areas including onboarding, contracts, payroll coordination, benefits, employee records, mobility, visas and offboarding. 

• Evaluate and improve HR systems, processes and reporting to support the company's growth and changing needs. 

• Maintain appropriate HR metrics and reporting for the leadership team. 

What We're Looking For 

• Significant progressive HR experience, ideally including experience leading an HR or People function. 

• Previous experience operating at HR Director, Head of HR or senior HR Business Partner level within a growing or evolving organisation. 

• Strong strategic HR capability with the ability to connect people priorities directly to commercial and organisational objectives. 

• Experience advising founders, Managing Partners, C-suite executives or senior leadership teams. 

• Strong organisational design, workforce planning and talent management experience. 

• Demonstrated experience managing organisational change, restructuring and complex employee matters. 

• Strong knowledge of performance management, compensation, talent development and employee engagement. 

• Experience working across multiple jurisdictions; GCC and Saudi Arabia experience would be highly advantageous. 

• Good understanding of Saudi labour regulations and Saudisation/Nitaqat requirements would be advantageous but is not required. 

• Comfortable operating effectively in a remote, internationally distributed environment and building strong relationships across geographies. 

• Comfortable operating in a fast-paced, entrepreneurial environment where priorities can evolve quickly. 

• Strong commercial judgement and the ability to balance employee, legal and business considerations. 

• Excellent communication, influencing and stakeholder-management skills. 

• Able to operate strategically while remaining willing to step into operational matters when required. 

Personal Attributes 

• Commercial and pragmatic 

• Strategic but hands-on 

• Confident advising senior leadership 

• Comfortable challenging constructively where necessary 

• Highly discreet and trusted 

• Solutions-oriented 

• Adaptable and comfortable with ambiguity 

• Calm and considered when handling sensitive situations 

• Strong at building relationships across different cultures and levels of seniority