42 Talent Management jobs in Saudi Arabia

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Qiddiya Investment Company is forging a new path in the entertainment, sports, and cultural sectors in Saudi Arabia, and we recognize that our people are at the heart of our success. We are looking for a motivated and skilled Specialist - Talent Management to join our dynamic team and help us cultivate a high-performance workforce that drives our ambitious goals.

In this role, you will be responsible for the development and implementation of talent management strategies that attract, retain, and develop top talent within the organization. You will collaborate with various teams to identify talent needs and drive initiatives that support employee growth and engagement.

Responsibilities

• Develop and implement talent management strategies that align with the company's goals and objectives
• Collaborate with leadership to identify talent gaps and create plans for talent development and succession planning
• Facilitate performance management processes, including goal setting, performance reviews, and feedback strategies
• Design and deliver training and development programs to enhance employee skills and support career advancement
• Evaluate and recommend talent assessment tools and processes to ensure effective identification and development of talent
• Conduct employee engagement surveys and analyze results to implement actionable plans for improvement
• Support diversity and inclusion initiatives to promote a diverse and equitable workplace
• Track and report on talent management metrics, providing insights to support decision-making
• Stay current on industry trends and best practices in talent management to drive continuous improvement
  
  
  

• Bachelor's degree in Human Resources, Business Administration, or a related field
• A minimum of 3-5 years of experience in talent management, organizational development, or HR-related roles
• Strong understanding of talent management frameworks and performance management processes
• Excellent communication and interpersonal skills, with the ability to build relationships across all levels of the organization
• Experience in designing and facilitating training programs
• Strong analytical skills to interpret data and derive insights for decision-making
• Proficiency in HR software and talent management systems
• Ability to work effectively in a fast-paced environment and manage multiple projects
• Passion for employee development and fostering a positive workplace culture
• Strong organizational skills with attention to detail and follow-through
  
  
  

• Competitive salary and comprehensive benefits package
• Opportunities for professional development and growth
• Collaborative and innovative work environment

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Other
• Industries IT Services and IT Consulting

Riyadh, Riyadh, Saudi Arabia 14 hours ago

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We Are Foodics! A leading restaurant management ecosystem and payment tech provider. Founded in 2014 with headquarters in Riyadh and offices across 5 countries, including UAE, Egypt, Jordan, and Kuwait. We are currently serving customers and partners in over 35 different countries worldwide. Our innovative products have successfully processed over 6 billion (yes, billion with a B) orders so far! This makes Foodics one of the most rapidly evolving SaaS companies to ever emerge from the MENA region.

The Senior/Lead Talent Management Partner will play a strategic and hands-on role in designing and executing key programs across performance management, learning and development, succession and career planning, onboarding, organizational design, and internal communications. This role will directly shape the colleague experience, support leadership development, and ensure our talent strategy aligns with business goals.

Performance Management & Career Growth

• Lead end-to-end performance management cycles (goal setting, mid-year, annual reviews, calibrations).
• Ensure performance tools (e.g., Lattice) are effectively leveraged and data is maintained as a source of truth.
• Partner with managers to drive a high-performance culture and transparent feedback.
• Develop career pathing frameworks and support succession planning across functions.

Organizational Design & Structure

• Collaborate with leadership to review and evolve the org structure in line with business strategy.
• Support headcount planning, job leveling, and job family creation in partnership with Talent Acquisition and Total Rewards.
• Provide guidance on workforce optimization and internal mobility policies.

Learning & Development

• Build and manage learning programs for different career stages—new hires, first-time managers, senior leaders.
• Launch development initiatives, certifications, and mentorship programs that foster a culture of continuous learning.
• Track and evaluate L&D outcomes using data and feedback to iterate on learning strategies.

Onboarding & Employee Experience

• Own and continuously improve the Global Induction and 30-60-90 day onboarding journey.
• Ensure onboarding touchpoints are personalized, effective, and align with company culture.
• Partner with People Ops and hiring managers to deliver seamless onboarding across all regions.

Succession Planning & Talent Reviews

• Lead quarterly or biannual talent reviews to identify high potentials and critical roles.
• Build development plans for succession and career growth of key talent.
• Partner with leadership to ensure internal mobility opportunities are clearly defined and communicated.

Internal Communications

• Oversee internal communication strategy and execution across Slack, Notion, company-wide updates, and newsletters.
• Align messaging with business goals, ensuring clarity, transparency, and consistency.
• Collaborate with employer branding and leadership to promote a strong internal narrative.
  

• 3–4 years of experience in Talent Management, People Experience, or similar HR roles.
• Proven experience managing performance cycles, L&D programs, or org design projects.
• Strong business acumen with the ability to translate talent needs into impactful programs.
• Familiarity with HR systems (e.g., Lattice, LMS platforms) and data-driven decision-making.
• Excellent project management and stakeholder management skills.
• Outstanding communication skills—both written and verbal.
• Comfortable working in fast-paced, multicultural environments.

Who Will Excel

• Experience in tech, SaaS, or high-growth startups.
• Exposure to internal communications and employer branding strategies.
• Certification in coaching, organizational development, or instructional design.

We believe you will love working at Foodics!

• We have an inclusive and diverse culture that encourages innovative, in-office work setups.
• We offer highly competitive compensation packages, including bonuses and the potential for shares.
• We prioritize personal development and offer regular training and an annual learning stipend to tackle new challenges and grow your career in a hyper-growth environment.
• Join a talented team of over 30 nationalities working in 14 countries, and gain valuable experience in an exciting industry.
• We offer autonomy, mentoring, and challenging goals that create incredible opportunities for both you and the company.

Who Are We

We Are Foodics! A leading restaurant management ecosystem and payment tech provider. Founded in 2014 with headquarters in Riyadh and offices across 5 countries, including UAE, Egypt, Jordan, and Kuwait. We are currently serving customers and partners in over 35 different countries worldwide. Our innovative products have successfully processed over 6 billion (yes, billion with a B) orders so far! This makes Foodics one of the most rapidly evolving SaaS companies to ever emerge from the MENA region.

The Senior/Lead Talent Management Partner will play a strategic and hands-on role in designing and executing key programs across performance management, learning and development, succession and career planning, onboarding, organizational design, and internal communications. This role will directly shape the colleague experience, support leadership development, and ensure our talent strategy aligns with business goals.

Performance Management & Career Growth

• • Lead end-to-end performance management cycles (goal setting, mid-year, annual reviews, calibrations).
  • Ensure performance tools (e.g., Lattice) are effectively leveraged and data is maintained as a source of truth.
  • Partner with managers to drive a high-performance culture and transparent feedback.
  • Develop career pathing frameworks and support succession planning across functions.

Organizational Design & Structure

• • Collaborate with leadership to review and evolve the org structure in line with business strategy.
  • Support headcount planning, job leveling, and job family creation in partnership with Talent Acquisition and Total Rewards.
  • Provide guidance on workforce optimization and internal mobility policies.

Learning & Development

• • Build and manage learning programs for different career stages—new hires, first-time managers, senior leaders.
  • Launch development initiatives, certifications, and mentorship programs that foster a culture of continuous learning.
  • Track and evaluate L&D outcomes using data and feedback to iterate on learning strategies.

Onboarding & Employee Experience

• • Own and continuously improve the Global Induction and 30-60-90 day onboarding journey.
  • Ensure onboarding touchpoints are personalized, effective, and align with company culture.
  • Partner with People Ops and hiring managers to deliver seamless onboarding across all regions.

Succession Planning & Talent Reviews

• • Lead quarterly or biannual talent reviews to identify high potentials and critical roles.
  • Build development plans for succession and career growth of key talent.
  • Partner with leadership to ensure internal mobility opportunities are clearly defined and communicated.

Internal Communications

• • Oversee internal communication strategy and execution across Slack, Notion, company-wide updates, and newsletters.
  • Align messaging with business goals, ensuring clarity, transparency, and consistency.
  • Collaborate with employer branding and leadership to promote a strong internal narrative.
    

• • 3–4 years of experience in Talent Management, People Experience, or similar HR roles.
  • Proven experience managing performance cycles, L&D programs, or org design projects.
  • Strong business acumen with the ability to translate talent needs into impactful programs.
  • Familiarity with HR systems (e.g., Lattice, LMS platforms) and data-driven decision-making.
  • Excellent project management and stakeholder management skills.
  • Outstanding communication skills—both written and verbal.
  • Comfortable working in fast-paced, multicultural environments.

Who Will Excel

• • Experience in tech, SaaS, or high-growth startups.
  • Exposure to internal communications and employer branding strategies.
  • Certification in coaching, organizational development, or instructional design.

We believe you will love working at Foodics!

• • We have an inclusive and diverse culture that encourages innovative, in-office work setups.
  • We offer highly competitive compensation packages, including bonuses and the potential for shares.
  • We prioritize personal development and offer regular training and an annual learning stipend to tackle new challenges and grow your career in a hyper-growth environment.
  • Join a talented team of over 30 nationalities working in 14 countries, and gain valuable experience in an exciting industry.
  • We offer autonomy, mentoring, and challenging goals that create incredible opportunities for both you and the company.

Qiddiya Investment Company is forging a new path in the entertainment, sports, and cultural sectors in Saudi Arabia, and we recognize that our people are at the heart of our success. We are looking for a motivated and skilled Specialist - Talent Management to join our dynamic team and help us cultivate a high-performance workforce that drives our ambitious goals.

In this role, you will be responsible for the development and implementation of talent management strategies that attract, retain, and develop top talent within the organization. You will collaborate with various teams to identify talent needs and drive initiatives that support employee growth and engagement.

• Develop and implement talent management strategies that align with the company's goals and objectives.
• Collaborate with leadership to identify talent gaps and create plans for talent development and succession planning.
• Facilitate performance management processes, including goal setting, performance reviews, and feedback strategies.
• Design and deliver training and development programs to enhance employee skills and support career advancement.
• Evaluate and recommend talent assessment tools and processes to ensure effective identification and development of talent.
• Conduct employee engagement surveys and analyze results to implement actionable plans for improvement.
• Support diversity and inclusion initiatives to promote a diverse and equitable workplace.
• Track and report on talent management metrics, providing insights to support decision-making.
• Stay current on industry trends and best practices in talent management to drive continuous improvement.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• A minimum of 3-5 years of experience in talent management, organizational development, or HR-related roles.
• Strong understanding of talent management frameworks and performance management processes.
• Excellent communication and interpersonal skills, with the ability to build relationships across all levels of the organization.
• Experience in designing and facilitating training programs.
• Strong analytical skills to interpret data and derive insights for decision-making.
• Proficiency in HR software and talent management systems.
• Ability to work effectively in a fast-paced environment and manage multiple projects.
• Passion for employee development and fostering a positive workplace culture.
• Strong organizational skills with attention to detail and follow-through.

We offer a competitive salary and comprehensive benefits package, along with opportunities for professional development and growth in a collaborative and innovative work environment.

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Direct message the job poster from Converge

The Client:

Our client is a leading company in KSA specializing in the tech industry.

The Role:

Based in Riyadh, this is a strategic and hands-on leadership role responsible for building a future-focused talent ecosystem across the organization. The role will cover all aspects of talent management including performance frameworks, succession planning, leadership development, and learning & development programs. Additionally, the role will play a key part in embedding a strong culture of continuous learning, capability building, and career growth.

Key Responsibilities:

1. Design and lead the talent management strategy aligned with business goals and future capability needs
2. Oversee the performance management process, including goal setting, evaluations, and performance calibration
3. Build robust succession planning models for leadership and critical roles
4. Create and deliver targeted leadership development and learning programs
5. Partner with HRBPs and business leaders to identify and support high-potential talent
6. Use data-driven insights to improve talent outcomes and measure impact
7. Drive internal mobility and career development frameworks
8. Lead the implementation of digital learning platforms and tools
9. Support culture transformation initiatives through integrated talent and learning interventions

The Ideal Candidate:

• 12+ years of experience in HR with a strong focus on talent management and L&D
• Proven track record of building and scaling talent programs in complex organizations
• Excellent stakeholder management and leadership skills
• Experience in the tech sector or fast-paced industries preferred
• Fluent in English is a must

• Director

• Full-time

• Human Resources, Strategy/Planning, and Training

• Food and Beverage Manufacturing, Technology, Information and Media, and Consumer Services

Referrals increase your chances of interviewing at Converge by 2x

Bachelor of Business Administration (Management)

Nationality: Any Nationality

Vacancy: 1 Vacancy

Job Description

Key roles and responsibilities:

1. Provide professional expertise and support in the design, development, and implementation of the training and talent process that is required to achieve business goals and results in the creation of an internal bench of top talent.
2. Collect, analyze, and maintain data gathered to inform targeted leadership development (e.g., succession planning, and training).
3. Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.
4. Responsible for the development of company training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
5. Run annual TNA and create an annual training calendar.
6. Negotiate with training vendors and create a training budget.
7. Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments.
8. Conduct presentations and training.
9. Ensure that organization-wide talent management and company initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
10. Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction.
11. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
12. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
13. Build an on-job training program to serve all business areas.
14. Manage the talent impact of organizational changes (such as mergers, acquisitions, or restructures), ensuring that the right talent is retained and that employees are supported through transitions.
15. Ensure that all talent management practices comply with labor laws, company policies, and industry best practices.

Years of Experience: 5+ years in talent management and training.

Who Are We

We Are Foodics! A leading restaurant management ecosystem and payment tech provider. Founded in 2014 with headquarters in Riyadh and offices across 5 countries, including UAE, Egypt, Jordan, and Kuwait. We are currently serving customers and partners in over 35 different countries worldwide. Our innovative products have successfully processed over 6 billion (yes, billion with a B) orders so far! This makes Foodics one of the most rapidly evolving SaaS companies to ever emerge from the MENA region.

The Senior/Lead Talent Management Partner will play a strategic and hands-on role in designing and executing key programs across performance management, learning and development, succession and career planning, onboarding, organizational design, and internal communications. This role will directly shape the colleague experience, support leadership development, and ensure our talent strategy aligns with business goals.

Performance Management & Career Growth

• • Lead end-to-end performance management cycles (goal setting, mid-year, annual reviews, calibrations).
  • Ensure performance tools (e.g., Lattice) are effectively leveraged and data is maintained as a source of truth.
  • Partner with managers to drive a high-performance culture and transparent feedback.
  • Develop career pathing frameworks and support succession planning across functions.

Organizational Design & Structure

• • Collaborate with leadership to review and evolve the org structure in line with business strategy.
  • Support headcount planning, job leveling, and job family creation in partnership with Talent Acquisition and Total Rewards.
  • Provide guidance on workforce optimization and internal mobility policies.

Learning & Development

• • Build and manage learning programs for different career stages-new hires, first-time managers, senior leaders.
  • Launch development initiatives, certifications, and mentorship programs that foster a culture of continuous learning.
  • Track and evaluate L&D outcomes using data and feedback to iterate on learning strategies.

Onboarding & Employee Experience

• • Own and continuously improve the Global Induction and 30-60-90 day onboarding journey.
  • Ensure onboarding touchpoints are personalized, effective, and align with company culture.
  • Partner with People Ops and hiring managers to deliver seamless onboarding across all regions.

Succession Planning & Talent Reviews

• • Lead quarterly or biannual talent reviews to identify high potentials and critical roles.
  • Build development plans for succession and career growth of key talent.
  • Partner with leadership to ensure internal mobility opportunities are clearly defined and communicated.

Internal Communications

• • Oversee internal communication strategy and execution across Slack, Notion, company-wide updates, and newsletters.
  • Align messaging with business goals, ensuring clarity, transparency, and consistency.
  • Collaborate with employer branding and leadership to promote a strong internal narrative.
    

• • 3-4 years of experience in Talent Management, People Experience, or similar HR roles.
  • Proven experience managing performance cycles, L&D programs, or org design projects.
  • Strong business acumen with the ability to translate talent needs into impactful programs.
  • Familiarity with HR systems (e.g., Lattice, LMS platforms) and data-driven decision-making.
  • Excellent project management and stakeholder management skills.
  • Outstanding communication skills-both written and verbal.
  • Comfortable working in fast-paced, multicultural environments.

Who Will Excel

• • Experience in tech, SaaS, or high-growth startups.
  • Exposure to internal communications and employer branding strategies.
  • Certification in coaching, organizational development, or instructional design.

We believe you will love working at Foodics!

• • We have an inclusive and diverse culture that encourages innovative, in-office work setups.
  • We offer highly competitive compensation packages, including bonuses and the potential for shares.
  • We prioritize personal development and offer regular training and an annual learning stipend to tackle new challenges and grow your career in a hyper-growth environment.
  • Join a talented team of over 30 nationalities working in 14 countries, and gain valuable experience in an exciting industry.
  • We offer autonomy, mentoring, and challenging goals that create incredible opportunities for both you and the company.

The Senior Associate - Talent Management with previous experience in Learning & Development (L&D) will play a key role in designing, implementing, and evaluating talent development programs that enhance employee capabilities and drive business success. This role requires a strong background in Learning & Development (L&D), talent management strategies, and stakeholder engagement to ensure a high-impact learning culture.

Key Responsibilities

Learning & Development:

• Design, develop, and implement learning programs, including leadership development, technical skills training, and soft skills enhancement.
• Conduct training needs assessments and recommend tailored learning solutions.
• Facilitate training sessions (in-person and virtual) and evaluate their effectiveness.
• Collaborate with internal stakeholders to create career development programs aligned with business goals.
• Leverage digital learning tools and platforms to enhance accessibility and effectiveness

Talent Management & Employee Development:

• Contribute to talent development efforts by implementing leadership programs, graduate development programs (GDPs), and personalized training initiatives.

• Drive employee engagement through career development initiatives and mentorship programs.
• Develop competency frameworks and learning roadmaps for different roles.
• Partner with business leaders and HR teams to assess and address talent gaps.

Program Management & Analytics:

• Track and analyze key learning metrics and report insights for continuous improvement.
• Ensure alignment of learning programs with business objectives and industry best practices.
• Manage relationships with external training vendors and consultants.
• Stay updated on emerging trends in talent development and incorporate innovative approaches.

Education: Bachelor's degree in Human Resources, Business Administration, or a related field.

Experience: 4-6 years of experience in talent management, human resources, or organizational development.

Skills:

• Strong knowledge of talent management principles and best practices.
• Excellent communication and interpersonal skills.
• Proficient in data analysis and talent assessment methodologies.
• Ability to develop engaging training and development programs.
• Strong problem-solving and decision-making abilities.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

Core Competencies:

• Strategic Thinking
• Collaboration and Teamwork
• Leadership Development
• Change Management.

Job Purpose: Provide technical expertise and insights on the creation, development, implementation, and delivery of specialized talent management programs, tools, and initiatives such as talent assessment, succession planning, performance management, and career development in liaison with other HR functions and proponent organizations.

Main Accountabilities/Responsibilities:

1. Act as a technical SME providing proficient consultation on all phases of talent management programs such as succession planning management, assessment, talent pipelines, and career development.
2. Collaborate with business leaders and other human resources functions to develop and execute an integrated approach to talent management and development.
3. Provide expertise on the developed talent management and development frameworks, standards, systems and processes to ensure best-fit solution is in place and alignment with business objective.
4. Assist in conducting evaluations to identify skill gaps and development needs within the organization.
5. Extend the support to the talent management team to produce organizational strategy and plans to meet learning and development needs; develop a learning approach and methodology for the company and manage learning delivery, measurement and follow-up as necessary.
6. Design assessment solutions that meet company needs with focus on critical talent aspects, draw on a range of methodologies that are fit for purpose, and employ tools that are valid and reliable, especially for succession, selection, and advancement purposes.
7. Leverage useful, innovative technology, such as adaptive psychometric tools, online assessment delivery and project management, and remote supervision.
8. Keeping an up-to-date view of the latest trends and best practices in the talent management and development field.
9. Plan and implement end-to-end assessment activities from pre-activities (e.g. Management Briefing, Role and Ideal Profiles); to session activities (e.g. Structured Interviews, Psychometric Tests); to post-activities (e.g. Management Debrief, 1:1 Feedback Session).
10. Collate and analyze assessment data, integrate results into a cohesive profile of the candidate, write reports that speak clearly and practically to proponents questions or objectives.
11. Lead the data analysis activities to evaluate and ensure the effectiveness of talent management programs and introduce adjustments as needed.
12. Perform any job-related activities as requested by the immediate supervisor/ manager.
13. Lead and manage end-to-end Succession planning activities including contributing to the design of the program, analyzing and identifying candidates, coordinating with proponent organization and other stakeholders, presenting succession plans to Management, monitoring and reporting progress to ensure effective interventions are executed.
14. Liaise with line managers and HRBPs to identify and approve, based on experience and competencies, high potential candidates who will go through the succession planning & HIPO program.
15. Meet with internal stakeholders on a regular basis to review high potential talent and update HIPO individual development plans (IDPs).
16. Extend support by guiding high potential employees in their career paths within the organization by identifying opportunities for advancement and the skills needed for those roles.
17. Train and develop other talent management team members on relevant skills to enable them to become proficient on the job and deliver the respective role objectives.

Skills

Education:

• Essential: bachelors degree in Human Resources, Psychology, or related field.
• Preferred: Masters in Clinical Psychology or organizational Behavior.

Professional Qualifications:

Certification in psychometric testing with the European Federation of Psychologists Association (EFPA preferred) or the British Psychological Society (BPS minimum).

Years of Experience: +13