KHAZNAH T. AL MUTAIRI
HR Director
Profile summary
Senior HR Director with multi‑sector experience—including financial services, education, and diversified holdings—partnering with executive teams and Boards to turn strategy into measurable people outcomes. Leads workforce planning, leadership pipelines, employee experience & culture, and digital HR (SAP HCM) with strong governance and compliance in regulated environments (e.g., SAMA) and proven change leadership. Trusted advisor on rewards, performance, and succession; NRC Secretary and Member, Board of Advisors
Career highlights
Strengthened HR governance oversight: Secretary to the Nomination & Remuneration Committee (NRC), strengthening executive-level HR governance and reward oversight.
Enabled scalable HR services: Oversaw SAP HCM implementation and HR systems modernization to enable consistent data, reporting, and scalable HR services.
Advanced well-being engagement initiatives: Chaired company Happiness Committee; advanced well‑being and engagement initiatives, including mental‑health coaching with Labayh.
Key skills
Professional experience
• Designed and executed the HR strategic plan; standardized processes across recruitment, performance, L&D and rewards; aligned HR metrics and governance to business objectives. • Governance & Board interface: Secretary to the NRC; prepared HR governance materials (succession, rewards, policy updates). • Digital HR: Oversaw SAP HCM implementation and adoption; improved data integrity, payroll accuracy, and HR service consistency; enabled reporting for leadership decisions. • Workforce planning & talent: Led annual workforce planning; elevated selection and onboarding quality; advanced succession planning and targeted L&D. • Compliance & ER: Ensured ongoing compliance with SAMA and labor law; strengthened policies, investigations, and case management with clear SLAs and outcomes. • EX & well‑being: Chaired Happiness Committee; introduced well‑being initiatives (incl. Labayh coaching), recognition, and manager enablement. • served as Project Manager: to enable Tamweel Aloula's 2026 growth strategy, I led a multi‑workstream HR transformation to build the organizational, pay, and capability foundations required for scale—partnering with the executive team and Board (NRC). The project targeted organization design, performance, competencies, job architecture, grading & rewards, and learning so that HR could steer outcomes (growth, retention, compliance) rather than react to them
- Designed and executed the HR strategic plan; standardized processes across recruitment, performance, L&D and rewards; aligned HR metrics and governance to business objectives.
- Governance & Board interface: Secretary to the NRC; prepared HR governance materials (succession, rewards, policy updates).
- Digital HR: Oversaw SAP HCM implementation and adoption; improved data integrity, payroll accuracy, and HR service consistency; enabled reporting for leadership decisions.
- Workforce planning & talent: Led annual workforce planning; elevated selection and onboarding quality; advanced succession planning and targeted L&D.
- Compliance & ER: Ensured ongoing compliance with SAMA and labor law; strengthened policies, investigations, and case management with clear SLAs and outcomes.
• Implemented the annual recruitment plan and improved hiring quality and velocity. • Structured performance cycle and manager cadence; supported employee relations and payroll oversight with clear controls.
- Implemented the annual recruitment plan and improved hiring quality and velocity.
- Structured performance cycle and manager cadence; supported employee relations and payroll oversight with clear controls.
• Built multi‑channel pipelines; improved selection methods; coordinated international hiring and visa processes. • Partnered with leaders and agencies to ensure timely hiring for approved positions.
- Built multi‑channel pipelines; improved selection methods; coordinated international hiring and visa processes.
- Partnered with leaders and agencies to ensure timely hiring for approved positions.
• Supported end‑to‑end HR (recruitment, onboarding, training programs, policy refresh) and organizational structuring. • Enabled managers with role definitions and onboarding playbooks.
- Supported end‑to‑end HR (recruitment, onboarding, training programs, policy refresh) and organizational structuring.
- Enabled managers with role definitions and onboarding playbooks.