Director - People Transformation NEOM

ROLE OVERVIEW

The Director - People Transformation plays a critical leadership role in shaping and executing NEOM s overarching People Strategy. This role leads the design and delivery of high-impact, cross-cutting HR transformation initiatives that enable NEOM to build a future-ready, high-performing people organization.

As the strategic owner of three key portfolios - HR Strategic Projects, People Analytics, and Operational Excellence - this role blends visionary thinking with disciplined execution. Director People Transformation will be responsible for setting up and scaling the People Analytics function from the ground up, driving operational efficiency across the People function, and overseeing the execution of high-priority HR transformation programs. This role requires an exceptional ability to translate vision into action, influence senior stakeholders, and orchestrate complex change across a fast-moving, high-growth environment.

REQUIREMENTS SUMMARY

12+ years of progressive HR leadership experience, with deep expertise in transformation and strategy

Demonstrated success in leading large-scale HR strategy projects, including operating model design, digitalization, and workforce planning

Strong experience building HR capabilities from the ground up (e.g., People Analytics, Operational Excellence)

Proven ability to align people strategy with business imperatives in complex, evolving environments

Outstanding leadership and stakeholder management skills across executive and cross-functional teams

Strong analytical mindset and comfort with data, metrics, and research-driven decision-making

Exceptional program management and execution capabilities

Experience navigating and influencing within large, matrixed organizations or transformation programs

ROLE COMPETENCIES & ACTIVITIES

The Director People Transformation roles and responsibilities will include, but not be limited to:

Strategic HR Transformation Leadership

• Set the direction for and lead the execution of NEOM s People Transformation agenda
• Ensure all HR strategic initiatives align to the broader People and business strategy

People Analytics Leadership

• Build and lead the People Analytics function from scratch, including vision, structure, tools, and talent
• Enable data-driven decision-making across the People team through robust dashboards, insights, and analytics products

Operational Excellence in HR

• Drive continuous improvement and standardization across HR operations and service delivery
• Introduce lean processes, performance KPIs, and automation to improve efficiency and service quality

Portfolio and Stakeholder Management

• Oversee a portfolio of enterprise-level HR projects, ensuring timely delivery and alignment with strategic priorities
• Engage closely with senior business and strategy leaders to co-develop and socialize people initiatives

Capability Building and Team Leadership

• Build, coach, and lead a high-performing team across Strategic Projects, People Analytics, and Operational Excellence
• Embed a performance-driven, outcomes-oriented culture within the People Transformation function

Change Leadership and Governance

• Lead the change management agenda for key transformation initiatives, driving adoption and behavioral shift
• Ensure strong governance, tracking, and risk mitigation across all transformation activities

EXPERIENCE & QUALIFICATIONS

Knowledge, Skills and Experience

12+ years of progressive HR leadership experience, with deep expertise in transformation and strategy

• Leadership, relationship building, collaboration, presentation, and facilitation skills to coordinate and collaborate with colleagues and other stakeholders; build partnerships, networks, and client relationships; share expertise and provoke thinking to effectively influence stakeholders and clients; and participate as an effective team member.

Ability to identify risks and bottlenecks in strategy execution and develop mitigation strategies.

Project management skills, with experience developing and implementing HR programs designed around user needs to enable and facilitate adoption of new processes.

Continuous improvement, problem-solving, research, creativity, and innovative thinking skills to identify issues/trends and find new, unique, realistic, standardized, and user-friendly solutions.

Computer skills with ability to use software such as Microsoft Office, presentation applications.

Qualifications

Bachelor s degree in business or applied behavioral sciences e.g. Strategy, Business Administration, Human Resources, Organizational Development, Psychology or a related discipline

Masters Degree or MBS preferred

Professional certifications (e.g., CIPD, SHRM-SCP, HCI, or equivalent) are a plus