HR Specialist - Talent Acquisition

Job Summary

The Talent Acquisition Specialist is a core member of the Human Resources team and supports in delivering high-quality, timely and cost-effective recruitment services in line with corporate policies and Saudi regulatory requirements.

The role holder manages the end-to-end recruitment cycle for assigned roles, from workforce requisition planning and sourcing through assessment, selection, offer management, onboarding and probation follow-up. The role has a strong focus on attracting, engaging and building sustainable pipelines of qualified Saudi talent across engineering, architecture, project management, construction supervision and corporate functions. The role holder also supports employer-branding, talent-community, university-relations and recruitment-marketing initiatives that strengthen Khatib & Alami’s position as an employer of choice in the Kingdom.

Key Responsibilities (Customer Focus)

• Manage the end-to-end recruitment process for assigned vacancies, including requisition intake, job posting, sourcing, screening, interview coordination, candidate assessment, selection, offer preparation, pre-employment checks, onboarding coordination and probation follow-up.
• Partner with hiring managers to define role requirements, sourcing strategies, selection criteria, interview plans and realistic recruitment timelines.
• Source, attract and engage qualified Saudi nationals through LinkedIn Recruiter, job boards, direct sourcing, professional networks, referrals, university partnerships, talent communities and other relevant channels.
• Build, maintain and segment proactive talent pools of qualified Saudi candidates for current and anticipated hiring needs, with particular focus on priority technical and project-based disciplines.
• Develop and maintain relationships with Saudi universities, colleges, professional associations, career services, government-supported talent programmes and relevant external partners.
• Attend and represent the firm at job fairs, university career days, industry events, networking activities and Saudi talent-community initiatives.
• Promote the Khatib & Alami employer brand through targeted recruitment campaigns, candidate engagement, talent-community communications and recruitment marketing activities.
• Prepare accurate and compelling job advertisements and ensure vacancies are posted through approved internal and external channels.
• Conduct initial screening and competency-based interviews, prepare candidate assessment reports and present qualified shortlists to hiring managers.
• Coordinate technical interviews, assessments, reference checks and selection feedback, ensuring a professional and timely candidate experience throughout the process.

Key Responsibilities (Internal Business Process)

• Support offer development and negotiation within approved salary scales, internal equity guidelines and relevant Saudi market conditions.
• Coordinate with HR Operations and relevant internal stakeholders on employment contracts, onboarding documentation, joining formalities and new-hire orientation.
• Support the development and delivery of induction and onboarding activities, ensuring new joiners receive a positive and structured transition into the firm.
• Maintain complete, accurate and up-to-date candidate, requisition and recruitment activity records in the Applicant Tracking System.
• Use SAP SuccessFactors Recruiting to create and manage requisitions, post vacancies, maintain candidate records, progress applicants through workflow stages and generate recruitment reports.
• Monitor recruitment KPIs, including time to fill, source effectiveness, pipeline health, offer acceptance rate, candidate experience and Saudi national hiring outcomes, and provide regular updates to management.
• Ensure recruitment activities are conducted in accordance with Saudi Labour Law, Saudization requirements, applicable employment regulations, data privacy requirements and corporate policies.
• Coordinate with HR Operations and government-relations teams on recruitment-related work permit, visa, iqama, profession-change, transfer-of-services and onboarding requirements for non-Saudi hires, where applicable.
• Maintain strong working relationships with hiring managers, HR colleagues, candidates, recruitment vendors and external stakeholders.
• Identify opportunities to improve recruitment processes, candidate experience, sourcing effectiveness, system utilization and reporting quality.

Qualification, Technical Skills and Competencies

• Saudi national with a Bachelor’s Degree in Human Resources, Business Administration, Engineering, Public Administration or a related discipline. A relevant postgraduate qualification or professional HR certification is an advantage. SHRM or CIPD certification is highly desirable.
• Minimum 7 years of progressive, end-to-end talent acquisition experience, preferably within an engineering consultancy, construction, infrastructure, project management or professional-services environment.
• Demonstrated success in attracting, engaging and hiring Saudi nationals across technical, engineering, project-based and corporate functions, and in building sustainable Saudi talent pipelines and communities.
• Strong knowledge of Saudi Labour Law, Saudization and Nitaqat requirements, Saudi employment practices and recruitment-related processes for work permits, visas, iqama, profession changes and employee transfers.
• Hands-on experience using an Applicant Tracking System. SAP SuccessFactors Recruiting experience is highly preferred.
• Advanced practical proficiency in LinkedIn Recruiter, including talent mapping, Boolean search, candidate outreach, pipeline management and recruitment-market insights.
• Experience in university relations, career fairs, graduate recruitment, recruitment marketing, employer branding and talent-community engagement.
• Strong interviewing, stakeholder-management, negotiation, communication and presentation skills, with the ability to build credibility with hiring managers, senior leaders and candidates.
• Strong attention to detail, sound judgement, commercial awareness and ability to manage multiple recruitment priorities in a fast-paced environment.
• Proficiency in spoken and written Arabic and English.