Head of Family Integration and Development

Role Overview

To design, lead, and institutionalize a comprehensive learning and development ecosystem

for family members across all stages — starting from school-age exposure, through university and early career development, and progressing toward leadership and succession

readiness.

The role ensures structured capability building, values alignment, and long-term leadership

preparedness by leveraging internal expertise, sister companies, and external institutions in

support of the Group’s continuity and strategic objectives.

Key Responsibilities

1- Impact:

(Nature and scope of influence a position has on its area of responsibility/ operation)

• Establish and lead the Family Learning, Integration & Development function from inception.
• Define the learning vision, governance framework, operating model, KPIs, and budget.
• Design and implement a multi-stage development framework covering school-age, university, early career, and leadership readiness.
• Leverage sister companies, Group entities, and external institutions to enrich learning exposure, rotations, and development opportunities.
• Ensure alignment between family development initiatives and ALJ’s values, business strategy, and long-term succession plans.
• Oversee execution of learning programs, assessments, rotations, and development journeys across all stages.
  
  

2- Communication

(Position’s responsibility for communications both within and outside the organization)

• Act as the primary coordination point between the Chairman, family members, HR, business leaders, and Group entities.
• Coordinate with sister companies and affiliated businesses to facilitate learning exposure, internships, and early-career opportunities.
• Engage external academic institutions, leadership academies, and development partners to support program delivery.
• Communicate learning pathways, development expectations, and readiness milestones clearly and professionally.
• Prepare structured reports, dashboards, and presentations on family development progress and leadership pipeline status.
  
  

3- Innovation

(Identify, develop and make ideas, techniques, procedures, services, or products.)

• Design innovative early exposure programs for school-age family members, including business awareness, values education, and leadership foundations.
• Introduce modern learning methodologies such as experiential learning, mentoring, cross-company rotations, and project-based assignments.
• Benchmark programs against leading family business institutions, global academies, and peer organizations.
• Continuously enhance learning frameworks by incorporating best practices from internal and external learning ecosystems.
• Promote the use of digital learning platforms, assessments, and progress-tracking tools.
  
  

Business Metrics

1- Financial Key Performance Indicators:

• Learning and development budget adherence
• Cost efficiency through partnerships with sister companies and external institutions
  
  

2- Non - Financial Key Performance Indicators

• Participation and completion rates across all development stages
• Capability and readiness assessment outcomes
• Early-career performance and progression indicators
• Strength of leadership pipeline and succession readiness
• Effectiveness of partnerships with sister companies and institutions
• Family engagement and satisfaction levels
  
  

Qualifications/Requirements

1- Knowledge:

• Learning & Development strategy and ecosystem design
• Youth, early-career, and leadership development frameworks
• Family business governance and succession planning
• Partnership management with academic and institutional stakeholders
  
  

2- Education

• Bachelor’s Degree in Business Administration, Human Resources, Education, or related field.
  
  

3- Certifications

• Executive Coaching, Leadership Development, or Talent Management certifications are an advantage.
  
  

4- Experience

• Minimum 15+ years of experience in Learning & Development, Leadership Development, or Family Office Development
• Proven experience designing programs for school-age, university, early-career, and high-potential talent
• Demonstrated experience collaborating with group companies, institutions, and external learning partners
• Experience working closely with senior leadership and complex stakeholder environments
  
  

5- Job Related Skills

• Strong learning strategy design and execution capability
• Stakeholder and partnership management skills
• Coaching, mentoring, and advisory skills across generations
• High level of discretion, emotional intelligence, and professionalism
• Strategic planning, governance setup, and budget management skills
• Excellent communication, facilitation, and presentation abilities