Employee Experience Manager

Job Title: Employee Experience & Support Functions BRM Senior General Manager

Abdul Latif Jameel comprises diversified businesses with deep roots in the Middle East, North Africa, and Turkey (MENAT region). Strong networks and long-established relationships make us a powerful partner, opening doors for those who want to do business in the region.

Our businesses represent some of the world’s leading brands, earning us their trust and building long-lasting and mutually beneficial relationships. Our commitment to anticipate and support our partners’ needs has driven our success.

From our modest beginnings 75 years ago as a small trading business and then a Toyota distributorship in Jeddah, Saudi Arabia, we have established an extensive operations infrastructure, built the largest vehicle distribution network in Saudi Arabia, and, along the way, we have accumulated comprehensive automotive expertise throughout the region.

Applying our vast experience in the automotive sector, we’ve used our expertise and operations infrastructure to diversify into new sectors that contribute to the ‘infrastructure of life’ in the MENAT region.

Financial Job Dimensions

Degree of supervision

Low Supervision over delivering and Executing on HR IT & Digital Projects.

Level of Authority

Holds significant decision-making authority in delivering HR IT and digital experience projects on a global scale. Empowered to determine project approaches, select technologies, and approve changes, within the governance frameworks and budgetary limits of the organization.

Purpose of the Job

The Senior General Manager – HR IT (Employee Experience BRM) serves as the primary liaison between the Technology/Digital teams and the HR business (including HR process owners and related business teams). The purpose of this role is to ensure an efficient flow of demand and vision for HR technology, and to guarantee the successful delivery of digital services for both existing and new HR systems (as well as ongoing system support). This role is a critical link that combines deep technical expertise with HR domain knowledge to educate business partners about technology capabilities and limitations, help plan IT strategy for HR, identify opportunities for improvement, evaluate solution alternatives, and select optimal technologies.

As a leadership role, the SGM HR IT drives innovation in HR processes through close collaboration with stakeholders, constantly brokering effective technology solutions to meet business needs. In addition, the jobholder is accountable for building and managing an effective HR IT team to execute on these strategies and projects – including developing team capacity and skills, career development, and ensuring strong performance and retention of key talent. This balance of strategic vision and team management ensures that HR digital transformation initiatives are delivered successfully across the organization.

Key Accountabilities: Description

• Design and Implementation of IT & Digital projects and Changes requests in alignment with business priorities, ensuring measurable impact on efficiency, savings, and productivity.

• Deliver Functional Support for Stream for Level 1 and Level 2 and maintain the SLA KPI on monthly basis to maintain business continuit

.
• Design and implementation of an enterprise architecture system by providing appropriate IT solutions to the various businesses to ensure security of information flow and storage across the compan

y.• Ensure adherence to company policies and regulatory requirement

s.
Key Accountabilities: Performance Indicat

ors- % of projects delivered against approved Hoshin p

lanTarget:

70%- % of CRs delivered against approved pl

an.Target:

80%- Survey results % Target:

90%- Breach SLA % Target: 98% reviewed monthly ALL (L2-L

3).- Effective communication & Resolution details % - Target: 9

0%.- Deliver the solution architecture as per ARB guideli

nesTarget:

90%- 100% compliance with internal policies and external regulati

onsMajor Activit

ies1- Work in partnership with the Corporate IT BRM for HR to plan and deliver HR digital transformation projects across all ALJ global entities. This includes defining project scope, resources, and timelines to implement new HR technologies and enhancemen

ts.2- Execute integrations between SAP HCM, SAP SuccessFactors, and related enterprise systems (e.g. Finance, Time Management, Benefits, Compensation, Onboarding). Ensure seamless data flow and process alignment across these modules and other business functio

ns.3- Utilize expertise in HRIS/HCM to design, implement, and support solutions for complex HR business processes. This involves configuring systems to meet HR requirements and ensuring they are scalable and robu

st.4- Lead requirements gathering and design sessions with HR stakeholders to analyze current processes and define future-state needs. Translate business requirements into technical specifications and a clear vision for process improveme

nt.5- Document detailed business requirements and configuration decisions in a formal workbook or design document. Work directly with business owners to obtain sign-off on final requirements and design, ensuring alignment and acceptance before developme

nt.6- Collaborate with technical teams and consultants to ensure successful integration between HR IT modules and other business systems. Verify that end-to-end processes (from HR to other functions) work smoothly and data integrity is maintain

ed.7- Ensuring that Standard Operating Procedures ) are created and maintained for all recurring HR IT tasks and processes. Regularly review and update these SOPs to reflect system or process chang

es.8- Ensuring that proper Change Control procedures for any changes deployed to production HR systems. This includes risk assessment, documentation, approval workflows, and communication for system changes to minimize disruption and ensure stabili

ty.9- Identify opportunities to leverage new or unused SuccessFactors and SAP HCM features to improve HR business outcomes. Successfully implement enhancements and new functionalities that add value, such as self-service tools, analytics, or AI-driven features, thereby continuously improving the HR IT landsca

pe.Job Cont

• ext
  Job holder plays a crucial role in aligning technology with business goals, managing IT resources efficiently, and ensuring the organization’s technical solutions are secure, reliable, and supports the needs of the users and the overall business operat
• ionsJob requires ability to set project goals, define timelines, allocate resources, and monitor progress to ensure successful project deli
• veryJob holder plays a strategic role in developing and implementing the organization’s IT strategy aligned with Business Objectives and Collaborate with Senior Management to identify technology needs, Prioritize projects, and allocate resources effecti
• velyJob requires awareness of latest technological advancements and assess how these innovations can benefit the organization. Propose and implement the new technologies to improve efficiency and productiv
• ity.Job requires interaction with external vendors and suppliers to procure IT equipment, software licenses, and services. Evaluate Service Level agreements and ensure that vendors meet their obligati

ons.Framework, Boundaries & Decision Making Autho

• rityJob holder reports to the Director - Head of IT & Digital and align with organization’s overall IT strategy and business g
• oalsJob holder holds a decision-making authority concerning team structure, task delegation, performance evaluations and hiring decisi
• ons.Job holder should prioritize projects based on business needs, resource availability, and alignment with strategic object
• ivesJob holder should follow the guidelines and processes for vendor selection and procurement to ensure transparency and cost-effectiven

ess.Organizational / Functional Strategic F

• ocusContribute to the development of the organization’s HR technology roadmap, ensuring alignment with overall business and digital strateg
• ies.Identify and assess emerging HR technologies and industry trends to provide a competitive advant
• age.Evaluate how new solutions can be integrated into HR operations and processes to improve efficiency and employee experie
• nce.Ensure HR IT practices comply with legal, regulatory, and industry best practi
• ces.Prioritize and manage HR IT projects based on strategic importance, resource availability, and potential business imp
• act.Monitor project execution to ensure timely delivery, quality outcomes, and realization of expected benef
• its.Collaborate with senior management and cross-functional leaders to align HR IT initiatives with organizational objecti
• ves.Promote innovation, continuous improvement, and data-driven decision-making across HR technology functi

ons.Minimum Qualificat

ionsUniversity degree in Information technology attested by Saudi Council of Engine

ers.Minimum Experi

enceMin. 10 years Information Technology experience, with min. 5 years in a middle management position level experience Proffered fields of experience: & Project Managem

ent.Job-Specific Sk

illsManging Team, Projects Delivery, Vendor Management, IT Maturity Framework Knowledge, Process automation and supporting solutions for complex HCM business proces

ses.Langu

agesEnglish/Ar

abicSpecial Certifications / Member