HR Consultancy in Saudi Arabia
Saudi employers operate under a dense set of workforce obligations: Saudization targets measured through Nitaqat, employment contracts documented on Qiwa, wages reported through Mudad and the Wage Protection System, and social insurance filed with GOSI. HR consultancy turns those requirements into a written position: where the establishment stands today, which gaps carry penalties or block government services, and what has to change first.
The work is advisory and document-led. Typical outputs are a Nitaqat and localisation diagnostic, an organisation and grading structure, a policy pack aligned to the Saudi Labour Law, and audit reports on payroll and platform records. Each deliverable names an owner and a sequence, so that finance, operations and the HR team can act on it without further interpretation.
- Ajeer & Qiwa Ready
- Nitaqat-aware workforce planning
- Coverage across Saudi Arabia
What our HR Consultancy includes
HR advisory for Saudi employers: Nitaqat planning, job grading, Labour Law policies and Qiwa and Mudad reviews, delivered as roadmaps and audit reports.
Typical HR Consultancy deliverables
- Nitaqat and Saudization diagnostic with band-movement scenarios
- Localisation roadmap with role-by-role transition sequencing
- Organisation design, job descriptions and a job-grading structure
- HR policy pack and employee handbook aligned to the Saudi Labour Law
- Payroll, Mudad and WPS compliance review report
- Qiwa contract and record audit with a corrective action list
How our HR Consultancy works
Delivery steps for HR Consultancy
Scope and data request
We agree the questions the engagement must answer and issue a data request covering headcount, contracts, payroll files and platform extracts such as Qiwa and GOSI records.
Baseline diagnostic
Records are reconciled across systems to establish the true workforce position, current Nitaqat standing, and any mismatches between contracts, payroll and insurance filings.
Gap and risk assessment
Each finding is rated by consequence: penalty exposure, blocked government services, operational disruption or policy inconsistency. Management sees which items need action first.
Design and drafting
We draft the structure, grading framework, policies or localisation plan, working through each draft with HR and line management so that it reflects how the business actually operates.
Roadmap and handover
The final pack sets out actions by owner and sequence, with templates and audit evidence. A walkthrough session hands the material to HR, finance and operations.
Follow-up review
After the client has implemented the first actions, an optional review checks the platform records and reports again, so that corrections are confirmed rather than assumed.
Saudi compliance for HR Consultancy
Our advice follows Saudi labour-law, Qiwa, Mudad and GOSI requirements, and treats Nitaqat positioning as a planning input for employers across Saudi Arabia.
Regulatory requirements for HR Consultancy
Nitaqat classification
Nitaqat is the MHRSD programme that places an establishment in a band according to its Saudization performance. The band determines which visa and work-permit services stay open, so planning must start from the current band.
Qiwa contract documentation
Employment contracts, amendments and work-permit services are handled through the Qiwa platform. Records on Qiwa should match the signed contract, the job title and the wage actually paid, or the mismatch surfaces in later disputes and audits.
Mudad and Wage Protection
Employers submit payroll through Mudad and the Wage Protection System, which monitors whether salaries are paid in full and on time. Review payroll files against contracts before filing, since the WPS compliance status can affect the establishment’s government services.
GOSI registration and wages
Employees must be registered with GOSI, with contribution wages that reflect the basic wage and housing component as the rules require. Under-declared wages create contribution differences and later claims on the employer.
Internal work regulations
The Labour Law requires employers to adopt internal work regulations for the establishment, following the template issued by MHRSD. Handbooks and policies should sit consistently beneath that document, particularly on disciplinary procedure, leave and end-of-service terms.
HR Consultancy by industry
Al Fahmi Services adapts HR Consultancy to each sector's roles, credentials and site conditions. Each industry has its own page with role families, demand drivers and compliance points.
HR Consultancy for Construction
HR consultancy for contractors concentrates on the people systems that keep a project compliant and staffed: Nitaqat and Saudization planning, workforce histograms tied to the construction programme, labour accommodation and subcontractor compliance reviews, grading and allowances for site and office staff, and HR policies that withstand Qiwa, Mudad and inspection scrutiny.
Role families: Compliance and localisation; Workforce planning and organisation; Reward, policy and development.
HR Consultancy for Oil & Gas
HR consultancy for oil and gas contractors and suppliers deals with the structure behind a fluctuating, certificate-driven workforce: Nitaqat and Saudization planning, competency and grading frameworks, shutdown mobilisation procedures, Ajeer and Qiwa contract practice, and wage and GOSI compliance through Mudad.
Role families: Localisation and Nitaqat; Workforce structure and pay; Compliance and mobilisation.
HR Consultancy for IT
HR consultancy for IT clients addresses structure before headcount: Saudization planning by role family, pay and grading frameworks that reflect competition for scarce skills, career paths for engineers, and HR set-up for a newly established regional headquarters.
Role families: Workforce planning and Saudization; Reward and job architecture; HR set-up for regional headquarters.
HR Consultancy for Facility Management
HR consultancy helps FM operators and in-house facility teams build workforce models around their service level agreements.
Role families: Workforce and contract design; Saudization and compliance; Pay, retention and performance.
HR Consultancy for Logistics
HR consultancy for logistics focuses on the structural questions of a high-headcount, shift-based business: localisation planning for transport activities, Nitaqat band modelling for warehouse populations, peak-season workforce models, and policies for driver hours, certification tracking and payroll compliance.
Role families: Localisation and Nitaqat; Peak-season workforce models; HR operations and compliance.
HR Consultancy for Healthcare
HR consultancy helps hospital groups and clinic operators build workforce structures that stand up to regulators and accreditors.
Role families: Workforce planning and localisation; Credentialing and compliance; Policy and employee relations.
HR Consultancy for Hospitality
HR consultancy for hotels, caterers and tourism operators focuses on workforce models that survive seasonality: Saudization plans for guest-facing and supervisory grades, seasonal and Ajeer staffing policies, Nitaqat and Qiwa compliance reviews, and pre-opening training roadmaps.
Role families: Saudization and workforce planning; Policy and compliance; Talent and training.
Engagement models for HR Consultancy
Contract models for HR Consultancy
Fixed-scope diagnostic
A defined review, such as a Nitaqat diagnostic or Qiwa audit, with agreed data inputs and a written report. It suits employers who need an independent view before committing to larger change.
Project-based design
A scoped programme to build an organisation structure, grading framework, policy pack or localisation roadmap, with milestones agreed in advance and review points with the HR owner.
Retained advisory support
Ongoing access to an HR adviser for regulatory questions, periodic Nitaqat and payroll checks, and policy updates when rules change. It suits employers without a large in-house HR function.
Frequently asked questions
Do you advise sites in Saudi Arabia remotely, or visit them?
Most diagnostic work, such as platform record reviews, payroll checks and policy drafting, is done from your documents and exports. Site visits are arranged where interviews with line managers, grading workshops or checks on working practice need people in the room.
What do we need to provide before starting?
Typically an employee master list, sample contracts, recent payroll files, Qiwa and GOSI extracts, the current internal work regulations and any organisation charts. Missing items are not a barrier; we list them as findings and work from what is available.
Which industries do you serve with HR Consultancy?
We provide HR Consultancy for employers in Construction, Oil & Gas, IT, Facility Management, Logistics, Healthcare and Hospitality. Each industry page describes the roles, credentials and compliance points we cover.
Which Saudi cities do you cover for HR Consultancy?
We deliver HR Consultancy in Riyadh, Jeddah, Jubail, Yanbu, NEOM, Makkah, Tabuk, Ras Al Khair, Jazan, Dammam, Al Khobar, Madinah and Abha. City pages set out local demand, gateways and key areas for employers in each location.
Plan your HR Consultancy requirement
Tell us the roles, locations and timeline you are working to. We will respond with a scoped proposal built around Saudi compliance requirements.