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HR Foundations · Organization

One structure. Every record follows it.

People, positions and reporting lines sit in one live chart, every position carries a job profile with the competencies it expects, policies and the manpower plan read from the same structure, and an HR audit tells you what is missing before you start.

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E
Alturki Holding/OrganizationSearchNA
Org chartJob profilesCompetenciesManpower planPoliciesAdd position

Headcount

1,284

9 departments · 4 locations

Positions filled

236/248

↑ 9 since January

Vacancies

12

3 open past 60 days

Org chartHuman Resources · 26 positions
HAHuda Al-QahtaniChief Human Resources Officer
SASaud Al-MutairiTalent Acquisition Manager
LBLina BarakatHR Operations Manager
+Total Rewards ManagerVacant · in the plan
DADana Al-AnaziSenior Recruiter
OHOmar HaddadRecruiter · Saudization
Job profile — Talent Acquisition ManagerPublished

PS-0412 · Human Resources · Grade M2 — Manager · Riyadh

Reports to Huda Al-Qahtani · v4, edited 12 Mar by Lina Barakat

Export PDF

Expected competencies

8 · 3 inherited
Talent Sourcing
L4
Interviewing & Assessment
L4
Stakeholder Management
L3
Employer Branding
L3
Workforce Data & Reporting
L2

Accountabilities

  1. 1Own the Group hiring plan and keep it aligned to the approved manpower plan
  2. 2Run the full recruitment cycle for grades M1 to M4 across Saudi and Bahrain
  3. 3Maintain a qualified pipeline for the positions the plan opens next quarter
  4. 4Report time-to-fill, cost-per-hire and offer acceptance to the CHRO monthly

  • One connected record

    A position, the profile behind it, the person in it and the plan around it are the same record. Change one and the rest follow.

  • Profiles that stay true

    AI drafts from the position and its department, a person edits and publishes, and the published version is the one every other module reads.

  • A baseline you can act on

    The HR audit scores where the function stands and hands back fix-it actions that point at the exact record to change.

Org chart

A live chart built from positions and reporting lines.

The chart is not a drawing. It is built from the positions, the people in them and who reports to whom, with departments and locations attached to each one. Take a snapshot before a restructure, compare it against the live chart and restore it if the change does not land, and export the whole thing to PDF. Change a position and the profile, the plan and the chart follow.

  • Departments and locations attached to every position
  • Versions you can compare against the live chart and restore
  • PDF export of the whole chart
Org chart128 positions
NANasser Al-OtaibiChief Operating Officer
MDMona DarwishPlant Manager
ZKZiad KassemSupply Chain Manager
OperationsRiyadh+ 6 departments
Versions3 saved
  • Live chartToday
  • Q1 restructure12 Jan
  • FY25 approved3 Nov

Compared with live · 4 positions moved

Job profiles

A structured profile behind every position.

Purpose, responsibilities, KPIs, the competencies the role expects and at what level, and who it reports to — the same structure for every position rather than a folder of documents in different shapes. AI drafts a profile from the position and its department, a person edits it and publishes. Export it as a PDF in the ENGAGƎ format, in Arabic or English, and bring existing work in from an XMind mind-map.

  • AI drafts from the position, a person publishes
  • PDF in the ENGAGƎ format, Arabic supported
  • Import from XMind mind-maps
Procurement SpecialistSupply Chain · P3 — SpecialistPublished

Source materials on time and at the agreed cost.

Competencies · level

  • Negotiation12345
  • Supplier management12345

AI draft · published by Reem Al-Harbi

ExportPDF
العربيةEnglish

ENGAGƎ format · 4 pages

Competencies

One framework, inherited down the structure.

One competency framework per organization, each competency written as a five-level matrix. Link a competency to a department and every job profile under it inherits it, rather than the same paragraph being copied into eighty documents. A profile can exclude an inherited competency where the role genuinely does not need it. The expected level on the profile is what Taqeem rates against and what a development plan measures a gap from.

  • Five-level matrices, one framework per organization
  • Linked at department level, inherited by every profile under it
  • Expected levels feed Taqeem reviews and development plans
Supply Chaindepartment
NegotiationLinked · level 3
  1. 1Accepts the price on the sheet
  2. 2Opens the conversation on price
  3. 3Trades scope against cost
  4. 4Runs a multi-supplier tender
  5. 5Sets the negotiation standard

Inherited by 14 job profiles under this department

Warehouse Supervisorprofile
  • NegotiationInherited
  • Safety complianceInherited
  • Category strategyExcluded

Manpower plan

Headcount by position, planned on the live chart.

Plan headcount position by position across a horizon. A scenario is a diff on the live chart rather than a copy of it — add a position, move one under a different manager, close one — so the plan and the chart cannot drift apart while you are still deciding. Compare two scenarios side by side, see the variance, and make the moves by dragging on a canvas.

  • Scenarios are diffs on the live chart, not copies of it
  • Compare two scenarios and see the variance
  • A canvas editor with drag-moves
Riyadh plant 2027diff on live
  • +Maintenance Planner ×2Maintenance
  • →QA Inspectorunder Quality Manager
  • −Data Entry Clerkclosed

Live chart untouched until approval

Headcount2027
  • Q1
    128
  • Q2
    131
  • Q3
    136
  • Q4
    141

Variance vs approved · +5

HR policies

A policy library that keeps its own history.

Policies are written in a rich-text editor that saves the draft as you type, and each one moves through three states — draft, in review, published. AI drafts a policy from a brief with your organization's own structure as context, and a person with the role publishes it. Every version stays, so you can read the diff between two of them and restore the earlier one.

  • Autosaved drafts, draft to in review to published
  • AI drafts from a brief with your organization's context
  • Version history with diff and restore
Remote Work PolicyIn review

Employees in eligible roles may work two days a week away from the office, agreed with their manager.

DraftIn reviewPublishedSaved
Version historyv5
  • two days a week away from the office
  • three days a week away from the office

v4 · 8 Jan · restore

HR audit

A maturity baseline, run on the first call.

A structured questionnaire across the HR function, answered on the first call. It returns a score with recommendations and a list of fix-it actions, and each action points at the exact record to change rather than at a topic to think about. Run it again later and the movement between the two is the measure.

  • A structured questionnaire, scored with recommendations
  • Fix-it actions that point at the record to change
  • Repeat it to see the movement
HR maturityFeb 2026
58/ 100Up from 41
  • Structure
    72
  • Job architecture
    44
  • Policies
    61
  • Performance
    35
Fix-it actions9 open
  • Publish 12 draft profilesJob profiles
  • Add 4 missing reporting linesOrg chart
  • Approve the leave policyPolicies
Engage Intelligence

AI does the typing. Your people decide.

  • 01Drafts a job profile from the position and the department it sits in.
  • 02Drafts a policy from a brief, with your org chart and profiles as context.
  • 03Turns audit answers into recommendations and fix-it actions on real records.

AI only ever creates drafts. A person with the role publishes them.

How it works

Built with you, then handed over.

A consultant sets it up and runs the first cycle beside your HR team. After that they own it.

  1. 01First call

    Baseline

    A consultant runs the HR audit with you and maps the structure that already exists. You leave the call with a score and a list of what is missing.

  2. 02Two to four weeks

    Build

    The org chart, job profiles, competencies and policies are built in your workspace, with your people imported and your reporting lines already in place.

  3. 03From week four

    Run and transfer

    Your HR team takes it over — they edit the profiles and publish the policies from then on. We stay on call.

Works with your stack

People and reporting lines come in from your HRIS, or from a CSV or Excel file.

  • ZenHR
  • Bayzat
  • Jisr
  • Odoo
  • SAP SuccessFactors
  • Oracle HCM
  • Workday
  • Darwinbox

The rest of the platform

HR Foundations is one of four modules.

FAQ

Questions teams ask before they start.

Didn’t find it here? Book a demo and ask us directly.

No. Your HRIS holds payroll, contracts and employee records. HR Foundations holds the structure around them — positions, reporting lines, job profiles, competencies and policies — and takes people and reporting lines in from the HRIS rather than asking you to keep them twice.

Get your HR right, once.

Bring the org chart you have today. In one call we’ll show you where it breaks, and what it looks like when it’s alive.

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