Senior People Operations Specialist

Senior People Operations Specialist

Riyadh, Saudi Arabia
· On-site
· Full-time

Reports to: Co-founder & CTO, owner of the Team & Culture pillar

Level: Senior individual contributor, no direct reports

Eligibility: Saudi nationals

TL;

DR. You will run Client’s People operations day to day: every contract authenticated, every joiner welcomed properly, every government program window caught. Our policies and programs are designed; this role makes them happen, on time, every week.

About the Client

Our Client is the digital-asset custody and infrastructure platform for the GCC. Institutions use us to hold digital assets safely, settle across chains, and build on a developer API and an institutional console. We are SOC 2 Type II and ISO 27001 certified, and run our own MPC-based signing infrastructure.

Headquartered in Riyadh, 20+ people today, growing toward 50 over the next year.

The role

Until now the founders have run People part-time. You will own People operations end to end and work directly with the co-founder who owns the function. You partner with every team lead on their joiners, and with Finance on payroll inputs.

This is an operator seat. Compensation philosophy and culture strategy stay with the founders; your job is execution and follow-through, and telling us early what needs a decision.

What you'll own

• HR operations and government relations. Authenticate employment contracts on Qiwa, run GOSI registrations and changes, submit Mudad wage files, handle Muqeem and Iqama steps for non-Saudi colleagues, and enroll health insurance in line with Council of Health Insurance (CHI) rules. Keep every record current, so every Saudi colleague counts toward Nitaqat.

• Payroll inputs and EOR paperwork. Prepare monthly payroll inputs, and handle the paperwork for colleagues employed outside Saudi Arabia through an Employer of Record.

• Onboarding and offboarding. Run a five-day onboarding: paperwork done before day one, equipment ready, first week scheduled, a proper welcome. Run a clean offboarding when someone leaves.

• Government talent programs. File for HRDF Employment Support on eligible Saudi hires inside the window, run Tamheer trainee placements, and track the NTDP and other Saudi talent and startup programs we qualify for.

• Academy and the Builder Program. Help launch two programs that bring Saudi graduates and builders into blockchain: calendar, partners, candidates and logistics. The founders set the content.

• Policies. Take drafted policies to signed and published: attendance, remote work, leave, code of conduct, and employee data privacy under the PDPL. Track who has acknowledged what.

• Employee experience. Anniversaries, celebrations and office rituals: the small things that make a growing company feel looked after.

Your first 90 days

Day 30

Day 60

Day 90

HR operations

Full picture of every employee on Qiwa, GOSI, Mudad and health insurance

Every record clean and owned by you

People records current for every person

Government programs

Every Saudi employee checked against the HRDF Employment Support window; filings made

Tamheer registration done

First support payment received, or the reason known

Onboarding

Checklist ready for the next joiner

Next joiner onboarded in five days

Every joiner in the period onboarded in five days

Policies

Attendance policy drafted

Two policies signed and acknowledged

Three policies signed and acknowledged

Academy and Builder Program

Calendar and partner contacts in one place

Launch plan agreed

Partner conversations under way

What you bring

Must-haves

• 4 to 7 years of HR generalist experience in Saudi Arabia, including at least two years as the HR person at a company of 20 to 150 people.

• Hands-on platform work you did yourself:
  Qiwa, GOSI, Mudad, Muqeem and health insurance enrollment. You can walk us through the last change you filed.

• Direct experience with HRDF, Tamheer, NTDP or other Saudi talent and startup programs: filings, registrations or placements you ran.

• End-to-end onboarding experience: paperwork, equipment, first week and the welcome.

• Follow-through as a habit. You keep trackers alive without being asked, and you chase politely until it is done.

• Arabic and English strong enough to write an employee-facing policy in both.

• Discretion with contracts, pay and personal data.

Nice-to-haves

• Fintech or startup background.

• You already use AI tools for drafting, checklists and data work. We use them across the company and will train you if you don't.

• Experience with Deel or another Employer-of-Record platform.

• Experience with PalmHR or…