Head of Family Integration and Development at Burjline Builders

Jeddah, Makkah Region, Saudi Arabia -

Full Time

Start Date

Immediate

Expiry Date

12 Aug, 26

Salary

0.0

Posted On

14 May, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Learning Strategy Design, Stakeholder Management, Partnership Management, Coaching, Mentoring, Advisory Skills, Strategic Planning, Governance Setup, Budget Management, Communication, Facilitation, Presentation Abilities, Emotional Intelligence, Succession Planning, Talent Management, Leadership Development

Industry

Construction

Description

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

Responsibilities

Design and lead a comprehensive learning and development ecosystem for family members from school-age through leadership readiness. The role focuses on institutionalizing capability building, values alignment, and succession planning to ensure long-term group continuity.