The Client Challenge:
A leading regional conglomerate seeking to diversify into digital services, in line with Saudi Arabia's Vision 2030, faced major People & Organization (P&O) challenges. Their goal of launching a cutting-edge digital subsidiary was delayed due to several factors: difficulties in attracting specialized tech talent (Talent Acquisition), a rigid existing corporate structure unsuited to agile ways of working (Organizational Design), outdated Compensation & Benefits packages that were uncompetitive for the tech market, and the absence of a clear process for identifying high-potential internal candidates for new digital roles (Talent Assessment & Succession Planning). These interconnected obstacles posed a serious risk to the overall strategic initiative.
The Integrated Approach:
To overcome these hurdles, the conglomerate adopted a comprehensive, integrated P&O strategy specifically tailored to the needs of the new digital venture. The solution focused on creating synergy across several critical areas:
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Agile Organizational Design:
A lean, flexible organizational structure was designed to encourage collaboration and rapid decision-making, making roles clearer and more appealing to tech talent.
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Strategic Talent & Rewards:
Talent Assessment processes were introduced to identify internal high-potential employees. At the same time, a market-aligned Compensation & Benefits strategy, tailored for the tech industry, was implemented to strengthen talent attraction and retention.
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Targeted Acquisition & Development:
With the structure and rewards refreshed, a focused Talent Acquisition strategy was developed, successfully bringing in key external hires while also preparing internal talent for transition. Early Succession Planning for critical roles was embedded to ensure sustainability.
Results Achieved:
Through this integrated P&O transformation, the conglomerate successfully launched its digital subsidiary. It managed to attract the necessary specialized talent, nurture an innovative, agile culture, and significantly reduce early-stage turnover thanks to the competitive rewards strategy. The venture gained early traction and positioned the client as a dynamic and adaptable player in the region’s rapidly evolving economy.
Key Takeaway:
This case illustrates the vital importance of a cohesive People & Organization strategy. Addressing organizational structure, talent acquisition, talent assessment, succession planning, and rewards as an integrated system — rather than in isolation — is crucial for successfully delivering complex strategic transformations in today's fast-moving business environment.
