- Outsourced Manpower Category Strategy & Demand Planning
- Own the end-to-end category strategy for outsourced manpower, medical and non-medical, across ICC, CHC, HHC , and Telemedicine, including make-or-buy positioning of outsourced resource against FTE headcount.
- Conduct annual category analysis covering manpower spend, rate benchmarking, supplier market capacity, Saudization impact, and demand forecasting by line of business and role family.
- Build and maintain the outsourced manpower rate card by role, grade, and nationality band, aligned to the approved salary bands and the outsourced-versus-FTE eligibility framework.
- Qualify and diversify the approved manpower supplier panel to remove single-source dependency on critical clinical roles and mitigate supply, licensing, and continuity risk.
- Validate End User demand at PR stage, job description accuracy, engagement duration, headcount justification, and budget clearance before any RFQ is released to the market. • Approved annual manpower category plan per LOB.
- Validated rate card covering all recurring medical and non-medical roles.
- Diversified, pre-qualified manpower supplier panel.
- Reduced total cost of contingent labour against benchmark.
- Outsourced Manpower Category Strategy & Demand Planning
- Own the end-to-end category strategy for outsourced manpower, medical and non-medical, across ICC, CHC, HHC , and Telemedicine, including make-or-buy positioning of outsourced resource against FTE headcount.
- Conduct annual category analysis covering manpower spend, rate benchmarking, supplier market capacity, Saudization impact, and demand forecasting by line of business and role family.
- Build and maintain the outsourced manpower rate card by role, grade, and nationality band, aligned to the approved salary bands and the outsourced-versus-FTE eligibility framework.
- Qualify and diversify the approved manpower supplier panel to remove single-source dependency on critical clinical roles and mitigate supply, licensing, and continuity risk.
- Validate End User demand at PR stage, job description accuracy, engagement duration, headcount justification, and budget clearance before any RFQ is released to the market. • Approved annual manpower category plan per LOB.
- Validated rate card covering all recurring medical and non-medical roles.
- Diversified, pre-qualified manpower supplier panel.
- Reduced total cost of contingent labour against benchmark.
- Contract, SLA & Supplier Risk Management
- Own the end-to-end contract lifecycle for all manpower supply and framework agreements, from drafting and negotiation through execution, call-off administration, performance monitoring, renewal, and close-out.
- Negotiate manpower-specific commercial terms including rate escalation caps, replacement and no-show remedies, notice and demobilisation conditions, timesheet and invoicing controls, and termination for cause.
- Attach and enforce the Manpower Supplier SLA Schedule on every agreement, covering CV submission, replacement, documentation accuracy, and licensing turnaround service levels.
- Enforce the penalty recharge clause, under which any regulatory penalty, fine, or liability incurred by BCC arising from inaccurate supplier-submitted information is recharged in full to the supplier.
- Maintain the manpower contract and framework agreement register with expiry dates, headcount allocation, call-off status, renewal triggers, and performance obligations. • Executed agreements with SLA schedule and penalty recharge clause attached.
- Live contract and call-off register with zero missed renewals or lapsed placements.
- Quantified and mitigated manpower supply, licensing, and labour law risk.
- Ensure BCC is protected from vendor-originated regulatory liability.
4 Regulatory Compliance & Onboarding Assurance
- Own validation and clearance of the complete onboarding document package for every outsourced resource, covering updated CV, National ID or Iqama, personal photograph, application and declaration form, signed BCC Outsource NDA, Bupa Arabia Code of Conduct, and dress code acknowledgement.
- Verify medical staff credentials before clearance, including valid SCFHS classification, Basic Life Support certification, medical malpractice insurance, and completed medical fitness clearance.
- Instruct and track Government Relations on MOH licence generation, providing BLS, ID, and malpractice insurance for Saudi nationals and the additional Ajeer authorisation for non-Saudi nationals.
- Ensure Saudi Labour Law, Ajeer, and Nitaqat obligations are discharged by the supplier as legal employer, and that no resource is deployed without an approved PO and an issued MOH licence.
- Maintain audit-ready onboarding files for every resource and act as first responder to CBAHI, MOH, and internal audit queries on outsourced workforce credentialing. • Complete documentation validated before PO issue and deployment.
- Zero unlicensed or uncredentialed resource deployed to a BCC site.
- Signed vendor declaration and penalty acknowledgement on file per supplier.
- Clean CBAHI, MOH, and internal audit outcomes on outsourced staff files.
5 Supplier Performance & Business Partnering
- Act as the primary procurement business partner to leadership on all contingent workforce requirements, translating operational demand into sourcing strategy.
- Operate a structured Vendor Performance Management framework for manpower suppliers covering fill rate, CV quality, offer-to-join conversion, documentation accuracy, replacement speed, and early attrition.
- Chair quarterly supplier business reviews, issue scorecards and corrective action plans, and escalate to penalty, substitution, or termination where performance fails to recover.
- Lead root cause analysis on candidate rejection and early attrition, separating specification defects from genuine supplier sourcing failure, and close the gap at job description and rate card level.
- Lead, coach, and develop the outsource procurement team, and present category performance, workforce risk, and supplier governance to senior leadership. • Procurement embedded in workforce planning across all lines of business.
- Quantified supplier scorecards with documented corrective actions.
- Improved fill rate, reduced time-to-deploy, and lower rejection rate.
- Stronger internal capability across the outsource procurement team.
Minimum 8–10 years of progressive procurement experience, including demonstrable ownership of an outsourced manpower, contingent labour, or HR services category. Experience in healthcare or another highly regulated sector is strongly preferred, with direct exposure to SCFHS classification, MOH licensing, and Ajeer or Nitaqat compliance. Proven experience building procurement policy, SOPs, and supplier governance frameworks in a multi-site, multi-entity environment is essential.
EDUCATIONAL BACKGROUND
Bachelor’s degree in Human Resources, supply chain management, business administration, or a related field. A professional Human resource ceritifcation or procurement certification is strongly preferred. Lean Six Sigma certification and an MBA or postgraduate qualification in a related field are an advantage.
SKILLS REQUIRED /TECHNICAL/MANAGERIAL
- Outsourced manpower category management – demand planning, rate card design, benchmarking, and cost-per-head modelling
- Strategic sourcing and RFx development – RFQ design, CV and rate evaluation, and award governance
- Commercial negotiation – rates, escalation caps, payment terms, SLAs, penalties, and exit provisions
- Manpower contract and framework agreement drafting, call-off administration, and lifecycle ownership
- Vendor Performance Management (VPM) – fill rate and quality KPIs, scorecards, corrective action plans
- Saudi Labour Law, Ajeer, Nitaqat/Saudization, Qiwa, and MHRSD requirements governing outsourced labour
- SCFHS classification, MOH licensing, and CBAHI credentialing standards for outsourced clinical staff
- ERP and HR system proficiency – MS Dynamics AX strongly preferred; Zoho People and Oracle familiarity is a plus
- Financial acumen – budget management, savings reporting, and cost-benefit analysis
- Risk identification, assessment, and mitigation in a procurement and labour compliance context
- Policy, SOP, and process design – ISO-aligned documentation, RACI mapping, and Lean Six Sigma process improvement
- Strong written and verbal communication in English; Arabic proficiency is required
OTHER REQUIREMENTS (IF ANY)
- Proven track record of building procurement governance from the ground up and delivering measurable cost and compliance improvement.
- High level of integrity, commercial ethics, and compliance commitment.
- Ability to manage high-volume, concurrent manpower requisitions across multiple lines of business with competing deadlines
- Strong stakeholder management skills, able to influence, challenge, and enforce governance across functions.
- Commercially confident and data-driven decision maker
- Comfortable working in a fast-paced, growth-stage environment where processes are still being built
- Adaptable to shifting organizational priorities and able to flex across ICC, CHC, HHC, Health Lounges, and Telemedicine
