With a spark of passion for people and a desire to foster environments where individuals can thrive many professionals in this field find themselves drawn to HR through diverse paths, often starting in general administration or related roles. Navigating the complexities of human resources requires expertise and a profound understanding of the human experience in the workplace.
The ability to adapt to changing circumstances and support employees during turbulent times has shaped Majed Almuhanna’s career, which drives meaningful change within his organization. He recognizes the importance of aligning human capital with business strategy.
Majed is a prominent figure in the realm of human resources, currently serving as the Chief Human Resources Officer at Savvy Games Group. His career began in 2006, transitioning from general administration to HR, where he quickly recognized the pivotal role that effective human resource management plays in organizational success.
Over the years, he has honed his skills through various leadership positions. Notably, he played a crucial role during the huge merger between Samba Financial Group and SNB, navigating complex cultural integrations while ensuring employee support throughout the process. His commitment to nurturing local talent and fostering creativity is evident in his current position, where he aims to contribute to Saudi Arabia’s evolving gaming industry and align with the Kingdom’s vision for economic diversification.
Here are the interview highlights:
Can you describe your journey in the HR field and what led you to become a leader in this industry?
My journey in human resources has been shaped by adaptability, resilience, and a focus on driving meaningful change. I started my career in 2006 in HR after holding a general administration role. In 2008, I joined SNB Capital, formerly NCB Capital, just before the global financial crisis. This period was both challenging and transformative, giving me firsthand experience in navigating economic downturns while supporting employees and maintaining organizational stability.
Over the years, I climbed the ranks until I became the Head of HR in 2017. During this time, I developed a keen ability to adapt HR strategies to align with diverse leadership styles and shifting market conditions as I worked with different CEOs. A major milestone in my career was leading the HR function during the 2021 merger of Samba Financial Group and SNB, one of the largest transactions in the region. This role required harmonizing organizational cultures and ensuring employees felt supported throughout the transition.
In 2023, I joined Savvy Games Group to contribute to an emerging and dynamic industry in Saudi Arabia. This role presented an opportunity to help shape a new ecosystem.
My focus extends beyond HR management to nurturing local talent, fostering industry innovation, and supporting the Kingdom’s vision for economic diversification.
What do you believe are the most pressing challenges facing HR leaders in the Middle East today?
The Middle East is undergoing rapid transformation, and HR leaders face several pressing challenges:
- The war for talent:
The demand for highly skilled professionals often exceeds supply, leading to fierce competition among employers. Organizations must focus on implementing innovative recruitment strategies and developing local talent pipelines to ensure long-term sustainability.
- Cultural diversity and inclusivity:
With increasingly diverse workforces, HR leaders must create inclusive environments where employees feel valued and empowered regardless of their background. This involves fostering collaboration and ensuring that workplace policies promote equality and respect.
- Technological advancements:
The rapid pace of innovation, particularly in artificial intelligence and automation, requires HR leaders to prioritize continuous upskilling of employees. Equipping the workforce with the right skills to adapt to these advancements is critical for maintaining competitiveness and agility. These challenges present opportunities for HR leaders to innovate and redefine strategies to create thriving, future ready organizations.
How do you approach talent acquisition in a competitive market, and what strategies have proven most effective for you?
Talent acquisition in today’s competitive market requires a proactive and multifaceted approach. At Savvy Games Group, we focus on:
- Building strong educational partnerships:
Collaborating with universities and training institutions helps us identify and nurture young talent early. In such a dynamic and fast-paced industry, the ability to navigate change, embrace innovation, and find creative solutions is invaluable.
Through our graduate and internship programs, we provide hands-on experience and help address the skills gap in the industry.
- Investing in employer branding: A strong employer brand communicates our mission, vision, and culture to potential candidates. By positioning Savvy as an organization that values creativity, innovation, and growth, we attract individuals aligned with our goals.
- Focusing on internal development: Developing talent internally is just as important as recruitment. By offering robust learning and growth opportunities, we not only retain top talent but also cultivate future leaders.
This holistic approach ensures that we attract, develop, and retain the best talent while building a sustainable talent pipeline for the future. An integral part of this effort is the introduction of Savvy Academy, which focuses on building awareness, readiness, and experience. The academy is designed to support the growth of Saudi Arabia’s games ecosystem by equipping individuals with the skills and knowledge needed to excel in the industry.
In your experience, how important is employee engagement, and what methods do you use to foster it within your team?
Employee engagement is critical for organizational success. Engaged employees are more productive, innovative, and loyal, contributing significantly to a company’s growth. At Savvy, we view engagement as a continuous journey, and we focus on:
- Regular feedback and data-driven insights:
Engagement surveys, pulse checks, and check-in interviews allow us to understand employee needs and proactively address challenges.
- Transparent communication:
Initiatives like town halls and managers’ forums ensure alignment between employees and leadership, providing accessible platforms for open dialogue about company goals and performance.
- The Executive Leadership Team’s Open Door Initiative:
This program enables employees at all levels to connect directly with senior leadership, share their ideas, and discuss any challenges they face. It fosters a culture of transparency and collaboration,
reinforcing employees’ trust in the leadership team.
- Recognition and development programs:
Celebrating individual and team achievements fosters a sense of belonging and motivation, while opportunities for professional growth keep employees engaged, empowered, and forward-focused.
These initiatives are designed to create an environment where employees feel valued, heard, and inspired to excel.
What are your thoughts on the future of remote work in the Middle East, and how do you see HR adapting to these changes?
Remote work is no longer a trend—it’s a cornerstone of modern employment, especially in industries like games and technology. While it offers flexibility and attracts talent, it also comes with challenges that HR leaders must address strategically.
- Building a culture of trust and accountability:
Leaders must empower employees by setting clear expectations, promoting autonomy, and fostering open communication. Trust forms the foundation of a successful remote work culture, and accountability ensures that employees remain aligned with organizational goals.
- Supporting remote employees:
Providing the right tools, such as collaborative platforms and communication technology, is essential. Additionally, regular check-ins and structured interactions help employees feel connected and supported, even from a distance.
- Ensuring proper communication:
During the COVID-19 pandemic, we learned the importance of maintaining consistent and transparent communication. Remote teams thrive when there are regular updates, team meetings, and virtual social events that foster collaboration and engagement.
- Balancing work and life:
Remote work can blur the lines between personal and professional life, increasing the risk of burnout. At Savvy, we promote policies that encourage work-life balance, such as setting clear boundaries, respecting employees’ personal time, and providing resources to support mental well-being.
- Driving engagement:
Remote employees must feel part of the team. Initiatives like virtual team-building activities, recognition programs, and frequent one-on-one interactions ensure that remote workers remain connected to the organization. At Savvy, our hybrid work model reflects our commitment to balancing flexibility with connectivity, ensuring employees feel supported and engaged no matter where they work.
How do you measure the success of HR initiatives within your organization, and what key performance indicators do you prioritize?
The success of HR initiatives is measured by their alignment with business goals and their ability to positively impact employees. At Savvy, we focus on:
- Engagement scores:
High engagement scores indicate employee satisfaction, alignment with company values, and a strong sense of belonging within the organization.
- Turnover rates:
Monitoring turnover rates helps us identify trends, understand retention challenges, and measure the effectiveness of our talent management strategies.
- Business reliance on HR:
HR success is evident when business leaders actively seek HR’s input on strategic decisions, demonstrating trust in HR as a critical partner in driving organizational success.
- Quality of hires:
The performance, cultural alignment, and long-term contribution of new hires serve as strong indicators of the effectiveness of our talent acquisition strategies.
By prioritizing these metrics, we ensure that HR initiatives not only contribute to the organization’s success but also enhance employee well-being and engagement.
What advice would you give to emerging HR leaders looking to make their mark in the games industry?
Emerging HR leaders should focus on:
- Continuous learning:
Stay adaptable and curious. The games industry evolves rapidly, and keeping up with trends, technologies, and workforce dynamics is essential for long-term success.
- Understanding the business:
Dive deep into the industry’s operations, revenue streams, and key drivers. A solid understanding of the business enables HR leaders to align their strategies with organizational goals and contribute as strategic partners.
- Developing soft skills:
Communication, emotional intelligence, and relationship-building are critical for effective leadership. These skills help foster collaboration, resolve conflicts, and build trust across teams.
- Staying adaptable:
In such a dynamic and fast-paced industry, the ability to navigate change, embrace innovation, and find creative solutions is invaluable. Adaptability ensures HR leaders remain relevant and resilient in the face of challenges.
By combining these traits, HR leaders can drive meaningful impact, enhance organizational culture, and position themselves as strategic enablers in the games industry.
How do you promote continuous learning and professional development among your team members?
I believe that the best learning happens on the job. Research supports this, with 70% of learning coming from hands-on experience, 20% from coaching or mentoring, and 10% from formal training. Creating an environment where employees can learn through challenging assignments and cross-functional projects. Provide structured learning opportunities, including workshops, in-house training, external courses, and online learning platforms. Continuous feedback and coaching further enhance development.
As a leader, I challenge my team to take on new responsibilities, ensuring they grow professionally while contributing meaningfully to the organization.
What is the one lesson you have learned from a failure in your career that has shaped your approach to leadership today?
One key lesson I’ve learned is the importance of clear communication and stakeholder alignment. Early in my career, I underestimated how critical it was to engage key stakeholders transparently and proactively. Misalignment can derail initiatives, no matter how well-planned they are. Today, I prioritize clear, consistent communication and actively seek feedback from stakeholders throughout the process. This approach ensures alignment, builds trust, and significantly improves the chances of success.
Can you share an example of a successful diversity and inclusion initiative you implemented? What impact did it have on your organization?
One of our key focuses has been supporting work-life balance, particularly for working mothers. By introducing flexible working hours, remote work options, and enhanced parental leave policies, we’ve empowered employees to better manage their family responsibilities. These initiatives have also increased the representation of women in our company, exceeding the global industry average.
As Savvy leads the growing games sector in Saudi Arabia, diversity remains a cornerstone of our strategy. Looking ahead, we are planning to launch a ‘Gaming Culture’ program next year. This initiative will celebrate the unique perspectives of employees from various backgrounds and regions.
By fostering a culture of respect and inclusivity, we aim to create an environment where every team member feels valued and empowered to contribute. This inclusive culture not only enhances job satisfaction and retention but also positions us as a forward-thinking leader in the global games industry.
Can you discuss a time when you had to navigate a significant conflict within your team or organization? What was your approach, and what was the outcome?
One notable challenge I encountered was addressing dissatisfaction from an executive after we launched a new program to improve an HR practice. Despite thorough planning and communication, the executive felt the program didn’t meet his expectations, which led to delays.
To resolve the issue, I arranged a one-on-one meeting with the executive, approaching the conversation with an open mind and a willingness to listen. It was essential to understand his concerns and perspective fully. During our discussion, I acknowledged his feedback and revisited the purpose and benefits of the program, demonstrating its alignment with both company objectives and his department’s goals.
The dialogue was constructive, focusing on finding common ground. We identified specific ways to address his needs while maintaining the program’s integrity. This collaborative approach resulted in a positive outcome—a true win-win. The executive felt heard and gained a clearer understanding of the program’s value. We agreed on actionable steps to align expectations, which allowed the team to move forward cohesively and successfully implement the program.
