Structured HR for Saudi businesses, delivered remotely
We audit HR, design processes and write HR documents for companies in Saudi Arabia that are growing their teams. Work is delivered online from India. Your Saudi adviser confirms every legal point.
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Share your requirementsIn brief
GullyHR, a Bengaluru firm, supports businesses in Saudi Arabia with HR from India. We audit your HR set-up, design hiring, onboarding, performance and documentation processes, draft policies, train managers online, and can provide ongoing HR operations support. We do not give legal advice, run payroll or arrange visas. Your Saudi adviser confirms local rules, and we build the process around them.
Time zone. Saudi Arabia is on UTC+3 all year. India is 2 hours 30 minutes ahead. Meeting windows are agreed with you at the start, and we plan around your working week.
Who this suits in Saudi Arabia
- Companies expanding quickly that need HR processes to keep pace with hiring across several branches.
- Family-owned groups moving from informal management to written HR standards.
- Businesses with a mix of Saudi and expatriate employees that need a clear and fair hiring and development plan.
- Firms working with large projects or new contracts that need onboarding and records to be consistent from the first day.
What we do for businesses in Saudi Arabia
HR audit
We review hiring, contracts, records, pay practices and exits across your Saudi team. You get a ranked list of gaps and what to fix first.
Read more →Workforce and hiring process
We design a hiring process that supports a mixed Saudi and expatriate workforce, with clear role profiles, scorecards and approval steps.
Read more →Onboarding process
We build an onboarding checklist for new joiners, from documents and introductions to the first review. It makes the early weeks consistent across branches.
Read more →Policies and handbook
We draft a handbook and policies in plain English, in a form your management and adviser can review. Local law points are flagged for your adviser.
Read more →Ongoing HR operations support
We can run recurring HR tasks, such as records, checklists and review cycles, remotely under your direction.
Read more →HR situations we help with in Saudi Arabia
Saudisation planning.
Employers may need to plan the share of Saudi nationals in their workforce. This needs clear role mapping, a development path and fair selection. We give managers a one-page guide so each branch applies the same steps.
Rapid hiring across branches.
When each branch hires its own way, quality and records vary. A shared process keeps standards the same. We write short job profiles so every branch hires against the same standard.
Mixed teams and expectations.
Saudi and expatriate employees may have different needs around communication, development and career paths. Managers need a consistent method. We set up simple induction and check-in points so new joiners are not left to figure things out.
Family-owned decision making.
Pay and promotions are often decided by the owner. A simple grade and review structure makes decisions explainable. We define a few grades and a yearly review so the reasons for decisions are written down.
Contracts, records and Qiwa.
Employment records often live in several systems and folders. A clean master record reduces errors when data is entered into government platforms. We create a single employee file checklist that every branch follows.
Retaining and developing Saudi talent.
Hiring is one part. Onboarding, mentoring and performance reviews decide whether people stay. We add a mentoring step and a six-month check-in to the onboarding plan.
Exit and end-of-service handling.
Settlements and clearance are often managed case by case. A written process reduces disputes and delay. We write the exit steps, owners and records in one checklist.
Local rules your adviser confirms
Saudi employment rules are set by the Saudi labour system and government platforms. GullyHR does not give legal advice. Confirm each point below with a qualified adviser in Saudi Arabia. We then design the process around what they confirm.
| Topic | What we do about it |
|---|---|
| Saudisation and Nitaqat | Your adviser confirms what applies to your sector and size. We design role mapping and a hiring plan around those requirements. |
| GOSI registration and contributions | GOSI is handled by your payroll provider or adviser. We map the HR data that feeds it, such as joining dates and role changes. |
| Qiwa platform records | Contracts and records are managed through government platforms. We build a clean master record so the information your team enters is consistent. |
| Wage payment through Mudad | Wage payment compliance is run by your payroll provider. We do not process it, and we set up the HR records it relies on. |
| End-of-service award | Your adviser confirms how the award is worked out and paid. We build the exit checklist and record-keeping around it. |
| Probation, notice and termination | These areas are legally sensitive. We design the process and templates, and your adviser reviews them before use. |
| Working hours, leave and Ramadan | Hours, leave and Ramadan arrangements follow local rules. We write the policy once your adviser confirms the entitlements. |
| Language of documents | Some documents may be needed in Arabic. Your adviser confirms which, and we prepare English drafts for translation by a qualified translator. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Short discovery call
We start with a video call to understand your team, your structure and what is not working. You share what you have in writing, and we agree what we will cover.
- 2
Documents and data shared securely
You send policies, contracts, job descriptions and process notes through shared folders. We read them before the next call, so the call time goes on decisions.
- 3
Review or design, in writing
We audit the existing set-up or design the new process. You receive written findings, flowcharts, checklists and drafts in editable formats.
- 4
Walk-through and local check
We walk your team through the output on a video call. Anything that touches local law goes to your Saudi adviser before it is finalised.
- 5
Hand-over and optional ongoing support
You receive final documents and a clear owner for each process. If you want, we continue with online training or ongoing HR operations support.
What we do not do
- We do not give legal advice or opinions on Saudi labour law.
- We do not process payroll, submit GOSI filings or manage wage payment systems.
- We do not arrange visas, iqama, work permits or government registrations.
- We do not supply contract staff or run background verification.
- We do not have a Saudi office, and we do not claim Saudi registrations or Saudi clients.
Questions from businesses in Saudi Arabia
Yes, for process design, documents, audits and training, all of which can be delivered online. Legal and regulatory points are confirmed by your own Saudi adviser.
We can help you plan roles, hiring steps and development paths in a way that supports Saudisation. Your adviser confirms what applies to your business.
We write in English. If you need Arabic versions, a qualified translator should prepare them, and your adviser should review them.
No. We map the HR records that these systems depend on. Your payroll provider or adviser handles the submissions.
We design the hiring process and interview structure, and can support sourcing as a separate service. Visas, permits and registrations stay with your adviser.
India is 2 hours 30 minutes ahead of Saudi Arabia. We agree meeting windows at the start and share written updates between calls.
This depends on the scope, number of branches and existing documents. We share a written scope and price after a short discovery call.
We deliver remotely as standard. If you would like an on-site session, ask us and we will discuss whether it is practical.