Artelia Group Appointed Regional Head of HR
The appointment shifts regional leadership strategy for firms scaling talent and internal mobility programs in the Middle East.
Updated on Oct. 6, 2026 in People
Artelia Group has appointed Souad Leghnider as Regional Head of HR for the Middle East to oversee its regional people agenda. Leghnider brings over 15 years of HR experience to the firm, where she will focus on aligning talent development with the group's business ambitions.
Why it matters
As firms in the Middle East compete for specialized talent, executive appointments often signal a strategic pivot toward internal mobility and leadership pipelines. Operators should monitor how such leadership changes impact regional workforce retention and growth capacity.
Leghnider brings more than 15 years of experience, including prior tenures managing a 350-employee regional scope at AbbVie and an 800-employee workforce at SysAid. Her track record includes achieving a 45% increase in internal mobility and a 9% improvement in employee engagement.
The players
Souad Leghnider
An HR executive with over 15 years of experience leading talent management and regional business partnerships across international firms.
Artelia Group
An international engineering and project management consultancy with a significant focus on infrastructure and building development.
The details
Leghnider manages the regional people agenda, with a focus on talent development and the alignment of human capital priorities with business goals. Her previous roles demonstrate an operational focus on scaling critical-skills pipelines and implementing succession readiness programs that historically reached 85% efficacy for leadership-critical roles.
Timeline
October 6, 2026: Souad Leghnider assumed the role of Regional Head of HR for the Middle East.
Market Landscape
The appointment follows a pattern set by the adoption of Emiratisation frameworks in the Middle East, which encourage firms to prioritize local hiring and talent development. It marks a push to institutionalize internal mobility within international firms operating in the region.
Operators should evaluate how their current HR leadership supports internal mobility metrics, particularly in regions where local hiring mandates are increasing. Focusing on a 15% increase in internal mobility, as seen in prior leadership benchmarks, can serve as a KPI for talent retention.
The takeaway
Effective talent management requires aligning HR infrastructure with tangible business growth and succession benchmarks. Monitor the success of internal mobility initiatives and critical-skill pipeline development as a barometer for regional operational health.
Further reading
For more on industry leadership trends, visit our People section.
Source note: This article includes information reported by ETHRWorld.
