HR Outsourcing Services in Saudi Arabia
Most companies under a few hundred staff do not need an HR department. They need HR to happen — correctly, on time, and in a way that survives an inspection. Splitting that across a part-time administrator and whoever is free that week is how small errors become filed liabilities.
In short
HR outsourcing places your administrative HR function — payroll, statutory filings, employee records, onboarding and offboarding — with an external provider that carries the process and compliance risk. SCPL runs it under Saudi labour law, integrated with the government transactions the same employees generate.
You're probably here because one of these is true
- Payroll is consuming days each month and still produces errors
- You cannot confirm your labour-law position if inspected
- HR knowledge sits with one person and no documentation
If any of these describe your situation, say so in the enquiry — urgent cases are routed differently and we come back the same working day.
What's included
What SCPL handles under HR Outsourcing
SMEs and mid-market companies without a full HR function, and larger firms that want administrative HR off their plate while retaining strategic control.
- Payroll processing
- Monthly payroll, WPS-compliant filing and payslip distribution.
- Statutory compliance
- GOSI, WPS and labour-law obligations kept current and reconciled.
- Employee records
- Contracts, files and documentation maintained to the standard an inspection expects.
- Onboarding and offboarding
- Joining through to final settlement, coordinated with iqama and visa steps.
- Leave and attendance
- Entitlement tracking consistent with Saudi labour law.
- End-of-service
- Accrual tracking and calculation, so the liability is known before it is due.
HR Outsourcing in detail
Payroll outsourcing
Outsourced payroll for Saudi employers — monthly processing, WPS-compliant filing through Mudad, GOSI reconciliation, payslips and end-of-service accrual.
Onboarding & offboarding
Onboarding and offboarding for Saudi employers: contracts, Qiwa authentication, GOSI registration, iqama issuance, final settlement and exit processing.
Free tools
Work out where you stand before you call
No sign-up to use them. We only ask for an email if you want the result as a PDF.
Where we deliver this
City pages, each covering what actually differs about delivering this there.
Common questions
What does HR outsourcing typically include in Saudi Arabia?
The administrative and compliance layer: payroll and WPS filing, GOSI administration, employment contracts and records, leave and attendance, onboarding and offboarding, and end-of-service calculation. Strategy, culture and performance decisions stay with you.
Is HR outsourcing the same as an Employer of Record?
No. Under HR outsourcing you remain the legal employer and we administer the function on your behalf. An Employer of Record becomes the legal employer of the staff. The distinction matters legally and commercially, and the right answer depends on whether you hold a Saudi entity.
Can you work alongside our existing HR person?
That is a common arrangement. We typically take the transactional and compliance load so an in-house HR lead can concentrate on hiring, performance and the things that need someone inside the business.
How is HR outsourcing priced?
Usually per employee per month, scaled to headcount and the modules you need. What matters more than the rate is what happens when something goes wrong — ask any provider, including us, who carries the cost of a filing error.
Talk to someone who does hr outsourcing every day
Tell us the situation and we'll tell you what it actually takes to fix it — including when the answer is that you don't need us.