We recently had the opportunity to have a conversation with Hazza Alshammari, HR Director at SANAD. With a proven track record of creating and implementing scalable HR processes and policies that align with the business objectives and values of the organization, Hazza has gathered over 14 years of HR experience across industries.
SANAD, a joint venture partnership between Saudi Aramco and Nabors, is one of the anchor projects that has emerged from Saudi Arabia’s efforts to introduce world-class industry hubs locally, fostering economic growth and job creation. The venture aims to deliver best-in-class drilling performance through exceptional execution, technology, sustainable practices, teamwork, and a highly skilled in-kingdom and international workforce.
Excelling at leveraging data analytics to identify talent gaps, optimize performance, and enhance employee engagement, Hazza is also a strong communicator who can influence and collaborate with key stakeholders at all levels.
The Beginning
We started the session by asking, “How did you get started, and what led you to where you are today?”
Hazza shared, “I started back in 2003, right before graduating from college. As part of our last year, we had a requirement to do a 6-month internship in one of the companies operating in Saudi Arabia. I did mine with a company called Siemens. As a major in financial management, the company placed me in the Payroll department under their Human Resources department and that was my introduction to HR.
I believe that passion towards what you do, Hard work and dedication, setting clear targets for yourself and where you want to be in 5 to 10 years is what leads you to success. For me, it was all the above but also, I was blessed to have a great mentor who guided me in my first years. He was my direct supervisor during my internship with Siemens but later he became my direct manager when Siemens offered me a permanent job right after I graduated.”
More About Hazza Alshammari’s Professional Endeavors
Intrigued to learn more about Hazza Alshammari’s current role in the business he leads, we asked him to share about the same and the core offerings offered by him.
He shared, “As the HR Director of Saudi Aramco Nabors Drilling (SANAD), I lead the HR function for one of the most prominent joint ventures in the energy sector. SANAD is a partnership between Saudi Aramco and Nabors Industries, specializing in onshore drilling services. Our core business revolves around providing high-performance land drilling solutions that support the Kingdom’s energy needs and align with Saudi Vision 2030’s localization and workforce development goals.”
Overcoming Toughest Challenges In Business
To learn more about the hurdles he faced in the field of oil and gas drilling, we posed the question, “What challenges have you faced as a business leader, and how have you overcome them?”
He mentioned, “As a business leader in the oil and gas drilling sector, one of the key challenges I’ve faced is attracting, retaining, and developing top talent in a highly specialized and competitive industry. Given the nature of our business at SANAD, we require a workforce that is both technically skilled and adaptable to evolving industry demands, including digitalization and automation in drilling operations.
To address this, I’ve focused on building a robust talent pipeline by enhancing our leadership development programs, technical training initiatives, and career progression frameworks. We’ve also prioritized employee engagement and retention strategies, ensuring that our workforce remains motivated, aligned with our business goals, and committed to our long-term vision.”
“Another challenge is navigating workforce localization while maintaining operational efficiency. As part of Saudi Vision 2030, there is a strong emphasis on Saudization. While this is a great opportunity for national workforce development, it also requires strategic workforce planning. At SANAD, we have tackled this by implementing structured training programs, mentorship initiatives, and career acceleration paths for Saudi talent—ensuring that we build a sustainable, highly skilled workforce without compromising performance.
In addition, managing a large, multinational workforce of approximately 5,000 employees presents unique challenges, particularly in maintaining a unified company culture, ensuring effective communication across diverse teams, and addressing varying regulatory and compliance requirements across different nationalities. From an HR perspective, this requires a tailored approach to employee engagement, and to address these challenges, we have implemented inclusive HR policies, developed multilingual communication strategies, and introduced leadership training programs that emphasize cross-cultural collaboration.
Additionally, fostering a strong safety culture has been paramount in the drilling industry, and ensuring that all employees—regardless of nationality—adhere to the highest safety and operational standards has been a critical focus. Lastly, like many industries, we’ve had to adapt to the fast-paced changes in technology and workforce expectations. By embracing HR digital transformation, leveraging data-driven decision-making, and ensuring organizational agility, we have positioned SANAD as a forward-thinking company that balances both business needs and employee well-being.” Hazza replied.
The Future Of HR With Artificial Intelligence
We further asked, “How do you see technology, especially AI, impacting your HR? Are there any innovative practices you’re implementing?”
He explained, “AI is significantly reshaping Human Resources at SANAD, enhancing efficiency, decision-making, and overall employee experience. In a business with huge multinational employees, leveraging AI-driven solutions allows us to streamline processes, improve workforce planning, and ensure data-driven decision-making.
One of the biggest areas where AI is making an impact is talent acquisition. By implementing AI-powered recruitment tools, we analyze resumes, match candidates to roles based on skills, and predict future hiring needs, speeding up the hiring process and ensuring we select candidates who best fit our long-term workforce strategy. Moreover, we are utilizing AI in employee engagement and retention, which allows us to gauge employee morale, identify potential attrition risks, and take proactive measures to enhance job satisfaction.”
“Also, we are implementing AI-driven learning and development (L&D) platforms that offer personalized training programs based on an employee’s role, career aspirations, and performance metrics, ensuring that our workforce is continuously upskilling and ready for the future of automation and digitalization in drilling operations.
From an HR operations perspective, we are also automating routine administrative tasks, such as leave management, payroll processing, and employee inquiries, through AI-powered chatbots and self-service portals, which allows our HR team to focus on more strategic initiatives, such as leadership development and workforce planning. Additionally, with safety being a critical aspect of our industry, we are exploring AI-driven predictive analytics to assess workplace safety trends, identify potential hazards, and enhance training programs to reduce risks. Overall, our goal is to leverage AI and digital transformation to create a more agile, data-driven, and employee-centric HR function that supports both business efficiency and workforce well-being.” Hazza added.
Envisioning The Future
We were interested to learn more about Hazza’s perspective on the future of his industry, so we asked him to share the same.
“The oil and gas drilling industry is at a pivotal point, balancing traditional energy demands with the global shift toward sustainability and digital transformation. As the HR Director of SANAD, I see the future of our industry evolving in three key areas: technological advancement, workforce transformation, and sustainability-driven innovation.
The future of the industry is one of evolution rather than disruption. Traditional drilling will continue to play a crucial role, but technology, workforce transformation, and sustainability will define how companies remain competitive and resilient. At SANAD, we are committed to leading this transformation by integrating AI, fostering talent development, and ensuring operational excellence in a rapidly evolving industry.” Hazza added.
Words Of Wisdom For Beginners
Addressing the beginners, we asked Hazza Alshammari to share advice for aspiring entrepreneurs or leaders looking to make an impact in his industry.
“For aspiring HR leaders looking to make a meaningful impact in the industry, my advice is centered around three key pillars: strategic thinking, adaptability, and people-centric leadership. Five main points to keep in mind for beginners are to think beyond traditional HR and embrace digital transformation and AI. Moreover, developed a people-first leadership mindset in this field along with building cross-cultural leadership skills. And, lastly, focus on adaptability and continuous learning.
Impactful HR leadership is about balancing business priorities with employee-centric strategies. The leaders of tomorrow must be bold, forward-thinking, and committed to driving meaningful change in both HR and the broader organization. So, stay curious, be proactive, and never stop learning. Because HR is at the core of shaping the future of work.”
The Art Of Balancing
To gather Hazza’s insight on maintaining a work-life balance while managing a business, we ended the interview by asking the same.
Hazza explained, “Maintaining work-life balance while leading a business, especially in a demanding industry like oil and gas drilling is a challenge, but I believe it’s about prioritization, discipline, and setting boundaries. I follow these 5 guidelines to ensure work-life balance as much as I can:
- Effective time management and delegation.
- Setting clear boundaries between work and personal life.
- Always prioritizing health and well-being.
- Trying to leverage technology for efficiency.
- And as much as possible, stay connected with personal passions.
Balancing a high-level leadership role with personal life is a continuous effort, but I believe that by managing time effectively, trusting my team, prioritizing well-being, and leveraging technology, it’s possible to maintain both professional excellence and personal fulfillment.”
Follow Hazza Alshammari on LinkedIn.
Find SANAD on LinkedIn and visit their website http://www.sanad.com/
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