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Integrated Annual Report 2025

عربي
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Strategic Direction

Our Team

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We recognize that our success is built on the strength and well-being of our people. By prioritizing the well-being of our employees and cultivating a collaborative ecosystem, we empower our talent to reach their full potential. Integrating our core values into the fabric of our corporate culture ensures that strategic growth is pursued with an unyielding commitment to the highest ethical and professional standards. This synergy keeps our workforce aligned with SEDCO’s strategic vision and the Kingdom of Saudi Arabia’s national economic objectives.

Our Human Resources (HR) strategy is anchored in the dual pillars of digital transformation and employee well-being. Over recent years, SEDCO has successfully institutionalized a digitally-led model, automating the majority of administrative functions to enhance efficiency and service quality. This operational agility is balanced by a deep commitment to the social aspect of our Environmental, Social, and Governance (ESG) mandate. The focus on Saudization remains a key performance indicator, reflecting our role in supporting the national workforce through responsible recruitment and inclusive employment practices.

2025 Strategic Actions and Milestones

During 2025, the HR function spearheaded several initiatives to optimize the organizational structure, enhance leadership readiness, and deepen employee engagement:

A Company-wide workload study was commissioned to identify efficiency gains within support functions, resulting in data-driven recommendations for department-level redesign.
In coordination with the Gulf Cooperation Council (GCC) Board Directors Institute (BDI), a formal Board Evaluation was conducted to strengthen oversight during the Company's strategic transition.
Awareness programs were launched to increase employee participation in sustainability initiatives, integrating ESG principles into the daily corporate culture.
Two educational scholarships were awarded to support long-term skill development in line with future-ready requirements.
We ensured that 100% of employees received regular performance and career development reviews and achieved 100% completion of exit interviews.
The Injaz performance management system was utilized to cascade SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals across the organization. All job descriptions were updated and integrated into the employee self-service platform to ensure clarity in roles and responsibilities.
Premium medical insurance was secured in partnership with leading regional providers, and a dedicated onsite medical clinic was established at headquarters to address health inquiries and emergency needs.
Successors have been identified for all the critical roles, with 18 high-potential leaders enrolled in active development through prestigious programs at the International Institute for Management Development (IMD) in Switzerland and École des Hautes Études Commerciales de Paris (HEC Paris) in France.
Participation in the annual Gallup survey reached a record 92%, with the overall engagement score rising to 83%. Strategic action plans were subsequently launched to focus on recognition and mission linkage.
A total of 79 training programs were conducted, resulting in a high satisfaction rate of 4.8/5.

Human Capital Snapshot

116 Employees (119 in 2024)
18% Women in the workforce (17% in 2024)
73% Saudization rate (72% in 2024)
75 Training modules delivered (164 in 2024)
5,200+ Training hours (5,000+ in 2024)
96% Training satisfaction rate
83% Employee engagement (Gallup survey) (77% in 2024)
87% Employee satisfaction (82.6% in 2024)

Workforce Profile

2025 2024 2023
Total number of employees (full time) 116 119 126
Total male employees 95 99 106
Total female employees 21 20 20
Percentage of female employees (٪) 18 16.8 16
Saudization rate (٪) 73 72 65

(Global Reporting Initiative)

GRI 202-2
Percentage of senior
management
from the local
community (٪) 		47 50 47
GRI 401-1
Number of new
recruitments 		5 20 10
GRI 401-1
Employee turnover
(numbers) 		8 6 4
Turnover (attrition)
ratio (٪)		 6 5 3

Diversity

Diversity of governing bodies - Senior Management

GRI 405-1
Age group Female Male
Under 30 years – –
30–50 years – 12
Over 50 years – 3

Age diversity of employees

GRI 405-1
Age group Female Male
Under 30 years 10 4

30–50 years

 11 68

Over 50 years

 – 23

Training and Development

2025 2024
Average training hours (or man-days) per employee 45 45
Total training hours for employees 5,000+ 5,000+
Number of training courses/modules conducted or completed 70 164
GRI 404-3
Percentage of employees receiving regular performance and career development reviews (٪) 		100 100

Employee Engagement

2025 2024
Employee engagement rate (٪) 83 83
Employee satisfaction rate (٪) 87 88
GRI 406-1
Number of incidents of discrimination and corrective actions taken 		0 0