Faris Alghannam: HSBC doubles down on Saudi talent to power Kingdom’s banking sector

As Saudi Arabia progresses with its Vision 2030 goals, the role of local talent is central to shaping banking sector. HSBC Saudi Arabia is taking a leading position in supporting this national agenda, investing heavily in Saudisation and long-term career development for Saudi nationals. In this interview, Faris Alghannam, Chief Executive Officer and Board Member, HSBC Saudi Arabia, outlines how the bank is building a new generation of Saudi banking leaders through global training, mentorship, and strong local engagement.

1- How do you see Saudization in the banking sector progressing? What more can be done to drive talent to the sector?

We believe that Saudisation in Saudi Arabia’s banking sector is progressing steadily supported by government initiatives and targets with active participation by the private sector.

HSBC is committed to investing in the long-term talent develop of Saudi nationals, offering attractive career development paths and collaborating on sector-wide upskilling efforts. We also consistently track progress against national Saudisation targets with transparent metrics and ongoing engagement with government and industry partners. At HSBC Saudi Arabia, Saudisation rate in Ministry of Human Resources records stands at 84%, reflecting strong local employment.

However, our Saudisation strategy goes beyond reaching set quotas as we focus on building a pipeline of Saudi talent who see banking as a long-term career, not a short stop. That’s why we put as much emphasis on structured training, mentorship, and development programs as we do on hiring itself.

2- How is HSBC helping Saudi nationals learn best practices from across the world? What opportunities are there to work in other HSBC markets? 

HSBC’s presence in Saudi Arabia dates back over 70 years; we are proud to have been part of Saudi Arabia’s economic development then and our commitment to develop Saudi talent remains a key part of our investment and growth strategy in the Kingdom. 

We continue also to invest in programs that give young Saudis access to world-class training and international exposure.

I believe what attracts Saudi nationals to HSBC is not just the job itself, but the opportunity to learn and grow within a global bank. We offer training at home in Saudi Arabia, but also opportunities to spend time in our regional and international offices. That is unique as it gives our people the chance to see different markets, work with diverse teams, and come back to the Kingdom with skills and confidence to take on leadership roles.

3- What development and training programmes does HSBC offer? How are you working with other financial industry participants to support greater upskilling across the board?

HSBC Saudi Arabia offers a wide range of development and training programmes aimed at nurturing talent at different stages of their careers. 

The Cooperative Training & Internship Programmes focus on university students and fresh graduates, providing them with hands-on exposure to the corporate world while building foundational skills. 

Our Intilaq Programme, a one-year flagship initiative targeting graduates, bridges the gap between academic learning and real-life business experiences, preparing participants to meet the Saudi and international labour market with confidence. Distinguished by HSBC’s global standards, it adds significant value to trainees’ career profiles. The Global Graduate Programme is offered to graduates who have already joined HSBC, giving them structured learning and rotational experiences across different business areas to ensure global exposure, international best practices, and the breadth needed for long-term careers within financial services. 

My ambition is to make HSBC Saudi Arabia the #1 choice for Saudi nationals entering the financial services sector – it’s an aspiration I think we’re already achieving, but something we need to invest in and maintain. 

Separately we offer to further programmes to support our employees in progressing through their careers. The Managerial Programme prepares employees for managerial responsibilities by equipping them with leadership skills, business acumen, and exposure to cross-functional projects, tailored for high-potential employees ready to take their first step into leadership. 

Finally, the High Potential Development Programme is designed for senior managers and develops the capabilities required to step into executive-level roles, focusing on strategic leadership, decision-making, and navigating complex global financial environments. Beyond its internal initiatives, HSBC also collaborates with other financial industry participants to promote wider upskilling, ensuring that the sector as a whole benefits from a stronger, more future-ready workforce. 

4- How do you seek to retain Saudi nationals within HSBC?

Retention of Saudi talent is a top priority for HSBC and is anchored by robust training opportunities, clear career paths, competitive benefits, and a culture of recognition. As the Kingodom’s leading international investment bank, we offer the highest quality training and experience to globally competitive positions, drawing on deep knowledge of the Kingdom and global expertise from across the HSBC network.

Put simply, we are the only employer in the financial services industry which can offer the unique experience of working with a global bank rooted in local values. 

When young Saudis see real career progression and not just training but the chance to take on responsibility, they stay. As a proud national myself, who has risen through the ranks with HSBC, I have seen the benefits of working with a global organization first-hand. That’s the model we want to scale.

5- Specifically on female talent in the investment banking industry – what can be done to drive more participation?

Female representation is a core focus. HSBC Saudi Arabia’s female population stands at 33.7% of total employees, and internal targets set to improve these ratios further. Programmes offering mentorship, flexible working, networking, and professional development plus industry-wide regulatory and educational shifts are helping cultivate a more inclusive investment environment. HSBC remains committed to advancing gender diversity and supporting female talent at all levels.

6- How can national cadres be attracted to work in the private sector, knowing that many would prefer to work in the government sector, where working hours are less, the financial return is higher, in addition to many other advantages?  

Private sector banks like HSBC offer unique opportunities for learning, development, and advancement that government roles may not always match. HSBC’s international reach, focus on merit and promotion, and investment in staff wellbeing make it a compelling workplace. Efforts to attract Saudi talent include showcasing career paths, clear incentive structures, and a working culture based on trust, flexibility, and ongoing development. Ultimately, placing staff in roles that match their ambition and skills and providing strong personal and professional support means Saudis can excel and make a meaningful, long-term impact.