1. Situation

A business unit of a leading Saudi chemicals company needed to align its senior leadership structure with an ambitious growth strategy. The roles of senior vice presidents, vice presidents and directors had evolved over time. Management wanted clear mandates, decision rights and performance expectations that would direct leadership attention towards the priorities that mattered most.

2. Approach

We first clarified the business unit’s strategic pillars, including its growth ambition, priority markets and offerings, and the sources of advantage across the value chain. This created the design logic for the leadership organization rather than starting with job titles in isolation.

An objectives tree cascaded the business unit’s goals from the CEO through senior vice presidents, vice presidents and directors. Each role received a deliberately focused set of five KPIs, linked to the performance-management system so that accountabilities and incentives reinforced the same direction.

Role descriptions then defined purpose, scope and contribution across the value chain. A RACI analysis clarified who was responsible, accountable, consulted and informed for critical activities, making decision rights and interfaces visible across leadership levels.

3. Result

The business unit gained a leadership structure aligned with its growth strategy and operational requirements. Senior roles had clearer purposes, accountabilities, decision rights and strategically linked measures. The result gave the CEO and leadership team a more coherent basis for directing performance and resolving overlaps between functions and levels.