People Business Partner

Overview

• Employee Journey & Experience Ownership

• Own and continuously improve the full employee journey: From onboarding, development, performance, to offboarding
• Design and implement a structured and consistent employee journey, with a strong focus on early-career populations
• Define, track, and act on key experience metrics (onboarding satisfaction, engagement, retention, ESAT)
• Ensure clear follow-up on feedback and communicate progress and improvements to teams and leadership
• Own the end-to-end onboarding experience, from pre-boarding to 90-day integration
• Ensure a seamless and high-quality onboarding process for employees and managers
• Equip managers with clear onboarding frameworks, expectations, and best practices
• Continuously improve onboarding based on feedback and operational needs
• Partner with TA and People Operations to ensure seamless and connected employee experience
• Act as a trusted partner to managers, supporting them in their role as people leaders
• Coach managers on performance management, feedback culture, team structure, and employee development
• Build and reinforce manager best practices, especially for managing junior and intern populations
• Support leaders in navigating team challenges, engagement topics, and performance situations
• Support organizational design and team structuring aligned with business growth and operational needs
• Define and implement clear career paths and progression frameworks across disciplines and levels
• Contribute to talent reviews, workforce planning, and development strategies
• Ensure alignment between business priorities and employee development opportunities
• Act as the main point of contact between the People team and employees
• Build strong proximity with teams (QA, Marketing, GenAI, etc.) to understand real challenges and needs
• Handle employee relations topics with fairness, consistency, and professionalism
• Ensure compliance with Saudi labor law and internal policies
• Lead and support targeted HR initiatives based on ESAT results and business priorities
• Partner with leadership to identify high-impact areas and implement practical solutions
• Work closely with L&D to ensure alignment between training programs, business needs, and career development
• Contribute to HR transformation initiatives (processes, tools, scalability)

What You Will Do (Day-To-Day Impact)

• Partner closely with managers and team leads to address people challenges and improve team effectiveness
• Translate business needs into actionable HR solutions
• Drive implementation of HR processes, not just design
• Monitor and report on key people metrics and ensure action plans are executed
• Maintain strong visibility and accessibility across teams

What We'Re Looking For

• 5 to 8+ years of experience in HR, including Business Partnering or similar roles
• Strong experience in employee experience, organizational development, or talent management
• Proven ability to operate in fast-paced, scaling, or operational environments
• Strong coaching and stakeholder management skills
• Hands-on mindset, with the ability to build and implement from scratch
• Strong analytical skills with a data-driven approach
• Knowledge of Saudi labor law
• Fluent in English; Arabic is a plus

What Success Looks Like

• Employees experience a clear, structured, and engaging journey from day one
• Managers are confident and effective in their people management role
• HR is seen as a trusted, close, and impactful partner to the business
• Engagement and retention improve, especially within early-career populations
• HR initiatives are focused, practical, and clearly linked to business impact
• PBP related projects and measures are well organized, tracked, and readily visible through quantifiable metrics