People Business Partner
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Key skills for this role
About the Role
The role involves enhancing employee experience, supporting managers, and implementing HR initiatives in a fast-paced gaming environment, focusing on organizational development.
Key Skills for This Role
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Overview
- The People Business Partner (PBP) is a strategic and hands-on partner to Mirai s leaders across QA, Product, and Operations.
- The role is focused on building a high-quality employee journey, strengthening manager capability, and ensuring alignment between business needs and people practices in a fast-scaling, gaming-focused environment.
- This position plays a critical role in bridging the gap between HR and teams on the ground, ensuring that people initiatives are practical, impactful, and embedded in day-to-day operations.
- Key Focus Areas 1.
- 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
2. Onboarding Excellence (Critical Priority)
- 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
3. Manager Effectiveness & Leadership Support
- 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
4. Organizational Development & Career Management
- 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
5. Employee Relations & HR Proximity
- 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
6. HR Initiatives & Continuous Improvement
- 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)
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