Senior Manager - HR Business Partner

Role Overview

Workplace

• The posting identifies the workplace as on-site in Riyadh, Saudi Arabia.

Strategic Responsibilities

• Prepare and manage the annual department budget and track expenditure for adherence.
• Develop and implement the department operating plan in alignment with HR divisional strategy.
• Manage the operating framework, provide guidance, and review work processes for high performance and continuous improvement.

Strategic Leadership and Partnership

• Build strategic partnerships with divisional business leaders and position HR as a trusted advisor.
• Integrate divisional talent strategies with business priorities and authorize solutions with centers of expertise.
• Define team objectives based on divisional business objectives and challenges.
• Lead continuous improvement initiatives and approve HRBP team best practices.

Organization and Talent

• Lead organization design and workforce planning to identify talent needs.
• Approve workforce assessments and establish processes for restructuring, redeployment, and cross-unit moves.
• Oversee localization and tailoring of HR initiatives for divisional and market contexts.

HR Program Management

• Champion consistent HR policy application, resolve exceptions and escalations, and manage sensitive employee matters and grievances.
• Oversee onboarding, compensation discrepancy resolution, recruitment exceptions, compensation reviews, role clarity, and employee relations support.
• Set direction for people-leader support to resolve recurring team issues and foster a positive work environment.

People Management

• Develop a talent pipeline and mentor high-potential talent in the HR Business Partner Department.
• Monitor goals and key performance indicators for direct reports and ensure performance management is implemented.
• Provide ongoing feedback and coaching to support employee engagement, capability development, and a learning culture.

Requirements

• Ability to deliver tailored HR solutions for assigned divisions and support organizational objectives.
• Ability to partner strategically with business leaders and HR centers of expertise.
• Ability to lead workforce planning, organizational design, and talent management activities.
• Ability to manage HR programs, policies, compensation matters, onboarding, and employee relations.
• Ability to lead, coach, mentor, and manage the performance of HR team members.