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Open nowPosted 76 days ago

Senior Manager - HR Business Partner

Workable (global search)108,016 open roles

Where
Riyadh, Riyadh Province, Saudi Arabia
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Your applicationOpen nowSenior Manager - HR Business PartnerWorkable (global search) · Riyadh, Riyadh Province, Saudi Arabia

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The clock on this job

Early applications get read.

7.9% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 7 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.6%3 days
  3. 7.9%7 days
  4. 14.9%14 days
  5. 34.0%30 days
This job: posted 76 days ago

Workable (global search) median: 7 days open

The posting

Perform business partnering by delivering tailored HR solutions for assigned divisions. Collaborate with business leaders and HR colleagues to address organizational challenges, support workforce planning, and implement HR programs. Ensure HR initiatives and policies are effectively localized and consistently applied to drive divisional and organizational objectives.

Requirements

Strategic Responsibilities

• Prepares and manages the annual budget for the HR Business Partner Department and reporting Sections in conjunction with the HR Division’s budget and tracks expenditure to ensure adherence to the budget

• Develops and implements the operating plan for the HR Business Partner Department in alignment with the HR Divisional strategic plans to ensure achievement of Qiddiya’s overall objectives

• Manages and controls the operating framework for the HR Business Partner Department, provides guidance and support, ensures implementation and review of work processes to achieve high performance standards and continuous improvement

Core Responsibilities

Strategic Leadership and Business Partnership

• Develop strategic partnerships with divisional business leaders by understanding their goals, challenges and opportunities, positioning HR as a trusted advisor.

• Champion collaboration with HR departments to integrate divisional talent strategies with business priorities.

• Evaluate divisional business-specific gaps and authorize solutions in partnership with CoEs to address employee needs.

• Define team objectives by understanding divisional business objectives and challenges to deliver tailored HR solutions.

• Lead continuous improvement initiatives by evaluating HRBP team performance, approving best practices, and driving innovation across supported divisions.

Organizational Design, Workforce Planning, and Talent Management

• Lead team efforts in organization design and workforce planning to identify talent needs in partnership with CoEs.

• Approve workforce assessments to ensure divisional workforce requirements are met.

• Establish and evaluate processes for divisional team restructuring, talent redeployment and cross-unit moves to optimize workforce agility and support business transformation.

• Oversee the localization and tailoring of HR initiatives to address unique divisional and market contexts.

HR Program Management

• Champion the consistent application of HR policies across divisions to resolve exceptions and escalations, ensuring fair treatment and effectively managing sensitive employee matters and grievances.

• Oversee the onboarding experience journey by setting expectations, approving processes, and ensuring seamless integration for new hires, resulting in alignment with organizational culture and process consistency.

• Engage actively in compensation decisions by approving discrepancy resolutions and supporting team-led conversations, ensuring fairness and equity in compensation across divisions.

• Collaborate with recruitment teams to approve exceptions and align offers with organization-wide standards, ensuring equity and consistency in employment terms.

• Set direction for divisional compensation review and role clarity processes to drive transparency, retention, and fairness of rewards across business groups.

• Set direction for supporting divisional people leaders in day-to-day employee relations to enable timely resolution of recurring team issues and foster a positive work environment.

People/Self Management Responsibilities

• Develops a continuous talent pipeline for key roles in the HR Business Partner Department and provides mentoring for high potential talent in the team in the organization to create future leaders

• Monitors and enables the achievement of goals and key performance indicators for direct reports and ensures effective implementation of the performance management process in the department to create a high-performance team

• Ensures high level of employee engagement and capability development by providing on-going feedback and coaching to team members within the HR Business Partner Department to ensure creation of a learning culture within Qiddiya

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