HR Manager

Talent Acquisition

• Lead end-to-end recruitment across KSA, India, and UAE covering frontline, operations, sales, technology, and leadership roles.
• Build and maintain strong talent pipelines for critical roles to ensure business continuity and future capability.
• Drive direct hiring strategies to optimize cost while balancing agency/vendor partnerships where necessary.
• Ensure alignment with nationalization goals (Saudization in KSA, Emiratization in UAE) while maintaining quality of hire.

HR Operations, Governance & Compliance

• Ensure accurate and compliant payroll, benefits, and employee data management across UAE, KSA, and India.
• Oversee visa, work permit, and PRO processes in UAE and KSA with timely execution.
• Maintain compliance with local labor laws and statutory requirements in all three geographies.
• Drive HR cost governance , including manpower budgeting and local subsidies (e.g., HRDF).
• Conduct periodic HR audits and ensure policy adherence and process standardization.
• Provide HR dashboards and reports to leadership on headcount, attrition, payroll, and compliance.
• Partner with internal teams to ensure governance and compliance on all HR metrics.

HR Strategy & Planning

• Develop and execute the Human Resources Strategy in alignment with Group strategy and business direction.
• Act as a trusted advisor to senior leadership and function heads, ensuring HR initiatives strengthen organizational capability and business delivery.
• Provide support and direction in specialist areas — Talent Acquisition, Talent Development, Performance Management and HR Operations .
• Translate business requirements into people plans with clear milestones, ownership, and measurable impact.

Organization Design, Structure & Cost

• Partner with functional leaders to design agile organization structures that balance efficiency and scalability.
• Ensure optimal spans of control, reporting hierarchies, and role fitment to enable business growth.
• Lead workforce planning and provide visibility into current and future headcount needs.
• Drive manpower cost governance, ensuring HR costs are aligned with business and financial targets.

Performance Management

• Lead the annual performance cycle , ensuring timely goal setting, cascading, reviews, and feedback .
• Facilitate moderation and normalization sessions to ensure fairness and differentiation.
• Deliver data-driven insights and leadership reports for appraisal and compensation discussions.
• Ensure timely execution of promotions, pay corrections, and incentive disbursements .
• Foster a performance-driven culture by building accountability into the review process.

Talent Review & Succession Planning

• Partner with function heads to conduct talent reviews and identify HiPOs, critical roles, and potential successors .
• Ensure each critical talent has an Individual Development Plan (IDP) and track progress against it.
• Build succession pipelines for business-critical and leadership roles.
• Facilitate cross-border talent mobility to strengthen leadership bench strength.

Employee Engagement & Culture Building

• Diagnose engagement levels through surveys, focus groups, and leader connects; design targeted interventions.
• Partner with business to implement clear action plans to improve engagement and retention.
• Drive recognition initiatives, floor-level activations, quarterly townhalls, and business update meetings .
• Ensure grievance redressal processes are transparent, timely, and aligned with group code of conduct.
• Champion a “Thank You Culture” and lead culture transformation initiatives across geographies.

People Management & Leadership

• Provide direction and coaching to HRBPs and HR Ops teams across UAE, KSA, and India.
• Invest in developing HR team capabilities, ensuring they are equipped to handle stretch targets.
• Foster a culture of collaboration, trust, and high performance within the HR function.