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regional human resources business partner

hr business partner

Al-Mansour Automotive

<div>
 
 
 The Opportunity:
 
 
 
 
 
 
 We are looking for an experienced and results-driven HR Business Partner to join our growing team. In this pivotal role, you will be a strategic partner to our business units, helping to drive our talent agenda and foster a high-performance culture. If you are passionate about HR and have a proven track record in talent management, talent acquisition, performance management, and account management, we encourage you to apply!
 
 
 
 
 
 
 What You'll Do:
 
 
 
 
 
 <ul>
 <li>
 Talent Management: Partner with leaders to develop and implement effective talent strategies, including succession planning, career development, and employee engagement initiatives.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Talent Acquisition: Lead and support recruitment efforts, from sourcing and interviewing to onboarding, ensuring we attract and retain top talent for our automotive operations.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Performance Management: Drive the performance management cycle, providing guidance and support to managers on goal setting, feedback, performance reviews, and development plans.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Account Management: Serve as a trusted HR advisor and primary point of contact for assigned business units, understanding their unique needs and providing tailored HR solutions.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Coach and advise leaders on a variety of HR topics, including employee relations, organizational design, and change management.
 </li>
 </ul>
 
 
 
 <ul>
 <li>
 Analyze HR metrics and data to identify trends and recommend solutions that improve business outcomes.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What You'll Bring:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 3-5 years of progressive HR experience, preferably within the automotive industry or a fast-paced environment.
 </li>
 <li>
 Demonstrated expertise in Talent Management, including employee development, engagement, and retention strategies.
 </li>
 <li>
 Proven success in Talent Acquisition, with experience recruiting for diverse roles.
 </li>
 <li>
 Strong background in Performance Management, including designing and implementing performance review processes.
 </li>
 <li>
 Excellent Account Management skills, with the ability to build strong relationships and influence stakeholders at all levels.
 </li>
 <li>
 Exceptional communication (verbal and written), interpersonal, and presentation skills.
 </li>
 <li>
 Strong analytical and problem-solving abilities.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment
 </li>
 </ul>
 
 
</div>

HR Business Partner

TAQA Arabia

<div>
 
 
 About the Role
 
 
 
 We are looking for a motivated and hands-on
 
 Regional Human Resources Business Partner (HRBP)
 
 to support our people strategy across [region]. This role is ideal for an HR professional with a solid foundation in
 
 Compensation &amp; Benefits
 
 who is ready to grow into a regional partnership role.
 
 
 You will collaborate with business leaders to implement HR initiatives, provide guidance on people matters, and ensure that our compensation and benefits programs are fair, competitive, and aligned with our organizational goals.
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Partner with business leaders and HR teams across countries to deliver HR solutions aligned with business objectives.
 </li>
 <li>
 Support the design, implementation, and communication of
 
 compensation and benefits programs
 
 .
 </li>
 <li>
 Conduct market benchmarking and salary reviews to ensure competitiveness and internal equity.
 </li>
 <li>
 Provide guidance on performance management, employee engagement, and workforce planning.
 </li>
 <li>
 Contribute to HR projects and process improvement initiatives across the region.
 </li>
 <li>
 Ensure compliance with local labor laws and corporate HR policies.
 </li>
 <li>
 Analyze HR data and provide insights to support decision-making.
 </li>
 </ul>
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 
 3&ndash;5 years of HR experience
 
 , including exposure to
 
 Compensation &amp; Benefits
 
 .
 </li>
 <li>
 Experience in a
 
 regional or multi-country HR role
 
 is an advantage.
 </li>
 <li>
 Strong understanding of HR fundamentals, including pay structure, job evaluation, and benefits administration.
 </li>
 <li>
 Excellent communication and interpersonal skills.
 </li>
 <li>
 Analytical mindset with proficiency in Excel and HR systems.
 </li>
 </ul>
 
 
</div>

Regional Human Resources Business Partner

Enova by Veolia

<div>
 
 
 Job Summary
 
 
 
 Acts as a strategic partner to business leaders by aligning human resources initiatives with operational goals. Supports workforce planning, talent management, and organizational development to drive performance and engagement. Ensures compliance with HR policies and labor regulations while fostering a positive work environment.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Align HR strategies with organizational objectives to drive success, ensuring that HR initiatives directly support business goals.
 </li>
 <li>
 Advise senior leadership on people management strategies, with a focus on improving overall organizational effectiveness and performance.
 </li>
 <li>
 Provide expert guidance on employee relations matters, including conflict resolution, disciplinary actions, and grievance management, while ensuring compliance with labor laws and company policies.
 </li>
 <li>
 Manage and facilitate organizational change initiatives, ensuring smooth transitions, minimizing resistance, and maintaining high levels of employee engagement throughout change processes.
 </li>
 <li>
 Advise on HR policies and ensure their alignment with legal regulations, mitigating risks associated with non-compliance and providing clarity to stakeholders on HR procedures.
 </li>
 <li>
 Analyze HR metrics (e.g., turnover rates, employee engagement, retention) to generate actionable insights that drive continuous improvement in HR practices and organizational performance.
 </li>
 <li>
 Oversee and manage the onboarding process for new hires, ensuring a smooth integration into the company, facilitating training, and ensuring compliance with company policies and regulations.
 </li>
 <li>
 Manage the offboarding process for exit employees, ensuring that exit interviews are conducted, documentation are processed, and any necessary actions are taken to ensure compliance and proper knowledge transfer.
 </li>
 <li>
 Drive initiatives that promote a positive workplace culture, focusing on diversity, equity, and inclusion, while fostering an environment where all employees feel valued and supported.
 </li>
 <li>
 Lead the design and implementation of leadership development programs to enhance employee skills and capabilities, ensuring succession planning is aligned with future business needs.
 </li>
 <li>
 Support the performance management process by guiding managers in setting clear goals, providing performance feedback, and addressing underperformance issues to foster employee growth and accountability.
 </li>
 <li>
 Oversee the development and management of competitive compensation and benefits programs, conducting regular market analysis to ensure alignment with industry standards and employee satisfaction.
 </li>
 <li>
 Manage the grading and benchmarking of roles within the organization, ensuring that positions are accurately classified and that compensation is competitive and equitable across all levels.
 </li>
 <li>
 Design and lead employee engagement initiatives that enhance employee experience, boost morale, and align with the organization&rsquo;s core values.
 </li>
 <li>
 Lead HR process improvement projects to enhance the efficiency and effectiveness of HR operations, ensuring HR practices align with the broader strategic goals of the organization.
 </li>
 <li>
 Abide by the Health, Safety, Environmental and Quality, (HSEQ) policy, procedures necessary for the good conduct and safety of the workplace. It is a requirement and moral obligation of each employee to be actively committed and accountable to the compliance of the company's HSEQ policy, operating procedures, as well as being compliant to local legislation. The Employee shall seek clarification and guidance in specific cases or whenever one feels necessary.
 </li>
 <li>
 Develop a pro-active working relationship with all authorities and assist in establishing areas for service improvement.
 </li>
 </ul>
 
 
 
 
 
 Minimum Qualifications
 
 
 <ul>
 <li>
 Bachelor's degree in business administration or related field. Masters in human resources or Organization Psychology is preferred. Relevant HR certification (e.g., SHRM-SCP, PHR, CIPD) is preferred.
 </li>
 </ul>
 
 
 
 
 
 Minimum Experience
 
 
 <ul>
 <li>
 12+ years of experience in Human Resources, including 5 years in leadership roles.
 </li>
 </ul>
 
 
 
 
 
 Job Specific Skills
 
 
 <ul>
 <li>
 Strong interpersonal skills for building relationships with leadership and employees.
 </li>
 <li>
 Ability to independently manage HR initiatives, including employee relations and talent management.
 </li>
 <li>
 Strategic thinker who aligns HR practices with business goals.
 </li>
 <li>
 Excellent communication skills, both written and verbal, with fluency in Arabic.
 </li>
 <li>
 Deep understanding of cultural diversity and fostering an inclusive workplace.
 </li>
 <li>
 Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint).
 </li>
 <li>
 Effective time management with the ability to meet deadlines.
 </li>
 <li>
 Focus on delivering high-quality HR solutions.
 </li>
 <li>
 Experience in change management and driving employee engagement.
 </li>
 <li>
 Ability to influence and coach senior leaders on HR decisions.
 </li>
 <li>
 Strong knowledge of HR compliance and labor laws.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

Al-Futtaim

<div>
 
 
 Company:
 
 Al-Futtaim Corporate Services
 
 
 
 
 
 
 Overview Of The Role:
 
 
 
 The Talent and Engagement Lead is responsible for driving a high-performance culture and enhancing the overall employee experience across the organization. This role plays a pivotal part in shaping performance management frameworks, developing talent, and fostering an inclusive and engaging workplace. The leader will work closely with Learning &amp; Development and HR Business Partners to implement initiatives that ensure employees feel valued, motivated, and supported throughout their journey. Reporting to the Head of L&amp;D, Talent &amp; Engagement, this role is central to enabling organizational growth through strategic people and engagement initiatives.
 
 
 
 
 
 
 What You Will Do:
 
 
 
 
 Performance and Talent Management
 
 
 <ul>
 <li>
 Lead the annual performance cycle using tools such as SAP SuccessFactors and balanced scorecards, ensuring alignment with organizational objectives.
 </li>
 <li>
 Implement divisional performance management frameworks and enhance managerial capabilities for fair and constructive performance reviews.
 </li>
 <li>
 Partner with Learning &amp; Development to design programs in performance evaluation, feedback delivery, and leadership development.
 </li>
 <li>
 Drive talent reviews, succession planning, and career development frameworks for high-potential employees.
 </li>
 </ul>
 
 
 
 
 
 Employee Engagement and Experience
 
 
 <ul>
 <li>
 Design and execute initiatives that enhance the employee experience across the full lifecycle, from onboarding to offboarding.
 </li>
 <li>
 Collaborate with HR and business units to align on engagement actions, recognition programs, and culture enhancement activities.
 </li>
 <li>
 Lead division-level engagement events to foster morale, team spirit, and organizational cohesion.
 </li>
 </ul>
 
 
 
 
 
 Culture, Communication, and Inclusion
 
 
 <ul>
 <li>
 Develop and promote a compelling organizational culture aligned with company values and strategic objectives.
 </li>
 <li>
 Implement diversity, equity, and inclusion programs, celebrate achievements, and reinforce company culture through effective communication.
 </li>
 <li>
 Foster a culture of purpose, clarity, and employee connection through impactful communication channels.
 </li>
 </ul>
 
 
 
 
 
 Employee Feedback and Analytics
 
 
 <ul>
 <li>
 Manage engagement surveys and pulse surveys, leveraging insights to enhance employee satisfaction and experience.
 </li>
 <li>
 Monitor performance and talent management metrics, providing actionable insights to senior leadership.
 </li>
 </ul>
 
 
 
 
 
 Compliance and Performance Improvement
 
 
 <ul>
 <li>
 Ensure adherence to performance policies and timely execution of performance improvement initiatives.
 </li>
 <li>
 Collaborate with HR Business Partners to address underperformance through structured action plans.
 </li>
 </ul>
 
 
 
 
 
 Partnership and Stakeholder Management
 
 
 <ul>
 <li>
 Build strong relationships with senior stakeholders, providing strategic guidance on performance, talent management, engagement, and culture initiatives.
 </li>
 <li>
 Collaborate closely with group HR, Talent Management, and Employee Experience teams to ensure cohesive delivery of initiatives.
 </li>
 </ul>
 
 
 
 
 
 Required Skills To Be Successful:
 
 
 <ul>
 <li>
 Strong leadership, communication, and interpersonal skills, with the ability to influence at all levels.
 </li>
 <li>
 Strategic mindset with the ability to translate business goals into effective talent and engagement initiatives.
 </li>
 <li>
 Expertise in managing complex projects, multiple priorities, and organizational change in dynamic environments.
 </li>
 <li>
 Proficient in HR platforms like SAP SuccessFactors, data-driven decision-making, and performance analytics.
 </li>
 </ul>
 
 
 
 
 
 What Qualifies You For The Role:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline; a master&rsquo;s degree is highly desirable.
 </li>
 <li>
 Professional HR certification (e.g., CIPD, SHRM-SCP/CP, SPHR, or PHR) is a strong asset.
 </li>
 <li>
 Minimum of 8+ years of progressive experience in performance management, talent development, succession planning, and employee engagement.
 </li>
 <li>
 Proven experience in designing and delivering employee engagement initiatives, talent programs, and high-performance culture frameworks.
 </li>
 <li>
 Strong business partnering experience and ability to drive strategic HR initiatives aligned with organizational objectives.
 </li>
 </ul>
 
 
</div>

Talent Management and Engagement Senior Manager

PepsiCo

<div>
 
 Overview
 
 
 
 
 We Are PepsiCo
 
 
 
 PepsiCo is a leading name in North Africa&rsquo;s food and beverage industry, where our products are enjoyed by consumers daily across the region. We offer a robust portfolio of beloved brands like PEPSI, SEVEN-UP, DORITOS, CHEETOS and CHIPSY, designed to cater to the tastes and preferences of consumers. With a focus on local sourcing, production, and distribution, PepsiCo provides essential support to local economies and partners closely with communities throughout the region.
 
 
 
 Guiding Vision and Regional Impact
 
 
 
 PepsiCo&rsquo;s vision aligns with our global goal to be the Leader in Beverages and Convenient Foods by Winning with PepsiCo Positive (pep+). This strategic transformation is committed to sustainable growth by putting people and the planet at the heart of our operations. In North Africa, this includes initiatives in responsible sourcing, waste reduction, and water conservation. Our regional programs empower local talent, boost employment, and provide support for local agriculture, particularly through partnerships with farmers and suppliers.
 
 
 
 Empowering Our People and Communities
 
 
 
 Our dynamic teams drive the PepsiCo culture in North Africa, embracing diversity and collaboration to solve local challenges and create innovative products. We are dedicated to fostering an inclusive workplace, one where every individual feels valued and empowered to be themselves. This commitment extends beyond our employees to positively impact the communities we serve, striving for shared growth and a healthier, more sustainable future for all.
 
 
 
 Diversity and Inclusion Commitment
 
 
 
 PepsiCo stands firmly behind our global commitment to diversity, equality, and human rights. We are proud to be an equal opportunity employer, ensuring a fair and welcoming workplace for all, regardless of age, gender, religion, disability, or any other characteristic. Our dedication to inclusion strengthens our workforce and helps drive our business forward, enriching both PepsiCo and the communities in North Africa.
 
 
 
 Responsibilities
 
 
 
 
 Effective Basics
 
 
 
 <ul>
 <li>
 Carry out communication policies to establish a proper flow of information at all levels of the organization
 </li>
 <li>
 Execute Compensation &amp; Benefits (C&amp;B) programs that meet Market Unit (MU) needs and are aligned with and in compliance with legal PepsiCo standards
 </li>
 <li>
 On-time and accurate personnel administration to meet employee needs, PepsiCo requirements, legal compliance and safety regulations
 </li>
 <li>
 Support people hiring, on-boarding, salary payments, giving feedback and developing in a timely fashion
 </li>
 <li>
 Coach Annual Operating Plan (AOP) linked objective setting process to align individual performance to business outcome.
 </li>
 <li>
 Ensure effective labor relations by implementing a strategy to grow the business without unreasonable constraints
 </li>
 <li>
 Ensure excellent implementation of people systems such as Performance Development Reviews (PDRs), Development Discussion Card (DDC) and Management Quality Performance Indicator (MQPI)
 </li>
 <li>
 Interface with the rest of the HR community on behalf of the team/function
 
 
 </li>
 </ul>
 
 Employee Champion
 
 
 
 <ul>
 <li>
 Be an advocate for PepsiCo values ensuring that all team members are treated fairly and respected
 </li>
 <li>
 Facilitate a positive, productive and safe work environment at all levels in the organization.
 </li>
 <li>
 Foster trust and teamwork within his/her area
 </li>
 <li>
 Support training needs for all levels in his/her area
 </li>
 <li>
 Deliver Organization Health Survey (OHS) action plans, analyze results and develop tailored action plans
 </li>
 <li>
 Identify signals for the Organization through regular sensing and 1:1 meetings
 </li>
 <li>
 Provide tailored solution to meet the needs of the employees in his/her area
 </li>
 <li>
 Facilitate all managers-subordinates&rsquo; issues within the team
 </li>
 <li>
 Act as policy and employee relations Single Point of Contact (SPOC) for all team members
 </li>
 <li>
 Execute the internal communications process and recognition programs
 </li>
 <li>
 Develop and execute In-touch sessions
 </li>
 <li>
 Coach others to execute the implementation and sustainment of the current HR tools in his/her area.
 
 
 </li>
 </ul>
 
 Strategic Management &amp; Change leadership
 
 
 
 <ul>
 <li>
 Act as a sounding board and provide executive coaching
 </li>
 <li>
 Develop and align a &ldquo;people strategy&rdquo; that enables the attainment of business objectives on the short and long term
 </li>
 <li>
 Bringing the team around a common vision and create excitement about it
 </li>
 <li>
 Leverage communication systems to drive team effectiveness and foster alignment
 </li>
 <li>
 Build managers of others organization and coaching capabilities
 </li>
 <li>
 Involve the Center of Excellence (CEs) at the right time articulating/defining the need, providing input to the design &amp; partnering in the delivery
 </li>
 <li>
 Analyze capability gaps at the different levels &amp; plan interventions to tackle them
 </li>
 <li>
 Build credibility by always being there for the people (together with the line)- let them feel they are in &ldquo;good, capable hands&rdquo;
 </li>
 <li>
 Sense needs, probable reactions &amp; manager-subordinate discomfort before they turn into issues
 </li>
 <li>
 Drive a Values &amp; principles centered culture
 </li>
 <li>
 Drive simplification and elimination of non-value added work
 </li>
 <li>
 Drive the Work Life Quality interventions within the team
 </li>
 <li>
 Enable team leaders to drive specific messages through to the team
 
 
 </li>
 </ul>
 
 Measures:
 
 
 
 <ul>
 <li>
 Efficient and effective staffing to support business needs
 </li>
 <li>
 Implement HR agenda according to AOP targets
 </li>
 <li>
 Direct support given to managers, supervisors, and frontline
 </li>
 <li>
 Strong employee identification with the company
 </li>
 <li>
 Organization Health scores
 </li>
 <li>
 Percentage of training matrix/development plans executed
 </li>
 <li>
 Turnover/exit interview results
 </li>
 <li>
 Capable value-added advice to management on all HR related issues by playing business partner role
 </li>
 <li>
 Support frontline execution and implement and sustain HR Tools and practices
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Holder of a Bachelor Degree in Business Administration or any relevant discipline.
 </li>
 <li>
 7-10 years HR Relevant Experience
 </li>
 <li>
 Strong impact and influencing skills
 </li>
 <li>
 Very high level of Communication Skills
 </li>
 <li>
 Strong management, leadership &amp; interpersonal skills
 </li>
 <li>
 Fluency in spoken and written English and Arabic
 </li>
 </ul>
</div>

People Associate Manager

QStaffers

<div>
 
 QStaffers
 
 is currently hiring an
 
 OD &amp; Talent Management Lead
 
 for one of our partners, a global leader in the real estate field.
 
 
 
 Job Summary:
 
 
 
 Lead and drive organizational development and performance management initiatives that align with the company's strategic objectives. Enhance organizational effectiveness by optimizing structures, processes, people, and performance.
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Develop, implement, and continuously refine a robust and data-driven performance management system.
 </li>
 <li>
 Collaborate with leadership to define, align, and cascade strategic objectives and KPIs across all departments.
 </li>
 <li>
 Develop and maintain performance standards and measurement frameworks for all roles.
 </li>
 <li>
 Manage the entire performance management cycle, including goal setting, end-of-year evaluations, and Calibration.
 </li>
 <li>
 Provide guidance and support to managers on setting SMART goals, conducting effective performance reviews, and utilizing performance data for development.
 </li>
 <li>
 Continuously evaluate and enhance the performance management system based on employee feedback, business needs, and best practices.
 </li>
 <li>
 Advise leadership on organizational design, structure, and processes to improve efficiency, agility, and effectiveness based on Market best practices.
 </li>
 <li>
 Partner with Talent Acquisition &amp; Development team to develop and implement talent management strategies, including succession planning, and talent Identification and development programs.
 </li>
 <li>
 Developing and implementing career paths for different roles and levels within the organization.
 </li>
 <li>
 Develop and maintain People &amp; Culture policies and procedures, including employee handbooks, code of conduct, and policies manuals.
 </li>
 <li>
 Analyze HR data and metrics to identify trends, assess effectiveness of HR programs, and inform strategic decision-making.
 </li>
 <li>
 Prepare regular reports on key HR metrics, including employee turnover, employee satisfaction, and workforce planning.
 </li>
 <li>
 Conducting job analyses to determine the duties, responsibilities, and qualifications for each position.
 </li>
 <li>
 Analyzing and optimizing the organizational structure, including departments, teams, and reporting relationships.
 </li>
 <li>
 Creating and maintaining up-to-date organizational charts to visually represent the company's structure.
 </li>
 <li>
 Participate in developing and executing promotional plan in collaboration with Vice presidents.
 </li>
 <li>
 Participate in developing and executing Manpower plan in collaboration with Vice presidents.
 </li>
 <li>
 Guide management and employee actions by Conducting ad-hoc analysis to support strategic decision-making and problem-solving.
 
 
 </li>
 </ul>
 Requirements:
 
 
 <ul>
 <li>
 Education: A bachelor&rsquo;s degree in human resources, business administration, or a related field.
 </li>
 <li>
 6-8 years of progressive experience in Human Resources, with at least 7 years of experience in senior-level Organizational Development and Performance Management roles.
 </li>
 <li>
 Special requirements:
 </li>
 <li>
 Strong analytical and problem-solving skills with the ability to think strategically and translate business needs into actionable plans.
 </li>
 <li>
 Excellent communication, interpersonal, and presentation skills with the ability to influence and build consensus.
 </li>
 <li>
 Strong project management and organizational skills with the ability to manage multiple projects simultaneously.
 </li>
 <li>
 Proficiency in HRIS systems, data analysis tools, and performance management software. ( preferably Success Factors System).
 </li>
 <li>
 Knowledge of labor laws and regulations.
 </li>
 </ul>
</div>

OD & Talent Management Lead

adidas

<div>
 Job Title: Specialist HR Jordan Purpose &amp; Overall Relevance for the Organization: Within the framework of HR Services, we are providing services and business competence regarding all HR Services related processes. As HR Services strive to combine competent and professional business partnering with a constant enhancement of services in an efficient and value-adding way, the role is vitally supporting this target by following key responsibilities. Key Responsibilities: Perform general administration within the HR Services team for all defined processes, tools and programmes and processes. Perform Hire to retire tasks with the defined SLA Update all relevant process documentation Be a contact person for the HR community and relevant stakeholders regarding the respective HR Services processes and challenges. Maintain system wide through SAP and other relevant HR systems. Handle standard inquiries &amp; support through ticket service, email &amp; phone. Timely execute assigned tasks and issues according to defined processes, timetables and service levels in compliance with tariff and work agreements. Identify improvement potential in all HR Services processes and administer the implementation of the improvements. Ensure correct execution of laws and regulations with regards to specific employee master data and organizational data according to defined procedures Suggest modification of systems and processes to ensure correct execution of laws and compliance to company policies Providing input for creation of user manuals and process mappings Providing input for communication of standards, procedures and processes to employees, internal customers. Participate regularly in workshops and meetings held by subject matter experts within HR Services Key Relationships: HR Services teams HR Partners Rewards Teams Payroll Teams Talent Acquisition External authorities, consultants, and suppliers Knowledge, Skills and Abilities: Good level of affinity to and experience with HR and Business computing solutions, with SAP HR/ SAP OM/ Success Factor &amp; Excel knowledge Very good analytical skills and detail-oriented work style Team player mentality Strong customer focus and service minded International mind-set; first experience as part of a geographically &amp; culturally diverse team Ability to work under pressure as well as prioritizes and completes tasks in order of importance Requisite Education and Experience / Minimum Qualifications: University degree Minimum 2+ year relevant working experience in a multi-national environment, preferably within HR Very good command of English Experience with Business computing solutions and with SAP HR Good knowledge of MS-Office applications Fully qualified/trained in job, deep knowledge in HR Shared Service set-up
 
 
 adidas celebrates diversity, supports inclusiveness and encourages individual expression in our workplace. We do not tolerate the harassment or discrimination toward any of our applicants or employees. We are an equal opportunity employer.
</div>

Specialist HR Payroll /Jordan

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