hr specialist

hr business partner

DP World

<div>
 
 
 OB PURPOSE:
 
 
 
 
 
 <ul>
 <li>
 The role is responsible for proactively aligning People Department initiatives and programs with business objectives within designated business units/functions/divisions. The HRBP formulates partnerships across the business to deliver value-added service and integrated solutions to management and employees that supports and enables high productivity Also, work with teams, managers and key stakeholders to help build organization and people capability, and shape and implement effective people strategies and activities within the organization.
 </li>
 </ul>
 
 
 
 
 
 KEY ACCOUNTABILITIES:
 
 
 
 
 
 
 
 Business Partnership:
 
 
 
 
 
 <ul>
 <li>
 Acts as a prime point of contact within the BU to ensure an effective and efficient delivery of HC programs and services.
 </li>
 <li>
 Identifies business priorities, objectives and related needs of the assigned Business Unit, in coordination with stakeholders, to translate the needs into actionable HR plans at BU level.
 </li>
 <li>
 Provides expert, strategic and regulatory advice to assigned BU on planning, management and engagement of their workforce within scope.
 </li>
 <li>
 Coaches and advises managers on finding the right balance between HR strategy and business priorities of the organization and the realities, constraints and need for consistency within the BU.
 </li>
 <li>
 Partners with business leaders to develop and embed a high productivity organizational culture and assist in driving broad change.
 </li>
 <li>
 Uses relevant business data to create justifications, provide analytics, and create business cases to communicate and/or develop strategic HC programs.
 </li>
 <li>
 Provides feedback to other HC roles for continuous improvement purposes.
 </li>
 <li>
 Transfer strategies into action.
 </li>
 <li>
 Oversee daily HR operations and develop People Agenda, strategy, policies, and practices.
 </li>
 <li>
 Consult with line manager and provide daily people related guidance.
 </li>
 <li>
 Resolve complex employee relations issues and address grievances.
 </li>
 <li>
 Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
 </li>
 <li>
 Suggest new People strategies and provide People related policy guidance.
 </li>
 <li>
 Deliver Key HR initiatives across the HR spectrum.
 </li>
 <li>
 Perform other related duties as assigned.
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition:
 
 
 
 
 
 <ul>
 <li>
 Evaluate staffing needs and oversee recruitment efforts.
 </li>
 <li>
 Conduct required studies and analysis with regard to TA and talent requirements in our team, and prepare periodic reports related to TA.
 </li>
 <li>
 Coordinate with Talent Acquisition Manager to identify, attract and source hard-to-find passive talent using different niche sites/channels such as LinkedIn and other social media.
 </li>
 <li>
 Monitor and report on workforce and succession planning.
 </li>
 <li>
 Learning and Development:
 </li>
 <li>
 Identify training needs for teams and individuals and evaluate training programs.
 </li>
 <li>
 Coordinate with HRDF and other government entities
 </li>
 </ul>
 
 
 
 
 
 
 
 
 OD and performance Management:
 
 
 
 
 
 <ul>
 <li>
 performance management, talent reviews, gap assessments, learning and development, career and succession planning and leadership development within the BU
 </li>
 <li>
 Organization design and development, as well as change management impacting supported BU
 </li>
 <li>
 Employee engagement and retention activities.
 </li>
 <li>
 Reward management including compensation and benefits aligned to the BU and overall business framework
 </li>
 <li>
 Ensures roles are aligned with the overall global job architecture supporting organizational efficiency productivity, innovation and agility.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 REQUIRED QUALIFICATION:
 
 
 
 
 
 <ul>
 <li>
 Preferably in a multinational environment. (5 &ndash; 8 years)
 </li>
 <li>
 Preferable: 5 to 6 years
 </li>
 <li>
 Relevant experience in Human Resources at a senior level /middle management
 </li>
 <li>
 Proficiency with social media, CV databases, and professional networks.
 </li>
 <li>
 Keen understanding of the difference between various roles within the organization.
 </li>
 <li>
 Professional certification is preferred (Such as CIPD, SHRM, Birkman).
 </li>
 <li>
 Proactive Nature
 </li>
 <li>
 Advanced in English &amp; Arabic Language
 </li>
 </ul>
 
 
 
 
 
 EDUCATION:
 
 
 
 
 
 <ul>
 <li>
 Minimum of bachelor&rsquo;s degree in HRM or in relevant field is required.
 </li>
 </ul>
</div>

HR BUSINESS PARTNER

AbbVie

<div>
 
 Company Description
 
 
 
 AbbVie's mission is to discover and deliver innovative medicines and solutions that solve serious health issues today and address the medical challenges of tomorrow. We strive to have a remarkable impact on people's lives across several key therapeutic areas &ndash; immunology, oncology, neuroscience, and eye care &ndash; and products and services in our Allergan Aesthetics portfolio. For more information about AbbVie, please visit us at www.abbvie.com. Follow @abbvie on X, Facebook, Instagram, YouTube, LinkedIn and Tik Tok.
 
 
 
 Job Description
 
 
 
 
 HR Manager &ndash; KSA Affiliate
 
 
 
 The HR Manager is a strategic and trusted partner to the organization, in talent development, finding talent, and shaping culture necessary to accomplish our business strategies to make a remarkable impact on patients around the world. They will serve as a strategic partner to the designated divisions in Saudi Arabia Affiliate. This role is responsible for leveraging best-in-class HR practices to continually construct, deliver, and support programs that establish AbbVie as an employer of choice.
 
 
 
 Key Responsibilities Include:
 
 
 
 <ul>
 <li>
 Serve as a Strategic HR Business Partner: Proactively collaborate with business leaders to understand their strategic objectives and translate them into actionable HR strategies, needs assessments, and innovative HR solutions that drive business results. Provide expert coaching and mentorship to leaders in areas such as leadership development, succession planning, talent management, and organizational design.
 </li>
 <li>
 Develop and Implement Business-Aligned HR Strategies: Design, develop, and execute comprehensive HR strategies, programs, and services that directly address the unique needs and priorities of the respective business units. This includes initiatives related to talent acquisition, performance management, learning and development, compensation and benefits, and employee relations.
 </li>
 <li>
 Coach and Develop Business Leaders on HR Best Practices: Empower business leaders to effectively manage their teams by providing expert coaching on HR practices that enhance talent pipeline development, improve employee retention, increase overall organizational effectiveness, and cultivate a high-performing culture characterized by engagement, collaboration, and teamwork.
 </li>
 <li>
 Leverage Data Analytics for Talent and Culture Insights: Utilize strong analytical skills to interpret HR data and survey results, generating actionable insights related to talent trends, cultural dynamics, and employee engagement levels. Translate these insights into strategic recommendations for continuous improvement.
 </li>
 <li>
 Collaborate with HR Centers of Excellence for Program Implementation: Partner effectively with HR Centers of Excellence (COEs) to implement and tailor enterprise-wide HR programs that support the People Strategy and organizational goals. This includes initiatives focused on organizational effectiveness, change management, diversity, equity, inclusion, and fostering a positive and inclusive work environment.
 </li>
 <li>
 Provide Expert Guidance on Employee Relations and Performance Management: Offer proactive guidance and counsel to managers and employees on a wide range of employee relations matters, including conflict resolution, performance management issues, disciplinary actions, and grievance procedures. Ensure fair and consistent application of policies and practices.
 </li>
 <li>
 Ensure HR Compliance and Operational Excellence: Collaborate with HR Operations and business leaders to ensure accurate and timely processing of employee documentation, status changes, payroll and benefits administration, and the annual performance appraisal process. Oversee employee relations investigations, disciplinary actions, and terminations, ensuring full compliance with internal policies, procedures, and external labor laws and regulations.
 </li>
 <li>
 Build and Maintain Strategic HR Partnerships: Establish, cultivate, and maintain strong, collaborative relationships with key HR partners across all Practice Areas and Service Centers. Ensure seamless coordination and effective delivery of HR services to meet business needs, fostering mutual understanding of roles, responsibilities, and service delivery commitments.
 </li>
 <li>
 Champion a High-Performance, Engaged, and Inclusive Culture: Partner with people leaders to actively shape and promote a culture characterized by high employee engagement, exceptional performance, and a strong commitment to diversity, equity, and inclusion. Drive initiatives that foster a sense of belonging and empower employees to thrive.
 </li>
 <li>
 Lead Talent Development Initiatives: Proactively lead HR solutions and initiatives focused on developing top talent within the organization, leveraging AbbVie&rsquo;s best-in-class HR practices and innovative approaches.
 </li>
 <li>
 Develop and Analyze HR Metrics for Strategic Decision-Making: Prepare and present comprehensive monthly HR metrics and reports related to areas of responsibility to management and the division. Analyze these metrics to identify trends, measure the effectiveness of HR programs, and provide data-driven insights to inform strategic decision-making.
 </li>
 <li>
 Drive Organizational Effectiveness and Change Management: Facilitate, implement, and model change management strategies to enhance organizational effectiveness and support the evolving needs of the business and the patients it serves. Lead initiatives that improve processes, structures, and capabilities.
 </li>
 <li>
 Embed AbbVie's Ways of Working: Actively champion AbbVie&rsquo;s core values and desired behaviors by consistently modeling them, educating leaders and employees, and providing coaching to ensure their integration into daily work practices.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 A relevant degree in Human Resources Management or a relevant area.
 </li>
 <li>
 6-8 years Business HR Partnering experience with experience of one other HR specialization.
 </li>
 <li>
 Strong knowledge of employment law in Saudi Arabia.
 </li>
 <li>
 Should have a passion for people, have strong business acumen, and enjoy working in a fast paced and often demanding organization which rewards strong performance.
 </li>
 <li>
 HR experience in a Multinational Company will be an advantage.
 
 
 </li>
 </ul>
 Additional Information
 
 
 AbbVie is an equal opportunity employer and is committed to operating with integrity, driving innovation, transforming lives and serving our community.  Equal Opportunity Employer/Veterans/Disabled.
 
 
 US &amp; Puerto Rico only - to learn more, visit https://www.abbvie.com/join-us/equal-employment-opportunity-employer.html
 
 
 US &amp; Puerto Rico applicants seeking a reasonable accommodation, click here to learn more:
 
 
 https://www.abbvie.com/join-us/reasonable-accommodations.html
</div>

HR Manager - Saudi National

Big Fish Recruitment

The Role
 We are seeking a dynamic HR Manager with our client in Jeddah, Saudi Arabia. The ideal candidate will lead our HR functions effectively, ensuring a positive work environment and alignment with our organizational goals. Responsibilities: - Develop and implement HR strategies aligned with the overall business plan and strategic direction of the organization. - Manage the recruitment and selection process to attract top talent. - Oversee employee relations, conflict resolution, and ensure compliance with labor laws and regulations in Saudi Arabia. - Coordinate training and development initiatives to enhance employee skills and career growth. - Manage performance appraisal systems that drive high performance. - Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization. - Maintain pay plan and benefits program, ensuring competitive and equitable compensation.
 
Requirements
 <ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred. - Proven experience as an HR Manager or similar role, preferably within the Saudi Arabian market. - In-depth knowledge of labor laws and HR practices in Saudi Arabia. - Strong leadership and people management skills. - Excellent communication and interpersonal abilities. - Proactive problem-solving skills and the ability to manage multiple priorities. - Fluency in English & Arabic language - Experience within the Facilities Management industry is highly preferred</li>
</ul>
About the company
 Service Our aim is to provide our clients and candidates with a consistent, quality service that goes beyond the norm, giving them peace of mind and complete trust in our ability to meet their needs. Knowledge Big Fish consultants specialise in their fields and have extensive experience in the region and beyond. We take pride in our knowledge and network and believe that our relationships are built on trust and integrity and are made for the long term. Care At Big Fish, as well as caring for the people we work with, we also care about the world and environment we live in, that's why Big Fish support initiatives that promote human welfare, environmental protection and sustainability.

Urgent Request for HR Manager

Zahid Group

<div>
 
 
 About the Role
 
 
 
 The Organizational Design Manager plays a critical role in shaping Zahid Group&rsquo;s structural agility and workforce effectiveness. This position leads the design and optimization of organizational models, ensuring that structures, roles, and capabilities are aligned with business strategy, scalable for growth, and responsive to change.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Organizational Structuring &amp; Role Design
 
 
 <ol>
 <li>
 Develop and implement organizational structures that reflect Zahid Group&rsquo;s evolving business needs, ensuring clarity in roles, reporting lines, and decision-making authority.
 </li>
 <li>
 Design and maintain job architecture frameworks, including job families, levels, grading, and evaluation methodologies to ensure consistency across the Group.
 </li>
 <li>
 Conduct workload analysis to assess resource requirements, distribution, and organizational capacity in alignment with business demands.
 </li>
 </ol>
 
 
 
 
 
 Workforce Optimization
 
 
 <ol>
 <li>
 Analyze spans, layers, and workforce distribution to recommend improvements that drive efficiency, reduce complexity, and support capability alignment.
 </li>
 <li>
 Define and monitor key organizational health metrics (e.g., spans and layers, workforce cost efficiency, role clarity) to evaluate the effectiveness of design solutions.
 </li>
 </ol>
 
 
 
 
 
 Strategic Business Partnering
 
 
 <ol>
 <li>
 Collaborate with business leaders and HR Business Partners to co-create design solutions that support transformation, growth, and operational excellence.
 </li>
 <li>
 Provide strategic input and advisory to senior leadership on organization structure, capability alignment, and workforce efficiency.
 </li>
 <li>
 Ensure end-to-end accountability from diagnostic and design through implementation and post-design monitoring.
 </li>
 </ol>
 
 
 
 
 
 Governance &amp; Design Principles
 
 
 <ol>
 <li>
 Establish and maintain organizational design standards, frameworks, and governance mechanisms to ensure consistency, sustainability, and compliance across the Group.
 </li>
 <li>
 Define and implement governance standards to maintain structural integrity during transformation or reorganization.
 </li>
 </ol>
 
 
 
 
 
 Communication
 
 
 <ul>
 <li>
 Support change initiatives by providing structural insights, transition plans, and communication strategies that ensure smooth implementation and employee engagement.
 </li>
 </ul>
 
 
 
 
 
 Educational &amp; Qualifications and Certifications.
 
 
 <ul>
 <li>
 University Degree in Human Resources, Business Administration, or related field; master&rsquo;s degree preferred. HR Professional Certification (e.g., SHRM-CP, CIPD, or PHR) is highly preferred.
 </li>
 </ul>
 
 
 
 
 
 Skills, Competencies, and Experience
 
 
 
 
 Technical Skills:
 
 
 <ol>
 <li>
 HR Systems (SAP &ndash; SuccessFactors).
 </li>
 <li>
 Job Analysis and Evaluation.
 </li>
 <li>
 HR Automation and Digitalization.
 </li>
 <li>
 Organizational Restructuring and Workload Analysis.
 </li>
 </ol>
 
 
 
 
 
 Knowledge:
 
 
 <ol>
 <li>
 Excellent stakeholder engagement and executive communication skills.
 </li>
 <li>
 Strong understanding of organizational design methodologies.
 </li>
 <li>
 Expertise in organizational assessments, job analysis, and workforce analytics.
 </li>
 </ol>
 
 
 
 
 
 Experience:
 
 
 <ul>
 <li>
 Minimum 7&ndash;10 years&rsquo; experience in organizational design, workforce planning, job architecture, or HR transformation within large, complex organizations.
 </li>
 </ul>
 
 
 
 
 
 Language Skills:
 
 English &amp; Arabic (essential).
 
</div>

Organizational Design Manager

<div>
 
 
 About the Position
 
 
 
 
 
 
 This role is pivotal in shaping Zahid Group&rsquo;s future leadership and organizational capacity. It integrates strategic talent management, performance enablement, and succession planning to ensure a resilient, high-performing workforce aligned with long-term business goals.
 
 
 
 
 
 
 
 
 
 Key
 
 
 Accountabilities:
 
 
 
 
 
 
 
 1. Talent Strategy &amp; Organizational Alignment
 
 
 <ul>
 <li>
 Design and execute Zahid Group-wide Talent Management strategies aligned with Zahid Group&rsquo;s growth trajectory.
 </li>
 <li>
 Partner with leaders to forecast talent needs and develop high-potential pipelines.
 </li>
 <li>
 Embed career pathing and competency frameworks to elevate the Employee Value Proposition.
 </li>
 </ul>
 
 
 2. Performance Culture &amp; Capability Building
 
 
 <ul>
 <li>
 Lead the full performance management cycle and integrate KPIs.
 </li>
 <li>
 Drive performance uplift through targeted interventions and competency-based training.
 </li>
 <li>
 Champion awareness campaigns and coaching to embed accountability and continuous feedback.
 </li>
 </ul>
 
 
 3. Succession Planning &amp; Leadership Continuity
 
 
 <ul>
 <li>
 Build internal pipelines for critical roles using structured assessments and tailored development plans.
 </li>
 <li>
 Collaborate with leadership to adapt succession strategies to evolving business needs.
 </li>
 </ul>
 
 
 4. Team Leadership &amp; Cross-Functional Execution
 
 
 <ul>
 <li>
 Empower HR professionals to deliver impactful programs and foster collaboration across departments to ensure alignment and execution.
 </li>
 </ul>
 
 
 
 
 
 Knowledge, Skills, and Aptitude
 
 
 
 
 
 
 
 Educational Qualifications and Certifications
 
 :
 
 <ul>
 <li>
 University Degree in Human Resources, Business Administration, or related field; master&rsquo;s degree preferred. HR Professional Certification (e.g., SHRM-CP, CIPD, or PHR) is highly preferred.
 </li>
 </ul>
 
 
 
 
 
 Knowledge
 
 :
 
 <ul>
 <li>
 Awareness of HR technology solutions such as HRIS, LMS, and Performance Management software to optimize HR processes and enhance efficiency. Expertise in change management methodologies to facilitate smooth transitions during organizational changes and initiatives.
 </li>
 </ul>
 
 
 
 
 
 Technical Skills
 
 :
 
 <ul>
 <li>
 Strategic thinker with the ability to translate vision into actionable plans. Up-to-date knowledge of industry best practices in talent management. Proficiency in utilizing Performance Management systems to set objectives, track performance, provide feedback, and conduct evaluations effectively.
 </li>
 </ul>
 
 
 Language
 
 :
 
 <ul>
 <li>
 Proficiency in English &amp; Arabic is essential for effective communication and collaboration within a diverse workforce. Strong verbal and written communication skills in the required languages are necessary to interact with employees, stakeholders, and external partners effectively.
 </li>
 </ul>
 
 
 
 
 
 Experience
 
 
 <ul>
 <li>
 Minimum of 8 to 10 years&rsquo; experience in talent management, performance management, and organizational development.
 </li>
 </ul>
 
 
</div>

Performance & Career Management Manager

Nama United Financing Company

<div>
 
 
 Purpose of the Job:
 
 
 
 
 
 
 The FP&amp;A Manager is responsible for leading the financial planning, forecasting, budgeting, and analytical activities that support strategic decision-making across the organization.
 
 
 
 
 
 
 Principal Responsibilities / Accountabilities:
 
 
 
 
 
 
 
 Financial Planning &amp; Forecasting Lead
 
 
 <ul>
 <li>
 The annual budgeting and quarterly forecasting processes, ensuring accuracy, consistency, and alignment with organizational goals.
 </li>
 <li>
 Develop financial models to assess business performance, evaluate scenarios, and support strategic initiatives.
 </li>
 <li>
 Monitor financial results against plans and forecasts, highlighting variances and recommending corrective actions.
 </li>
 </ul>
 
 
 Reporting &amp; Analysis
 
 
 <ul>
 <li>
 Prepare monthly/quarterly financial reports, dashboards, and presentations for executive leadership.
 </li>
 <li>
 Analyze business trends, KPIs, margin drivers, and operational metrics to inform decision-making.
 </li>
 <li>
 Provide insight into revenue, cost, and profitability performance across products, services, or business units.
 </li>
 </ul>
 
 
 Strategic Business Support
 
 
 <ul>
 <li>
 Partner with functional leaders (Operations, Sales, Marketing, HR, etc.) to develop financial strategies and support key business decisions.
 </li>
 <li>
 Evaluate capital investments, pricing changes, product launches, and cost-saving initiatives through financial modeling.
 </li>
 <li>
 Support long-range planning and scenario analysis for growth and sustainability.
 </li>
 </ul>
 
 
 Process Improvement &amp; Systems Management
 
 
 <ul>
 <li>
 Enhance forecasting accuracy and reporting quality through process improvements and automation.
 </li>
 <li>
 Maintain and optimize financial planning tools (ERP, BI dashboards, planning software).
 </li>
 <li>
 Implement best practices in financial analysis, modeling, and data integrity.
 </li>
 <li>
 
 Leadership &amp; Team Management
 
 </li>
 <li>
 Supervise, mentor, and develop analysts or finance staff (if applicable).
 </li>
 <li>
 Foster a culture of continuous improvement, collaboration, and analytical excellence.
 </li>
 </ul>
 
 
 
 
 
 Qualifications / Experience
 
 
 
 
 
 
 
 Education &amp; Experience
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Finance, Accounting, Economics, or related field
 </li>
 <li>
 
 5 &ndash; 8+ years
 
 of progressive financial analysis or FP&amp;A experience.
 </li>
 <li>
 Prior experience in corporate FP&amp;A, business partnering, or management-level reporting required.
 </li>
 </ul>
 
 
 
 
 
 Skills &amp; Competencies
 
 
 <ul>
 <li>
 Strong financial modeling and analytical skills.
 </li>
 <li>
 Advanced proficiency in Excel; knowledge of forecasting tools and BI systems.
 </li>
 <li>
 Excellent communication skills with the ability to translate financial insights into actionable recommendations.
 </li>
 <li>
 Strong business acumen, strategic thinking, and attention to detail.
 </li>
 <li>
 Ability to manage multiple priorities in a fast-paced environment.
 </li>
 <li>
 Leadership skills with experience managing or mentoring junior staff (preferred).
 </li>
 </ul>
 
 
</div>

Financial Planning and Analysis Manager

Muller's Solutions

<div>About M&uuml;ller`s Solutions:
M&uuml;ller's Solutions is a leading SAP consulting firm that specializes in delivering innovative and customized solutions to enhance business processes. We are committed to helping our clients efficiently manage their HR processes through advanced technologies, including SAP SuccessFactors and OpenText solutions.
Job Overview:
We are seeking a qualified OpenText SuccessFactors HR Workflow Consultant to join our team. In this role, you will be responsible for designing, implementing, and optimizing HR workflows specifically integrated with OpenText and SuccessFactors solutions. You will work closely with clients to understand their business needs and translate them into effective system configurations that enhance HR operations.
Requirements
Requirements:
<ul><li>Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field.</li>
<li>Minimum of 3 years of experience as an HR Workflow Consultant with expertise in OpenText and SAP SuccessFactors.</li>
<li>Strong understanding of HR processes and workflows, with a focus on optimizing efficiency.</li>
<li>Experience in designing and implementing HR workflows in OpenText and SuccessFactors environments.</li>
<li>Excellent analytical and problem-solving skills.</li>
<li>Strong communication skills, with the ability to interact effectively with clients and internal teams.</li>
<li>Ability to manage multiple projects and meet deadlines in a fast-paced environment.</li>
<li>Prior experience with integration of OpenText and other SAP modules is a plus.</li>
</ul>Benefits
Why Join Us:
Opportunity to work with a talented and passionate team.
Competitive salary and benefits package.
Exciting projects and innovative work environment.</div>

OpenText SuccessFactors HR Workflow Consultant

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