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hr business partner

Signify

<div>
 
 About Signify
 
 
 
 Through bold discovery and cutting-edge innovation, we lead an industry that is vital for the future of our planet: lighting. Through our leadership in connected lighting and the Internet of Things, we're breaking new ground in data analytics, AI, and smart solutions for homes, offices, cities, and beyond.
 
 
 At Signify, you can shape tomorrow by building on our incredible 125+ year legacy while working toward even bolder sustainability goals. Our culture of continuous learning, creativity, and commitment to diversity and inclusion empowers you to grow your skills and career.
 
 
 Join us, and together, we&rsquo;ll transform our industry, making a lasting difference for brighter lives and a better world.
 
 
 
 Job Summary
 
 
 
 
 More about the role
 
 
 
 Partners with organizational leaders to develop and execute HR strategies that support business objectives and creates collaborative and engaging work environment for employees. Determines all people actions required to support the annual operating plan and the three year business strategy and executes programs, tracking tools and strategies to exceed commitments.
 
 
 Key Areas of Responsibility
 
 
 <ul>
 <li>
 Translate business strategy into people strategy and drive implementation
 </li>
 <li>
 Partner with leaders/managers to support organization design, workforce planning, talent development, and cultural transformation
 </li>
 <li>
 Ensure deployment of global and local HR processes (e.g. performance, talent, DEI, engagement)
 </li>
 <li>
 Use data-driven insights to advise on people trends and solutions
 </li>
 <li>
 Act as a coach to leaders and managers on people matters, their development, ensuring high cultural standards within the organization
 </li>
 <li>
 Ensures compliance with labour laws, ethics and internal policies
 </li>
 <li>
 Leads change management initiatives to support business transformation and workforce effectiveness.
 </li>
 <li>
 Promotes a positive organizational culture and employee engagement initiatives.
 </li>
 <li>
 Collaborate across HR to ensure consistent delivery (CoEs, HR Services, other HRBPs, HR Advisors)
 </li>
 <li>
 Serve as an advocate for employee interests and as a counsel to the business management team.
 </li>
 <li>
 Monitor external environment and implement and leverage best practices.
 </li>
 <li>
 Practice fundamental lean principles to drive waste out of the organization and leverage AI and lean problem solving tools to drive performance.
 </li>
 <li>
 Business and Function HRBP focus on strategic partnership with Business and Functional Leadership teams to determine the future strategic direction together with business leadership.
 </li>
 <li>
 Geography HRBP focus on co-creation and execution of geo (regional / local) HR agenda with Regional or country leadership and management teams looking at local external benchmarks, market dynamics, competition strategies, consistent execution and alignment at the regional/country level.
 
 
 </li>
 </ul>
 Critical Experiences
 
 
 <ul>
 <li>
 Masters degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 6-10 years of experience in HR roles with a focus on strategic partnership, organization design, and change management.
 </li>
 <li>
 Certification in HR (e.g., SHRM-CP, PHR) is preferred but not mandatory.
 
 
 </li>
 </ul>
 
 Everything we&rsquo;ll do for you
 
 
 
 You can grow a lasting career here. We&rsquo;ll encourage you, support you, and challenge you. We&rsquo;ll help you learn and progress in a way that&rsquo;s right for you, with coaching and mentoring along the way. We&rsquo;ll listen to you too, because we see and value every one of our 27,000+ people. We believe that a diverse and inclusive workplace fosters creativity, innovation, and a full spectrum of bright ideas. With a global workforce present in 70+ countries, we are dedicated to creating an inclusive environment where every voice is heard and valued, helping us all achieve more together.
 
 
 Come join us, and together we can light up the future.
</div>

HR Business Partner

Career Maker

Key Accountabilities &amp; ResponsibilitiesStrategic HR Partnership<ul><li>Serve as the senior HR partner to the Generation International business in KSA, ensuring alignment between people strategy and the organization&rsquo;s operational and financial objectives.</li><li>Partner with business leaders on organizational design, workforce planning, succession planning, and leadership development.</li><li>Provide proactive guidance on people-related risks, change management, and long-term talent sustainability across Generation assets.</li></ul>Leadership &amp; Governance<ul><li>Provide functional leadership and oversight to Plant HR Managers, ensuring consistent implementation of HR policies, practices, and standards.</li><li>Ensure compliance with Saudi Labour Law</li><li>Strengthen HR governance, controls, and reporting across all Generation entities.</li></ul>Employee Relations &amp; Compliance<ul><li>Act as the escalation point for complex employee relations matters within Generation International.</li><li>Advise senior management on disciplinary matters, grievances, investigations, and performance management cases.</li><li>Ensure fair, consistent, and compliant HR practices across all operational sites.</li></ul>Talent, Performance &amp; Capability<ul><li>Lead performance management and talent review processes for Generation International employees.</li><li>Support leadership development initiatives, succession pipelines, and Saudization objectives.</li><li>Drive initiatives focused on employee engagement, retention, and workforce stability in a competitive talent market.</li></ul>HR Operations &amp; Delivery<ul><li>Oversee the effective delivery of the full employee lifecycle across Generation International.</li><li>Ensure high standards for onboarding, HR data integrity, and system accuracy.</li><li>Work closely with Plant HR Managers to ensure timely and high-quality HR service delivery.</li></ul>Experience &amp; Qualifications<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>12&ndash;15 years of progressive HR experience, including significant experience as a Senior HR Business Partner in complex, operational, or asset-heavy environments.</li><li>Proven experience acting as the primary HR advisor to business leadership, aligning local operations with regional or global priorities.</li><li>Strong knowledge of Saudi Labour Law and local employment practices.</li><li>Experience working within multinational and matrix organizations.</li></ul>Job Type: Full-timePay: ﷼30,000.00 - ﷼55,000.00 per monthWork Location: In person

Sr. HR Manager

Qiddiya Investment Company

<div>We are seeking an Executive Director &ndash; HR Business Partner (HRBP) to act as a strategic advisor to the Development side of the business. Reporting directly to the CHRO, this role will lead the full HR agenda across a complex, fast-paced and high-growth environment.
You will partner closely with executive leadership on a broad spectrum of people &amp; business issues to enable delivery of large-scale development programs, ensuring the organization is structured, resourced, and equipped to meet its ambitious milestones.
Key Responsibilities<ul><li>
Serve as a trusted advisor to senior leadership across the Development function, driving alignment between people strategy and business priorities</li><li>
Lead the design and execution of HR strategies, including organizational design, workforce planning, and talent development</li><li>
Enable high-performance culture, embedding accountability, leadership capability, and strong employee engagement</li><li>
Partner with business leaders on major transformation initiatives, including scaling teams, mobilization phases, and operational readiness</li><li>
Provide oversight on talent acquisition, succession planning, and leadership development for critical roles</li><li>
Ensure governance, compliance, and consistency in HR practices across the Development portfolio</li><li>
Act as a senior escalation point for complex employee relations and organizational challenges</li></ul> 

Requirements 
<ul><li>
Minimum 10+ years of HR leadership experience within the real estate development industry (mandatory)</li><li>
Proven track record in roles such as:</li><li><ul><li>
CHRO</li><li>
Group HR Director</li><li>
Senior HR / HR Department Manager within a large-scale development organization</li></ul></li><li>
Strong experience partnering with development, construction, or large infrastructure environments</li><li>
Demonstrated ability to operate at executive level, influencing C-suite stakeholders</li><li>
Experience leading HR in rapidly scaling or project-driven organisations</li><li>
Strong commercial acumen and ability to translate business strategy into people outcomes</li></ul>
Key Competencies<ul><li>
Strategic thinking with hands-on execution capability</li><li>
Ability to thrive in a fast-paced, high-growth environment</li><li>
Strong stakeholder management and influencing skills</li><li>
Resilience and adaptability in complex, evolving environments</li><li>
High level of professionalism, discretion, and governance awareness</li></ul></div>

Executive Director - HRBP

Beijing Foreign Enterprise Management Consultants Co.,Ltd.

<div>
 
 On behalf of World-famous ICT company - Huawei, we are looking for a passionate
 
 HRBP
 
 to join the team.
 
 
 
 
 
 
 Chinese language is mandatory.
 
 
 
 
 
 岗位概述
 
 
 主要负责公司全流程支持工作，聚焦人才招聘本地化、员工关系维护及HR流程与数据分析，推动人力资源战略与业务目标深度对齐，保障团队人才供给、组织效能提升及跨文化员工稳定，助力业务高效运转。
 
 
 
 
 
 岗位职责
 
 
 1. 人才招聘：负责关键岗位全流程招聘工作，搭建并拓展多元化招聘渠道，有效缩短招聘周期并负责员工入职流程。
 
 
 2. 员工关系：适配沙特与中国跨文化工作环境，搭建员工沟通渠道，统筹员工关怀活动（生日庆祝、中沙重要节日活动等），处理日常员工关系事宜，及时解决员工诉求。
 
 
 3. 流程优化与数据分析：负责HR相关工作流程梳理与优化，提升HR运营效率；开展人力资源数据统计、分析与报表制作，为人才管理、组织决策提供数据支撑。
 
 
 4. 完成上级交办的其他人力资源相关工作，配合团队完成各项HR专项任务。
 
 
 
 
 
 岗位要求
 
 
 1. 本科及以上学历，人力资源管理、工商管理等相关专业优先。
 
 
 2. 工作细致严谨、责任心强，逻辑思维清晰，具备良好的沟通协调，能快速适应海外工作环境与华为工作节奏。
 
 
 3. 英语、中文听说读写流利；熟练使用Office办公软件，具备较强的数据处理与分析能力。
 
</div>

Human Resources Business Partner

Sephora

<div>Position Purpose<ul><li>
The People Partner is responsible for managing the implementation of core HR activities in line with Sephora Middle East HR Strategy including but not limited to Recruitment, pre and onboarding, payroll, transfer, promotions, employee records, employee relations and employee performance.
</li><li>The role incumbent will assist in the implementation of the employee performance management system and employee retention.</li><li>
Process Business Partner for the region talent management, succession planning and performance management.</li><li>
Engaging with key senior business and HR/Education stakeholders to develop a culture of managing talent and define talent related needs and implement strategies to enhance the performance of the people.</li><li>
Support Stores leaders to identify the skills and behaviors required to meet the future demands of the business and provide advice on how to close capability gaps through the recruitment and development of talent.</li></ul>
Key Accountabilities<div>
People Partner</div><ul><li>
Deliver Superior Stakeholders experience by being seen as a Trusted Business Partner.</li><li>
Support HRD to build a customer driven organization aligned with the business strategies.</li><li>
Meet the Sephora Champions to understand more our culture and how we can keep improving it.</li><li>
Ensure a proper roll out of the EVP in all our HR processes, initiatives, and assessments. Oversee completion of EVP online module by all employees.</li></ul> 
Talent Management<ul><li>
Manage the annual talent identification and review cycle (OMR). This would include Talent Calibration, Succession Planning, Identification of high-potential employees, Assessment of flight risks, mobility, and the completion of employee Talent Profiles to drive improved insight into the capabilities of the HQ employees.</li><li>
Design and bring to life strategies to ensure the attraction, assessment, and retention of talent in the region.</li><li>
Support the People Manager with the assessment and recruitment of senior retail roles in stores.</li><li>
Enhance leadership must have capabilities in partnership with Education Team.</li><li>
Strengthening and diversifying talent pipelines to business critical and leadership roles. This would include the implementation of high potential programmes, coaching, 360o feedback, scoping and delivery of promising talent requirements and embedding initiatives to promote the attraction and successful development of diverse talent in partnership with Education Team.</li><li>
Drive the tribe engagement strategy by developing high performers to become successors.</li><li>
Advising on how to maximize talent and capability growth opportunities as well as to manage potential risk within business change.</li><li>
Monitoring the effectiveness of talent management within the business, providing Business Partner insight, analysis, and recommendations to continuously improve the approach.</li><li>
Retention of High performers.</li><li>
Oversee the Employee onboarding/offboarding process as per company standards.</li></ul><div></div><div> 
Brand and Culture</div><ul><li>
Develop and maintain a strong brand focused environment for all employees in everything that they do.</li><li>
Together with senior leaders, continue to create a fast paced and energetic culture, with the employee engagement initiatives.</li><li>
Support in the roll out of employee engagement survey.
</li><li>Manage employee relations, grievances, and escalations.</li></ul><div></div><div> 
Performance Management</div><ul><li>
Review and develop upon existing performance management processes.</li><li>
Map anyone not meeting performance criteria and proactively advise managers on the performance management process, reviews, under-performers with the aim of a having &lsquo;high performing team culture.</li></ul>
 Requitement Process:<ul><li>
Ensure to fulfill the retail recruitment as per the recruitment plan and monitor keep tracking the actual headcount in collaboration with the retail team, People Manager.
</li><li>Source external candidates throughout the different recruitment channels internal and external candidates to increase the headcount availability.</li><li>
Responsible for the recruitment pipeline and interviewing process with retail team.</li></ul>

Skills, Experience and Personality<ul><li>
The successful candidate should have tertiary qualifications in Human Resources with 3-4 years&rsquo; experience in a People Partner role, working in medium to large sized organizations.
</li><li>Must be fluent in English and Arabic.
</li><li>Strong background experience in FMCG/Retail/Fashion &amp; Apparel both in front and back office.</li><li>
It is essential that they have a passion for people with the ability to think creatively and are self-motivated to work independently.</li></ul> 
Most importantly, the People Partner needs to live and breathe the Sephora Culture, DNA and Employee Value propositions (EVP). She/He need to have excellent authentic communication and influencing skills and be energized by working in a fast paced, dynamic environment. She/He need to be a leader with confidence born from self-belief.</div>

People Partner

A&O Shearman

<div>
 
 We have an exciting opportunity for a
 
 HR Administrator/Officer
 
 to join our
 
 HR team
 
 , based in A&amp;O Shearman's Riyadh office.
 
 
 
 
 
 
 
 
 
 Human Resources team - Riyadh
 
 
 
 
 
 
 The HR team at A&amp;O Shearman provides a first class service to the business, offering strategic HR business advice at the business partner level and quality support services in the full range of HR functions through specialist teams such as, learning &amp; development, resourcing, reward, employee relations advice, payroll, systems and HR administration.
 
 
 
 
 
 
 
 
 
 What you will do
 
 
 
 
 
 
 Support the Head of HR in the provision of strategic and operational advice and support to relevant client groups and to assist in the delivery of the strategic HR plan for the Middle East region.
 
 
 
 
 
 Develop and manage effective working relationships with key stakeholders. Work as a fully integrated and trusted advisor to the partners and support heads.
 
 
 
 
 
 
 
 
 Resourcing;
 
 
 
 
 
 * Management of all staff movements (leavers, joiners, secondments etc)
 
 
 * Work closely with partners to understand recruitment requirements for the Riyadh office
 
 
 * Liaise with external recruitment market as required
 
 
 * Owning the full cycle of the recruitment process for fee earners and business teams, including lateral recruitment and talent attraction
 
 
 * Work closely with the UAE graduate recruitment manager to develop and implement the KSA graduate recruitment strategy
 
 
 * Input into the client and international secondment planning process including identification of suitable secondees
 
 
 Training and Development;
 
 
 * Work with the UAE HR team to develop the training and development offering for the Riyadh office
 
 
 * Support with the coordination of any training held locally
 
 
 * Develop and manage regional training needs analysis
 
 
 * Manage the induction process, including coordinating the relevant team members, for the Riyadh office
 
 
 Performance management
 
 
 * Successfully embedding Compass into the practice groups and business teams, ensuring regular feedback and check-ins take place and all parties are appropriately briefed and trained
 
 
 * Supporting partners and managers to deliver effective staff management processes
 
 
 * Supporting quarterly talent discussions and ensuring that development outcomes arising from talent discussions and check-ins are actioned
 
 
 * Analysis and action planning following engagement surveys
 
 
 * Ensuring diversity and wellbeing initiatives are implemented across the practice groups &amp; support teams
 
 
 
 
 
 
 
 
 Payroll and reward;
 
 
 
 
 
 * Work with wider HR team to ensure Global HR Systems are updated accordingly
 
 
 * Manage the payroll process for the Riyadh office with the external payroll provider
 
 
 * Supporting local management and the Head of HR to develop and implement reward policies for the Riyadh office
 
 
 * Management, together with the UAE HR team, of the Riyadh office annual salary and bonus review process
 
 
 
 
 
 
 
 
 HR Administration;
 
 
 
 
 
 * Be the custodian of HR systems, including PeopleSoft for the Riyadh office
 
 
 * Employment contract management
 
 
 * Drafting documents in English and Arabic as required
 
 
 * Work closely with/ support the PRO team with all relevant documentation for local government / authority purposes
 
 
 * Administration of employee requests including no objection letters, housing loans, references etc.
 
 
 * Manage leaver administration; end of service benefits etc.
 
 
 
 
 
 
 
 
 Policy/ER;
 
 
 
 
 
 * Be the 'go to' for local employment policy and legislative framework advice for the KSA office
 
 
 * Manage the maternity leave process
 
 
 * Conduct exit interviews, as appropriate
 
 
 * Manage the administration of the annual health insurance renewal process and health insurance related queries throughout the year
 
 
 * Update GOSI and related systems according to the requirements
 
 
 * Manage the administration of periods of unpaid leave, flexible working arrangements etc.
 
 
 * Monitor sickness absence, advising line managers and supervisors where sickness levels are of a concern
 
 
 
 
 
 
 
 
 
 What you will have
 
 
 
 
 
 
 * Must be resilient, pro-active and have excellent interpersonal and communication skills
 
 
 * Strong work ethic with the ability to cope well under pressure and display flexibility in approach
 
 
 * Ability to adapt style as appropriate
 
 
 * Excellent attention to detail, time management and organisational skills
 
 
 * Strong client focus and able to build strong client relationships
 
 
 * Technical competence in all aspects of KSA employment law, compliance practices, policies and GOSI
 
 
 * Ability to work as part of a virtual team
 
 
 * Must have relevant HR experience, preferably in a professional services environment
 
 
 * Collaborative team player with the ability to work in a fast paced, intellectually rigorous environment
 
 
 * A person of sound judgment, able to establish a high level of credibility in the organisation and act as a trusted advisor
 
 
 
 
 
 
 
 
 
 About A&amp;O Shearman
 
 
 
 
 
 
 A&amp;O Shearman is a new global industry-leading law firm, with nearly 50 offices in 29 countries worldwide. Our fluency in English law, US law, and the laws of the world's most dynamic markets, enables us to provide unmatched insight and seamless delivery to clients. We work on challenging and important deals and disputes that have the potential to shape the future.
 
 
 We offer exceptional opportunities for our people; opportunities to work for the world's leading businesses; to transform the status quo, and to deliver your best work, helping you and your career to thrive, while delivering unparalleled outcomes for our clients.
 
 
 Whether you're helping clients solve complex challenges, transforming the ways we manage our business, or ensuring the smooth-running of our operations, this is an environment where you can belong and excel. We provide first-rate training and development, we are committed to an inclusive environment, and we provide support and ways of working that help you optimise your wellbeing.
 
 
 What truly defines a career with us? We recruit the best and ask for the best of you. And together, we will redefine success.
 
</div>

HR Administrator/Officer

Confidential Government

<div>
 
 
 About the Role
 
 
 
 You will design and implement organizational development initiatives, enhance employee engagement, and build a high-performance culture that supports strategic goals and drives business outcomes.
 
 
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 Organizational Development
 
 
 <ul>
 <li>
 Design and execute the annual OD plan aligned with the organization's strategy and objectives.
 </li>
 <li>
 Review and update organizational structures, job descriptions, and grading systems to reflect business needs.
 </li>
 <li>
 Develop and implement competency frameworks and career pathing models across all functions.
 </li>
 <li>
 Lead performance management cycles, including goal setting, mid-year reviews, and annual appraisals.
 </li>
 <li>
 Design succession planning programs and identify high-potential employees for leadership pipelines.
 </li>
 <li>
 Manage change initiatives and support business transformation projects across departments.
 </li>
 <li>
 Develop and update HR policies, procedures, and manuals in line with labor law and best practices.
 </li>
 <li>
 Conduct organizational assessments, workforce analytics, and diagnostic studies to identify improvement areas.
 </li>
 <li>
 Partner with department managers to analyze workflow efficiency and recommend structural improvements.
 </li>
 </ul>
 
 
 Employee Engagement
 
 
 <ul>
 <li>
 Design and execute the annual employee engagement strategy and calendar.
 </li>
 <li>
 Plan and deliver engagement surveys, analyze results, and present actionable insights to leadership.
 </li>
 <li>
 Develop internal communication campaigns to strengthen culture, values, and employer branding.
 </li>
 <li>
 Organize employee events, recognition programs, and wellbeing initiatives.
 </li>
 <li>
 Build and manage rewards and recognition frameworks that drive motivation and retention.
 </li>
 <li>
 Monitor engagement KPIs and retention metrics, then recommend corrective actions.
 </li>
 <li>
 Support onboarding experience to ensure new hires integrate smoothly into the culture.
 </li>
 <li>
 Lead exit interview analysis and translate findings into retention strategies.
 </li>
 <li>
 Prepare periodic OD and engagement reports with analytics to support executive decisions.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor's degree, preferably in Human Resources, Business Administration, or Organizational Psychology.
 </li>
 <li>
 3+ years of experience in Human Resources, with at least 1 to 2 years in OD, performance management, or employee engagement.
 </li>
 <li>
 Professional HR certification preferred (SHRM, CIPD, or equivalent).
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Core Competencies
 
 
 <ul>
 <li>
 Organizational development and design
 </li>
 <li>
 Performance management
 </li>
 <li>
 Change management
 </li>
 <li>
 Employee engagement and culture building
 </li>
 <li>
 Internal communications
 </li>
 <li>
 Competency and career frameworks
 </li>
 <li>
 Succession planning
 </li>
 <li>
 Workforce analytics and reporting
 </li>
 <li>
 Project management
 </li>
 <li>
 Strategic thinking and problem solving
 </li>
 </ul>
 
 
</div>

OD & Engagement Specialist

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