hr business partner

Modern Mills Company

<div>
 <p>
  <strong>
   Job Purpose
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  The HR Business Partner works closely with business leaders to support day-to-day people matters while helping align HR practices with business needs. The role focuses on workforce planning, performance management, employee relations, and organizational support to ensure teams operate effectively and in line with company policies and local regulations.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Accountabilities
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <p>
  Strategic HR Partnership
 </p>
 <ul>
  <li>
   Partner with business leaders to align HR initiatives with business goals and operational priorities.
  </li>
  <li>
   Advise managers on organizational structure, workforce planning, and change initiatives.
  </li>
  <li>
   Act as a trusted advisor on employee and organizational matters.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Talent &amp; Workforce Planning
 </p>
 <ul>
  <li>
   Support manpower planning and recruitment in collaboration with hiring managers.
  </li>
  <li>
   Contribute to succession planning and employee development initiatives.
  </li>
  <li>
   Ensure effective onboarding and integration of new employees.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Performance Management
 </p>
 <ul>
  <li>
   Support performance management cycles, including goal setting, mid-year, and annual reviews.
  </li>
  <li>
   Guide managers on performance discussions and development plans.
  </li>
  <li>
   Promote a performance-driven culture aligned with business objectives.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Employee Relations &amp; Culture
 </p>
 <ul>
  <li>
   Provide guidance on employee relations matters and policy application.
  </li>
  <li>
   Support grievance handling, disciplinary actions, and investigations in line with Saudi Labor Law.
  </li>
  <li>
   Contribute to employee engagement and workplace culture initiatives.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Organizational Development
 </p>
 <ul>
  <li>
   Support organizational structure updates, job descriptions, and role clarity initiatives.
  </li>
  <li>
   Assist leaders during organizational changes and restructuring.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  HR Operations &amp; Compliance
 </p>
 <ul>
  <li>
   Ensure consistent implementation of HR policies and compliance with Saudi Labor Law.
  </li>
  <li>
   Support HR audits, reporting requirements, and employee documentation.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  HR Systems &amp; Reporting
 </p>
 <ul>
  <li>
   Maintain accurate HR data in HR systems and generate reports.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What We&rsquo;re Looking For
  </strong>
 </p>
 <p>
  Education
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
  </li>
 </ul>
 <p>
  Experience
 </p>
 <ul>
  <li>
   6 -10 years of progressive HR experience.
  </li>
  <li>
   Previous experience in an HR Business Partner or HR Generalist role is preferred.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Skills &amp; Knowledge
 </p>
 <ul>
  <li>
   Good understanding of Saudi Labor Law and HR compliance.
  </li>
  <li>
   Experience supporting performance management and employee relations processes.
  </li>
  <li>
   Strong communication and stakeholder management skills.
  </li>
  <li>
   Ability to work independently and manage multiple priorities.
  </li>
  <li>
   Familiarity with HR systems (HRIS) is an advantage.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   What Sets Us Apart
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Career Growth and Learning:
   </strong>
   Structured training programs, mentorship, and opportunities for cross-functional development.
  </li>
  <li>
   <strong>
    Meaningful Work:
   </strong>
   Contribute to initiatives that support food security, sustainability, and digital transformation.
  </li>
  <li>
   <strong>
    Inclusive Culture:
   </strong>
   Be part of a workplace where your ideas matter, teamwork thrives, and a positive culture supports success.
  </li>
  <li>
   <strong>
    Competitive Rewards:
   </strong>
   Competitive salary, comprehensive medical and life insurance, and benefits that support work-life balance.
  </li>
  <li>
   <strong>
    Innovation and Impact:
   </strong>
   Work with modern tools, process automation, and advanced operations that drive operational excellence.
  </li>
 </ul>
</div>


HR Business Partner

Pragma Edge

<div></div><div><div><div><div><div><div><div><div><div><div><div><div><div><ul><div><div>Job Category - IT/ Software Services / Saas</div>
</div><div></div><div><div>No of Openings : 03</div>
</div><div></div><div><div>Experience: 4-11 years</div>
</div><div></div><div><div>Job Location - Hyderabad/Bangalore</div>
</div><div></div><div><div><div>Employment Type - Permanent</div>
</div></div><div></div><div><div>Shift Timing: 2pm - 11pm IST</div>
</div></ul></div></div></div></div></div></div></div></div></div></div><div></div><div><div><div><div><div><div><h2 class="jobSectionHeader"><b>Job Description</b></h2>
</div></div><div><div><p>The HR Business Partner (HRBP) acts as a strategic advisor to business leaders, driving people initiatives that align with organizational goals. This role is responsible for designing and implementing HR strategies across the employee lifecycle covering hire to retire cycle which typically includes hiring right talent, employee engagement, performance management, employee grievance, etc. within the assigned business unit&rsquo;s</p>
</div></div><div><div><h2 class="jobSectionHeader"><b>Key Responsibilities:</b></h2>
</div></div><div><div><b>1. Strategic Partnership
</b></div></div><div><div><ul><li>Collaborate with business leaders to understand workforce needs and design people strategies supporting organizational objectives.</li><li>
Provide insights and data-driven recommendations on workforce planning,</li><li>
Organization design, and talent retention.</li><li>
Act as a trusted advisor on HR-related matters, maintaining a balance between employee advocacy and business needs.</li></ul>
</div></div><div><div><b>2. Talent &amp; Performance Management</b>
</div></div><div><div><ul><li>Drive annual goal setting, performance appraisal, and career development Discussions.</li><li>
Partner with managers to identify high-potential employees and support succession planning.</li><li>
Monitor performance trends and coach managers on handling underperformance constructively.</li></ul>
</div></div><div><div><b>3. Employee Engagement &amp; Retention</b>
</div></div><div><div><ul><li>Plan and execute engagement activities to foster a positive workplace culture.</li><li>
Conduct periodic check-ins, pulse surveys, and stay interviews to identify improvement areas.</li><li>
Support initiatives that strengthen employee morale and reduce attrition</li></ul>
</div></div><div><div><b>4. Employee Relations &amp; Compliance</b>
</div></div><div><div><ul><li><p>Handle employee grievances and disciplinary actions with fairness and
<br>
confidentiality.</p></li><p></p><li><p><br>
Ensure adherence to employment laws, statutory requirements, and company
<br>
policies.</p></li><li><p>
Partner with the legal/compliance team for audits and policy updates.</p></li></ul>
</div></div><div><div><b>5. Learning &amp; Development</b>
</div></div><div><div><ul><li>Collaborate with business teams to drive the L&amp;D to identify skill gaps and design training interventions.</li></ul>
</div></div><div><div><b>6. HR Operations &amp; Analytics</b>
</div></div><div><div><ul><li>Manage onboarding, confirmation, and exit processes for the assigned business Unit.</li><li>
Analyze HR metrics such as attrition, engagement, and productivity; share Insights with leadership.</li><li>
Partner with HR Coes (Talent Acquisition, Finance, Payroll, etc.) for smooth execution of HR programs.</li></ul>
</div></div><div><div><h2 class="jobSectionHeader"><b>Key Skills &amp; Competencies</b></h2>
</div></div><div><div><ul><li>Strong understanding of HR policies, Indian labor laws, and IT industry Practice.</li><li>
Excellent stakeholder management and communication skills.</li><li>
Ability to influence, coach, and partner with senior leaders.</li><li>
Analytical mindset with proficiency in HR dashboards and data insights.</li><li>
High degree of confidentiality, empathy, and professionalism.</li></ul></div></div></div></div></div></div></div></div></div><p></p>

Modupay

<div>
 <ul>
  <li>
   <strong>
    <u>
     Job Purpose:
    </u>
   </strong>
  </li>
 </ul>
 <p>
  Act as a strategic HR partner to business leaders and employees across Modupay&rsquo;s functions. Drive organizational effectiveness by leading Performance Management cycles, refining HR Policies &amp; Procedures, champion organization-wide engagement initiatives and providing expert Employee Relations support.
 </p>
 <p>
  As the SPOC for all HR-related matters, this role is pivotal in aligning HR strategies with business objectives, fostering a positive work culture and ensuring compliance across all departments.
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   <strong>
    <u>
     Key Accountabilities:
    </u>
   </strong>
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Performance Management
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Performance Cycle Management:
   </strong>
   Lead end-to-end Performance Management cycle, including objectives setting, mid-year reviews, and annual appraisals ensuring alignment with business objectives and timelines.
  </li>
  <li>
   <strong>
    Coaching &amp; Guidance:
   </strong>
   Coach managers and employees on performance-related matters, providing guidance on goal setting, feedback delivery, and individual development plans (IDPs).
  </li>
  <li>
   <strong>
    Data-Driven Insights:
   </strong>
   Analyze performance data to identify trends, gaps, and opportunities, providing actionable insights to leadership for talent development and succession planning.
  </li>
  <li>
   <strong>
    Calibration &amp; Fairness:
   </strong>
   Facilitate calibration sessions to ensure consistency and fairness in performance ratings across departments.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Policies &amp; Procedures
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Policy Development &amp; Refinement:
   </strong>
   Develop, review, and update HR policies and procedures to ensure they remain current, compliant with local labor law and aligned with Modupay&rsquo;s evolving business needs.
  </li>
  <li>
   <strong>
    HR Handbook Management:
   </strong>
   Own the Employee Handbook ensuring it is accessible, clearly communicated, and consistently applied across the organization.
  </li>
  <li>
   <strong>
    Compliance &amp; Risk Mitigation:
   </strong>
   Partner with Legal and Compliance teams to ensure all HR practices adhere to regulatory requirements, minimizing organizational risk.
  </li>
  <li>
   <strong>
    Process Improvement:
   </strong>
   Continuously assess and improve HR processes for efficiency, automation, and a better employee experience.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Organizational Development (OD)
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Organizational Design:
   </strong>
   Partner with business leaders on organizational structure reviews, workforce planning, and role rationalization to support scalability and agility.
  </li>
  <li>
   <strong>
    Talent Management Support:
   </strong>
   Collaborate with Talent Acquisition and L&amp;D teams to identify skill gaps, support succession planning, and drive career pathing initiatives.
  </li>
  <li>
   <strong>
    Change Management:
   </strong>
   Support organizational change initiatives by assessing impact, facilitating communication, and guiding employees and managers through transitions.
  </li>
  <li>
   <strong>
    Culture &amp; Engagement:
   </strong>
   Act as a culture champion, driving employee engagement initiatives and fostering an inclusive, high-performance work environment.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Employee Relations &amp; Stakeholder Management
  </strong>
 </p>
 <ul>
  <li>
   <strong>
    Single Point of Contact (SPOC):
   </strong>
   Serve as the primary HR contact for all departments, building trusted advisor relationships with managers and employees.
  </li>
  <li>
   <strong>
    Employee Relations Management:
   </strong>
   Handle complex employee relations cases, including grievances, disciplinary actions, and investigations, ensuring fairness, confidentiality, and compliance.
  </li>
  <li>
   <strong>
    Conflict Resolution:
   </strong>
   Resolve workplace conflicts, promoting a healthy and respectful work environment.
  </li>
  <li>
   <strong>
    Advisory Role:
   </strong>
   Provide day-to-day HR advice and support to managers and employees on a wide range of HR matters.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   <strong>
    <u>
     Skills &amp; Experience:
    </u>
   </strong>
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   <strong>
    Experience:
   </strong>
   6-8 years of proven experience as an HR Business Partner, preferably within a corporate, banking, fintech, or fast-paced scaling environment.
  </li>
  <li>
   <strong>
    Organizational Development (OD):
   </strong>
   Solid, hands-on experience in OD initiatives.
  </li>
  <li>
   <strong>
    Employee Relations:
   </strong>
   Deep expertise in managing complex employee relations cases, disciplinary processes, and grievance handling.
  </li>
  <li>
   <strong>
    Stakeholder Management:
   </strong>
   Proven ability to build credible relationships and influence stakeholders at all levels, acting as a trusted SPOC.
  </li>
  <li>
   <strong>
    Policy &amp; Process Orientation:
   </strong>
   Strong experience in drafting, implementing, and refining HR policies and procedures with a keen eye for compliance and operational efficiency.
  </li>
  <li>
   <strong>
    Problem-Solving:
   </strong>
   Proactive mindset with the ability to navigate ambiguity, handle sensitive situations with discretion, and provide practical solutions.
  </li>
  <li>
   <strong>
    Communication:
   </strong>
   Excellent verbal and written communication skills, with the ability to convey complex information clearly and effectively.
  </li>
  <li>
   <strong>
    Tech Savvy:
   </strong>
   Proficiency in SAP and Microsoft Office applications.
  </li>
 </ul>
 <p>
 </p>
</div>


Insights Driven Research

<p><b>About IDR:</b><br/>Founded in 2020, IDR is a global expert network delivering fast, reliable, and cost-effective insights through a vetted pool of experts. With 250+ employees across 8 global offices, IDR operates 24/7 and is trusted by leading brands worldwide.<br/><b>The Role:</b><br/>We are looking for a proactive HR Business Partner (HRBP) to join our team at IDR. In this role, you will be responsible for aligning business objectives with employees and management across designated teams. You will work closely with leadership to provide strategic HR support, drive talent management, and ensure effective people practices are implemented throughout the organization.</p><p><b>Key Responsibilities:</b><br/><b>Talent Acquisition and Succession Planning</b><br/>Ensure the right talent is acquired, managed, and developed within the organization using IDR&rsquo;s systems and processes, including succession planning, in collaboration with line managers.<br/><b>Compensation and Retention Strategy</b><br/>Ensure compensation packages are designed to develop and retain key talent required for business performance and growth.<br/><b>HR Planning and Budgeting</b><br/>Participate in unit/functional budget planning discussions.<br/>Assist the Director of HR in translating business unit plans into HR strategic and operational plans, monitoring compliance and initiating corrective measures when needed.<br/><b>Workforce Planning and Performance Management</b><br/>Support strategic and tactical workforce planning in line with the company&rsquo;s business objectives.<br/>Guide team leads in effectively managing their teams and performance using IDR&rsquo;s tools and processes to achieve unit goals and maintain high productivity.<br/><b>Learning and Development</b><br/>Identify learning gaps and communicate development needs to relevant teams.<br/><b>Policy Compliance and Employee Relations</b><br/>Ensure HR policies are adopted and followed.<br/>Advise managers on compliance, employee relations, and performance investigations.<br/><b>HR Operations and Advisory</b><br/>Coordinate execution and adherence to HR practices and policies.<br/>Serve as the subject matter expert on people-related matters.<br/><b>Stakeholder Engagement and Team Collaboration</b><br/>Build strong relationships with internal and external stakeholders as an active team member.<br/>Promote ownership and accountability for HR responsibilities across teams.<br/><b>Information Security Compliance</b><br/>Comply with information security policies as part of the HR function.<br/><b>Qualification and Skills:</b><br/><b>Education:</b><br/>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.<br/><b>Experience:</b><br/>3&ndash;6 years of progressive HR experience, ideally in a business partner or similar role.<br/><b>Communication Skills:</b><br/>Strong interpersonal, written, and verbal communication skills with the ability to collaborate across teams and leadership levels.<br/><b>Other necessary skills:</b><br/>Knowledge of Pakistan labor laws and compliance best practices.<br/>Experience in talent management, organizational development, and employee engagement initiatives.<br/>Strong problem-solving, decision-making, and relationship-building skills.<br/>Familiarity with HR systems, tools, and analytics.<br/>Interest in learning new HR practices and industry trends.</p><p><b>What Do We Offer?</b><br/><b>Work Location: </b>Onsite<br/><b>Working Hours: </b>12:00 PM &ndash; 9:00 PM PKT (Monday to Friday)<br/><b>Job Type:</b> Full-time<br/><b>Office Location:</b> Askari Corporate Tower, 7th Floor, Main Boulevard, Gulberg III Lahore, 40050</p><p><b>Compensation &amp; Benefits:</b><br/><b>Benefits:</b> EOBI contributions as per Pakistan&rsquo;s labor laws.<br/><b>Leave: </b>14 vacation leaves, 8 sick leaves, 10 casual leaves.<br/><b>Additional Perks</b>: Medical coverage, paid training, team events, growth opportunities, and a clear promotion path.<br/><b>Gratuity: </b>Applicable upon completion of two years of continuous service, in line with local labor regulations.<br/><b>Performance Bonus:</b> Employees are eligible for a performance-based bonus, subject to company policy and appraisal outcomes.</p><p><b>Equal Opportunity &amp; Inclusion:</b><br/>DR is an equal opportunity employer. We make all employment decisions based on merit, qualifications, and business needs, without discrimination on the basis of race, religion, gender, age, disability, or any other status protected under Pakistani law. We are committed to maintaining a fair, inclusive, and respectful workplace for all.</p><p>Job Type: Full-time</p><p>Work Location: In person</p>

Pennant Group

<div><p><b>JOB SUMMARY</b></p><p>
Pennant Services is looking for an innovative and solution-minded HR professional to support and accelerate the results of the Service Center in Eagle, ID.</p><p></p><p>
Pennant Services provides specialized services to home health and hospice agencies and assisted living communities across the nation. The HR Business Partner will be responsible for providing oversight, support, mentorship and guidance to Pennant leaders who are managing all operations for the Service Center. The HR Business Partner will be expected to understand and implement essential Pennant's HR systems, platforms, benefits, talent acquisition relationships, and policies within the framework of Pennant&rsquo;s unique operating model. This individual will deliver HR best practices, consultation, and guidance and will assist local agency HR professionals to do the same. The HR Business Partner will bring appropriate resolution to related HR compliance matters in partnership with involved stakeholders at the Service Center and provide support to all Service Center employees to drive HR initiatives, training, incentive programs, leadership development and coaching related to best employment practices and risk management. The HR Business Partner will be a key member of the Pennant service center teams in Idaho, Utah, Tennessee, and Connecticut and will drive cultural excellence around our core values.</p><p></p><p><b>
DUTIES &amp; RESPONSIBILITIES</b></p><ul><li><p>
Passionately embrace and practice our core values and guide and train the organization in the management of employee relations within those core values.</p></li><li><p>
A strategic partner, understand the core business and unique needs of our Service Center Leaders.
</p></li><li><p>Assist in the development of and participate in the growth and education of leadership in the management of Human Capital within our core values and regulatory requirements of our business with a focus on mitigating organizational risk and creating a work environment of mutual trust and respect based on CAPLICO.</p></li><li><p>
Understand the entire talent system and each stage of the employee lifecycle; apply that understanding to develop and support integrated talent solutions around recruiting, retention, and onboarding.</p></li><li><p>
Act as the liaison to engage subject matter experts on a broad range of HR issues including applicable systems, policies, processes and workflows, employee relations, work force development, and employee engagement.</p></li><li><p>
Evaluate and anticipate needs, trends, and metrics in partnership with local leadership and the expanded HR Resource team.</p></li><li><p>
Serve as project support by assisting with maintaining a number of ongoing programs and projects with various differing work streams and deadlines; appropriate prioritization and timeliness of work is key.</p></li><li><p>
Provide guidance and input on department restructures, workforce planning, and training needs.</p></li><li><p>
Develop and support a strategic plan around improving retention, building morale, and increasing productivity across the Service Center in partnership with local leaders, including other HR professionals.</p></li><li><p>
Develop relationships of trust and maintain regular dialogue with current HR, Pennant leaders and stakeholders to partner and recommend appropriate new processes, policies, and procedures and effect continual improvements in in employee satisfaction, employee retention, quality of client care, and work safety at the Service Center.</p></li><li><p>
Demonstrate a solid understanding of federal employment laws in multiple states.</p></li><li><p>
Support and strategize a strategic plan around recruiting, retention, and onboarding.</p></li><li><p>
Supports Service Center operational leaders in the overall leadership of the HR function as a key member of the service center resource team.</p></li></ul><p><i>
The above statements are only meant to be a representative summary of the major duties and responsibilities performed by incumbents of this job. The incumbents may be requested to perform job-related tasks other than those stated in this description.</i></p><p></p><p><b>
JOB REQUIREMENTS (Education, Experience, Knowledge, Skills &amp; Abilities)</b></p><ul><li><p>
Bachelor&rsquo;s degree required, preferably in Human Resources, Organizational Psychology, Business, or another related field.</p></li><li><p>
SHRM certification preferred.</p></li><li><p>
A minimum of 7 years HR experience, with 3+ years of management responsibilities.</p></li><li><p>
Willing to Travel as needed, up to 35%.</p></li><li><p>
This position will be in-office at a service center location with some in-state travel to other Service Centers. (Eagle, ID, Salt Lake City, UT, Nashville, TN, and Farmington, CT).</p></li><li><p>
Continuous improvement focus, collaborative mindset, strong interpersonal skills.</p></li><li><p>
Detail focused and ability to set appropriate priorities amongst multiple demands.</p></li><li><p>
Experience conducting and documenting internal workplace investigations.</p></li><li><p>
Extensive knowledge of state and federal employment compliance regulations to include Wage &amp; Hour, FMLA, ADA, Workers Comp etc. &ndash; multistate experience strongly preferred.</p></li><li><p>
Experience with multi-state employment issues and wage and hour laws is mandatory.</p></li><li><p>
Significant experience in employee relations, recruiting, diversity initiatives, and employee life cycle.</p></li><li><p>
A highly organized and detail-oriented professional.</p></li><li><p>
A positive, flexible, and caring personality who displays good judgment, inspires confidence and handles confidential matters with discretion.</p></li><li><p>
Excellent listening skills and demonstrates professional empathy.</p></li><li><p>
Ability to provide direct, transparent feedback and develop relations of accountability.</p></li><li><p><i>
Strongly Preferred</i>: Experience in Healthcare setting and/or industry.</p></li><li><p><i>
Preferred</i>: Experience supporting start ups and/or new business line development.</p></li><li><p><i>
Preferred</i>: Familiarity with benefits and communicating benefit options with employees.</p></li><li><p><i>
Preferred</i>: Experience with PeopleSoft or other HRIS systems.</p></li></ul><h2 class="jobSectionHeader"><b>
Why Join Us</b></h2><p>
At Pennant Services, we don&rsquo;t just manage&mdash;we <b>lead like owners</b>. Our unique culture is built around empowerment, accountability, and growth. We invest in people who are ready to build and own their impact.</p><p></p><p><b>
Location</b>: Eagle, ID<br>
<b>Type:</b> Full-Time</p><p></p><p><b>
What sets us apart:</b></p><ul><li><p>
Empowered, autonomous leadership supported by centralized resources</p></li><li><p>
A work-life balance that supports personal well-being</p></li><li><p>
Full benefits package: medical, dental, vision, 401(k) with match</p></li><li><p>
Generous PTO, holidays, and professional development</p></li></ul><p></p><p>
A culture built around our core values&mdash;<b>CAPLICO</b>:</p><p><b>
C</b>ustomer Second</p><p><b>
A</b>ccountability</p><p><b>
P</b>assion for Learning</p><p><b>
L</b>ove One Another</p><p><b>
I</b>ntelligent Risk Taking</p><p><b>
C</b>elebrate</p><p><b>
O</b>wnership</p><h2 class="jobSectionHeader"><b>
About Pennant</b></h2><p>
Pennant Services supports over 180 home health, hospice, senior living, and home care agencies across 14 states. Our Service Center model allows local leaders to lead, while we provide the centralized clinical, HR, IT, legal, and compliance support they need to succeed.</p><p><b>
Learn more at:</b> www.pennantgroup.com</p><h3 class="jobSectionHeader"><b><br>
Pennant Service Center
</b><br>
<b>1675 E. Riverside Drive, Suite 150</b><br>
<b>Eagle, ID 83616</b></h3><p></p><p>
#Onsite</p><p></p><div><div><div><div><div><div><div><div><div><div><div><div><div><div><p>
The employer for this position is stated in the job posting. The Pennant Group, Inc. is a holding company of independent operating subsidiaries that provide healthcare services through home health and hospice agencies and senior living communities located throughout the US. Each of these businesses is operated by a separate, independent operating subsidiary that has its own management, employees and assets. More information about The Pennant Group, Inc. is available at http://www.pennantgroup.com.</p></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div>

Agility

<div>
 <p>
  The HR Business Partner at Agility will be an integral part of our human resources team, leading various HR functions, and ensuring the effective implementation of HR policies and procedures. The HR Supervisor will play a key role in supervising the HR team while also supporting strategic HR initiatives that align with the company's goals.
 </p>
 <strong>
  Your Responsibilities
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Supervise the daily activities of the HR team, providing guidance and support to ensure efficient HR operations.
  </li>
  <li>
   Implement HR policies and procedures, ensuring compliance with labor laws and regulations.
  </li>
  <li>
   Serve as a point of contact for employee inquiries related to HR policies, benefits, and procedures.
  </li>
  <li>
   Manage recruitment processes, including job postings, candidate sourcing, interviewing, and onboarding of new employees.
  </li>
  <li>
   Coordinate and manage performance management processes, guiding managers in conducting performance evaluations and facilitating employee development.
  </li>
  <li>
   Oversee employee records maintenance, ensuring data accuracy and confidentiality.
  </li>
  <li>
   Assist in the planning and execution of employee engagement and retention initiatives.
  </li>
  <li>
   Support training and development initiatives, identifying skills gaps and coordinating training programs.
  </li>
  <li>
   Monitor and report on HR metrics, providing insights to senior management on workforce trends and issues.
  </li>
  <li>
   Foster a positive work environment and mediation of employee conflicts, promoting a culture of respect and collaboration.
  </li>
  <li>
   Ensure compliance with health and safety regulations in the workplace.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 <strong>
  Your Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree in Human Resources, Business Administration, or a related field.
  </li>
  <li>
   Minimum of 5 years of progressive HR experience, with a focus on generalist functions.
  </li>
  <li>
   Previous supervisory experience in HR is preferred.
  </li>
  <li>
   HR certification (e.g., SHRM-CP, PHR) is a plus.
  </li>
  <li>
   Strong knowledge of Saudi labor laws and regulations.
  </li>
 </ul>
 <strong>
  Your Skills and Competencies
  <br/>
  <br/>
 </strong>
 <p>
  Technical:
 </p>
 <ul>
  <li>
   Proficient in HR software and Microsoft Office Suite.
  </li>
  <li>
   Experience in recruitment software and Applicant Tracking Systems.
  </li>
  <li>
   Ability to analyze HR metrics and generate reports.
  </li>
 </ul>
 <p>
  Behavioral:
 </p>
 <ul>
  <li>
   Teamwork and Collaboration
  </li>
  <li>
   Quality and Results focused
  </li>
  <li>
   Learning Agility
  </li>
  <li>
   Creativity and innovation
  </li>
  <li>
   Service Excellence
  </li>
  <li>
   Agility and Adaptability
  </li>
  <li>
   Communication
  </li>
  <li>
   Planning and Organizing
  </li>
  <li>
   Problem Solving
  </li>
 </ul>
</div>


ASPIRE 92 (SMC-PRIVATE) LIMITED

<p>Aspire 92 is an agile company offering virtual, nimble solutions to our clients. We specialize in virtual support for software, tax, accounting, and financial systems &ndash; primarily serving the healthcare and technology industries. All our clients are U.S.-based, and we take pride in delivering excellence through precision, collaboration, and client-focused innovation.</p><p>HR Business Partner:</p><p>Aspire 92 is seeking a Recruiter with 3&ndash;4 years of experience, who excels in communication and relationship-building, to join our Human Resources team. The ideal candidate will manage full-cycle recruitment while maintaining excellent candidate and client engagement. Strong verbal and written communication skills are essential, as the role involves interacting with U.S.-based clients, internal stakeholders, and candidates to ensure a seamless hiring experience.</p><p>Key Responsibilities &amp; Duties:</p><ul><li>Manage end-to-end recruitment for assigned roles, ensuring clear and professional communication with candidates and hiring managers.</li><li>Develop, post, and promote job descriptions on job boards, social media, and other platforms.</li><li>Source and screen candidates through databases, referrals, and networking, maintaining timely updates and feedback.</li><li>Conduct initial interviews and coordinate interviews with hiring managers, providing detailed and professional candidate insights.</li><li>Prepare and maintain recruitment reports, candidate records, and onboarding documentation with clarity and precision.</li><li>Collaborate with hiring managers to understand staffing needs and convey expectations effectively.</li><li>Support employer branding initiatives and recruitment campaigns through professional communication.</li><li>Ensure compliance with company policies and relevant labor laws while keeping all stakeholders informed.</li><li>Assist in building a strong talent pipeline for current and future hiring needs.</li><li>Perform ad-hoc recruitment analyses and research, presenting findings in a clear and actionable manner.</li></ul><p>Requirements &amp; Qualifications:</p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>3 &ndash; 4 years of proven experience as a Recruiter or Talent Acquisition Specialist.</li><li>Exceptional verbal and written communication skills in English.</li><li>Proven ability to build relationships with clients, candidates, and internal teams.</li><li>Familiarity with applicant tracking systems (ATS) and recruitment platforms.</li><li>Prior experience recruiting for U.S.-based clients is preferred.</li><li>Knowledge of labor laws and HR best practices is a plus.</li></ul><p>Skills:</p><ul><li>Excellent verbal communication and telephone etiquette for client and candidate interactions.</li><li>Strong interpersonal, coordination, and problem-solving skills.</li><li>Ability to manage multiple priorities and deadlines effectively.</li><li>Customer-focused mindset with proactive communication.</li><li>Technical proficiency with MS Office and recruitment tools.</li></ul><p><b>Job Category: </b>HR Business Partner, HR</p><p><b>Job Type: </b>Full Time</p><p><b>Job Location: </b>Karachi</p><p>Job Type: Full-time</p><p>Work Location: Hybrid remote in Karachi</p>

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