dir-humanresources-multiprop-b

human resources manager

administration officer

area manager

creative director

hr director

Classera

<div>
 As part of the organization&rsquo;s next phase of growth, the
 
 Senior HR Director
 
 will lead the
 
 end-to-end People &amp; HR agenda
 
 , ensuring the company scales with strong performance discipline, operational rigor, and a high-engagement culture.
 
 
 This is a
 
 hands-on leadership role
 
 responsible for designing
 
 HR strategy
 
 and
 
 personally driving execution
 
 across
 
 performance management, HR operations, employee engagement, and rewards
 
 . The role partners closely with the CEO and executive leadership team to shape organizational design, workforce planning, governance frameworks, and scalable people infrastructure.
 
 
 The Senior HR Director will act as the
 
 business owner for HR
 
 , accountable for people outcomes, leadership capability, retention, and organizational effectiveness.
 
 
 <ul>
 <li>
 HR Strategy &amp; Executive Partnership
 </li>
 <li>
 Define and execute the HR strategy aligned with business objectives, growth plans, and operating model.
 </li>
 <li>
 Partner closely with the CEO and executive leadership team on organizational design, workforce planning, and leadership capability.
 </li>
 <li>
 Translate business strategy into clear people priorities, operating rhythms, and execution plans.
 </li>
 <li>
 Act as trusted advisor to leadership on people risk, performance issues, and succession exposure.
 </li>
 <li>
 Performance Management &amp; Leadership Effectiveness (Hands-On)
 </li>
 <li>
 Own and drive the end-to-end performance management lifecycle, including:
 
 
 </li>
 </ul>
 Goal setting and alignment
 
 
 Mid-cycle and annual reviews
 
 
 Calibration and performance differentiation
 
 
 PIPs and performance improvement governance
 
 
 Individual Development Plans (IDPs)
 
 
 <ul>
 <li>
 Ensure performance outcomes are fair, consistent, data-driven, and business-linked.
 </li>
 <li>
 Coach leaders on managing performance effectively, including difficult conversations and underperformance.
 </li>
 <li>
 Embed performance discipline as a core leadership capability, not an HR process.
 </li>
 <li>
 HR Operations, Governance &amp; Compliance
 </li>
 <li>
 Lead HR operations end-to-end, ensuring scalable, efficient, and compliant people processes.
 </li>
 <li>
 Establish and maintain HR governance frameworks, policies, and procedures across all markets.
 </li>
 <li>
 Ensure compliance with local labor laws, regulatory requirements, and internal controls.
 </li>
 <li>
 Drive continuous improvement of HR systems, workflows, and data quality.
 </li>
 <li>
 Partner with Finance and Legal to ensure people processes support audit, risk, and regulatory readiness.
 </li>
 <li>
 Employee Engagement, Culture &amp; Retention
 </li>
 <li>
 Design and execute employee engagement and retention strategies grounded in data and business needs.
 </li>
 <li>
 Lead engagement surveys, diagnostics, and action planning with clear ownership and follow-through.
 </li>
 <li>
 Partner with leaders to address engagement risks, attrition hotspots, and cultural challenges.
 </li>
 <li>
 Drive initiatives that strengthen manager effectiveness, employee experience, and belonging.
 </li>
 <li>
 Track and report engagement, retention, and attrition trends to leadership.
 </li>
 <li>
 Rewards, Compensation &amp; Workforce Planning
 </li>
 <li>
 Own the total rewards strategy, including compensation structures, salary bands, incentives, and progression frameworks.
 </li>
 <li>
 Partner with Finance on manpower planning, budgeting, and cost optimization.
 </li>
 <li>
 Ensure rewards are market-competitive, equitable, and aligned to performance.
 </li>
 <li>
 Oversee annual salary reviews, promotions, and incentive processes with strong governance.
 </li>
 <li>
 Use rewards as a strategic lever for performance and retention, not just administration.
 </li>
 <li>
 Team Leadership &amp; Capability Building
 </li>
 <li>
 Build, lead, and mentor a high-performing HR leadership team.
 </li>
 <li>
 Ensure HRBPs and HR teams operate as business partners with strong execution discipline.
 </li>
 <li>
 Set clear expectations, KPIs, and accountability across the HR function.
 </li>
 <li>
 Develop internal HR talent and succession for critical HR roles.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 Required Experience &amp; Profile
 
 
 <ul>
 <li>
 12+ years of progressive HR leadership experience.
 </li>
 <li>
 Proven experience leading HR in scaling, multi-country, or regulated environments.
 </li>
 <li>
 Demonstrated hands-on ownership of:
 
 
 </li>
 </ul>
 Performance management
 
 
 HR operations and governance
 
 
 Employee engagement and retention
 
 
 Rewards and compensation
 
 
 <ul>
 <li>
 Experience partnering with CEOs and executive leadership teams.
 </li>
 <li>
 Track record of building or transforming HR functions during growth or change phases.
 </li>
 </ul>
</div>

Senior HR Director

Deutsche Bahn

<div><div>DB Group is one of the world&rsquo;s leading mobility and transportation organisations, employing around 230.000 people globally, with a strong presence across Europe and beyond. Within the Group, DB Engineering &amp; Consulting (DB E&amp;C) is the international engineering and consulting arm, delivering infrastructure, mobility and transport solutions in Germany and around the world. DB E&amp;C itself has over 6,200 employees from nearly 90 nations, contributing specialised expertise to complex rail and infrastructure projects globally. In the context of the NME region, our team is currently comprised of approximately 60 professionals actively driving regional delivery and growth. The region is highly profitable and continues to experience strong growth, offering significant opportunities for further expansion and development.</div><div> 
DB Group is one of the world&rsquo;s leading mobility and transportation organisations, employing around 230.000 people globally, with a strong presence across Europe and beyond. Within the Group, DB Engineering &amp; Consulting (DB E&amp;C) is the international engineering and consulting arm, delivering infrastructure, mobility and transport solutions in Germany and around the world. DB E&amp;C itself has over 6,200 employees from nearly 90 nations, contributing specialised expertise to complex rail and infrastructure projects globally. In the context of the NME region, our team is currently comprised of approximately 60 professionals actively driving regional delivery and growth. The region is highly profitable and continues to experience strong growth, offering significant opportunities for further expansion and development. 
Role Purpose: The Senior HR Manager - Near &amp; Middle East acts as the extended arm of the Managing HR Business Partner in the Headquarter based in Berlin, Germany and carries full operational responsibility for the implementation, governance and local execution of all HR strategies, frameworks and initiatives. The role requires a high degree of personal accountability and independent operational leadership, capable of translating global HR strategy into effective, compliant and culturally appropriate regional and country-level execution across the Near &amp; Middle East. Based in Jeddah, Saudi Arabia, the position serves as the central interface between the global HR strategy defined at the German headquarters and local/regional business realities, ensuring alignment with global standards while safeguarding compliance with local labor laws and maintaining operational excellence. 
Relocation to Jeddah, Saudi Arabia, is mandatory for this position.</div><div></div><div> 
Responsibilities:</div> 
<ul><li>
Deliver comprehensive operational HR services, including leadership and employee development and manage all administrative processes related to the employee life cycle in Near Middle East &amp; Africa, in collaboration with DB E&amp;C Headquarters:</li><li>
Lead and manage the HR functions (including Talent Acquisition) across Near Middle East and Africa, acting as the regional interface to International HR</li><li>
Serve as the primary HR contact for managers and employees, ensuring guidance on policies, regulations and processes in line with central standards and local labor laws</li><li>
Responsible for managing salary negotiations in ongoing projects and bids, ensuring alignment with standard market salary structures while maintaining the company&rsquo;s economic goals</li><li>
Ensure accurate, timely and legally compliant data management in the HR systems including the legally required platforms in the region (especially Qiwa and Gosi in Saudi Arabia), payroll and benefits administration, maintaining the highest standards of data integrity, confidentiality and audit readiness</li><li>
Hold full end-to-end accountability for labor law compliance and HR governance across the region, acting as regional expert for employment and immigration frameworks (especially Saudi Arabia and the GCC) while interacting directly with local authorities</li><li>
Execute workforce planning under the functional leadership of International HR and own the regional implementation of nationalization and localization programs (e.g., Saudization, Emiratization)</li><li>
Manage HR-related activities for bids, market entries, country setups and closures, in alignment with International HR where required</li><li>
Support and coordinate internal and external audits within the region, ensuring full compliance and transparency</li><li>
Collaborate closely with International HR on key initiatives, maintain transparent reporting, proactively share country-specific legal updates and align regional HR strategy and resource planning with corporate goals and operational needs</li></ul><div><div>
Qualifications:</div> 
<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field (mandatory), Master&rsquo;s degree or international HR certification (e.g., CIPD Level 7, SHRM-SCP) strongly preferred</li><li>
Minimum 15 years of progressive HR experience in multinational environments, including at least 5 consecutive years in a senior HR leadership role within a Multinational Company, with a proven track record of operationalizing global HR strategy in complex regional settings</li><li>
Ownership-driven and execution-focused mindset, demonstrating a high degree of personal accountability, independence and decisiveness in translating global HR strategy into disciplined, high-quality operational delivery across complex regional environments</li><li>
Culturally intelligent and politically astute leader, able to balance global standards with local realities, navigate sensitive regulatory and stakeholder landscapes and act as a credible bridge between International HR in Berlin and diverse Near &amp; Middle Eastern business operations</li><li>
Trusted, resilient and pragmatic executive, exhibiting strong judgment, integrity and professionalism, with the ability to influence senior leaders, manage ambiguity and drive results through collaboration, structure and calm authority</li><li>
Languages: Arabic and English are mandatory (fluent written and spoken); German is considered a strong asset</li></ul></div></div>

Senior HR Manager - Near & Middle East (f/m/d)

Marriott International

<div>Additional Information 
Job Number26015614 
Job CategoryHuman Resources 
LocationDelta by Marriott Jeddah Al Salam, One Marriott Drive, Jeddah, Saudi Arabia, Saudi Arabia 
ScheduleFull Time 
Located Remotely?N 
Position Type Management 
<div><div>JOB SUMMARY 
The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. 
CANDIDATE PROFILE 
Education and Experience
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.</li></ul>
OR
<ul><li>4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.</li></ul> 
CORE WORK ACTIVITIES 
Managing the Human Resources Strategy
<ul><li>Executes and follows-up on engagement survey related activities.</li></ul>
<ul><li>Champions and builds the talent management ranks in support of property and region diversity strategy.</li></ul>
<ul><li>Translates business priorities into property Human Resources strategies, plans and actions</li></ul>
<ul><li>Implements and sustains Human Resources initiatives at the property.</li></ul>
<ul><li>Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.</li></ul>
<ul><li>Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.</li></ul>
<ul><li>Creates value through proactive approaches that will affect performance outcome or control cost.</li></ul>
<ul><li>Monitors effective use of myHR by property managers and employees.</li></ul>
<ul><li>Leads and participates in succession management and workforce planning.</li></ul>
<ul><li>Responsible for Human Resources strategy and execution.</li></ul>
<ul><li>Serves as key change manager for initiatives that have high employee impact.</li></ul>
<ul><li>Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.</li></ul>
<ul><li>Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.</li></ul> 
Managing Staffing and Recruitment Process
<ul><li>Analyzes open positions to balance the development of existing talent and business needs.</li></ul>
<ul><li>Serves as coach and expert facilitator of the selection and interviewing process.</li></ul>
<ul><li>Surfaces opportunities in work processes and staffing optimization.</li></ul>
<ul><li>Makes staffing decisions to manage the talent cadre and pipeline at the property.</li></ul>
<ul><li>Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.</li></ul>
<ul><li>Monitors sourcing process and outcomes of staffing process.</li></ul>
<ul><li>Ensures managers are competent in assessing and evaluating hourly staff.</li></ul> 
Managing Employee Compensation Strategy
<ul><li>Remains current and knowledgeable in the internal and external compensation and work competitive environments.</li></ul>
<ul><li>Leads the planning of the hourly employee total compensation strategy.</li></ul>
<ul><li>Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.</li></ul>
<ul><li>Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.</li></ul>
<ul><li>Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.</li></ul> 
Managing Staff Development Activities
<ul><li>Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).</li></ul>
<ul><li>Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.</li></ul>
<ul><li>Serves as resource to property Human Resources staff on employee relations questions and issues.</li></ul>
<ul><li>Continually reinforces positive employee relations concepts.</li></ul></div><div> 
</div>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
Delta Hotels provide a seamless travel experience that has been thoughtfully designed with the essential needs of the modern frequent traveler in mind. We flawlessly deliver the key essentials guests need and we work hard to eliminate everything they don&rsquo;t. At Delta Hotels by Marriott, we are always warm, wise and in control so our guests can focus on what&rsquo;s most important. With a strong presence in Canada, the United Kingdom, and the United States, Delta Hotels by Marriott is rapidly expanding across markets all around the world. If you enjoy delivering purposeful service and focusing on the details that matter, we invite you to explore jobs at Delta Hotels by Marriott. In joining Delta Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.</div></div>

Dir-HumanResources-Multiprop-B

Accor

<div>Company Description 
Accor Novotel is a leading hospitality company known for its people-first culture and commitment to service excellence. Guided by the Heartist philosophy, the company values care, respect, and authenticity in everything it does.
Accor Novotel strongly invests in employee development, offering global learning platforms and clear career pathways that support continuous growth. With a focus on diversity, inclusion, ethical standards, and operational excellence, Accor Novotel provides a supportive and structured environment where employees feel empowered, engaged, and proud to work. 
Job Description 
We are seeking a dynamic and experienced Human Resources Manager to join our team in Makka al-Mukarrama, Saudi Arabia. The ideal candidate will lead our HR department, developing and implementing strategic HR initiatives that align with our organization's goals and values.<ul><li>
Oversee all HR functions, including recruitment, onboarding, training, and employee relations</li><li>
Develop and implement HR policies and procedures to ensure compliance with Saudi labor laws and regulations</li><li>
Manage performance evaluation processes and provide guidance to department heads</li><li>
Lead talent acquisition and retention strategies to attract and retain top talent</li><li>
Administer employee benefits programs and ensure competitive compensation packages</li><li>
Facilitate conflict resolution and maintain a positive work environment</li><li>
Collaborate with senior management to align HR strategies with organizational objectives</li><li>
Implement and maintain HRIS and other HR-related systems</li><li>
Develop and conduct training programs to enhance employee skills and performance</li><li>
Stay updated on HR trends and best practices to continuously improve HR processes</li></ul> 

Qualifications 
<ul><li>
Bachelor's degree in Human Resources, Business Administration, or related field</li><li>
5+ years of progressive HR management experience</li><li>
Professional HR certification (e.g., SHRM-CP, PHR) preferred</li><li>
Proficiency in HR management software and Microsoft Office Suite</li><li>
Strong knowledge of Saudi labor laws and regulations</li><li>
Experience working in a multinational or diverse work environment</li><li>
Excellent communication and interpersonal skills</li><li>
Proven ability to develop and implement HR strategies and policies</li><li>
Strong problem-solving and conflict resolution skills</li><li>
Demonstrated experience in talent acquisition, retention, and performance management</li><li>
Ability to maintain confidentiality and handle sensitive information with discretion</li><li>
Familiarity with local cultural norms and business practices in Saudi Arabia</li><li>
Fluency in English; Arabic language skills highly desirable</li></ul></div>

Human Resources Manager

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 26015614
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 Delta by Marriott Jeddah Al Salam, One Marriott Drive, Jeddah, Saudi Arabia, Saudi Arabia,VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing the Human Resources Strategy
 
 
 
 <ul>
 <li>
 Executes and follows-up on engagement survey related activities.
 </li>
 <li>
 Champions and builds the talent management ranks in support of property and region diversity strategy.
 </li>
 <li>
 Translates business priorities into property Human Resources strategies, plans and actions
 </li>
 <li>
 Implements and sustains Human Resources initiatives at the property.
 </li>
 <li>
 Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
 </li>
 <li>
 Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
 </li>
 <li>
 Creates value through proactive approaches that will affect performance outcome or control cost.
 </li>
 <li>
 Monitors effective use of myHR by property managers and employees.
 </li>
 <li>
 Leads and participates in succession management and workforce planning.
 </li>
 <li>
 Responsible for Human Resources strategy and execution.
 </li>
 <li>
 Serves as key change manager for initiatives that have high employee impact.
 </li>
 <li>
 Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
 </li>
 <li>
 Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
 
 
 </li>
 </ul>
 
 Managing Staffing and Recruitment Process
 
 
 
 <ul>
 <li>
 Analyzes open positions to balance the development of existing talent and business needs.
 </li>
 <li>
 Serves as coach and expert facilitator of the selection and interviewing process.
 </li>
 <li>
 Surfaces opportunities in work processes and staffing optimization.
 </li>
 <li>
 Makes staffing decisions to manage the talent cadre and pipeline at the property.
 </li>
 <li>
 Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
 </li>
 <li>
 Monitors sourcing process and outcomes of staffing process.
 </li>
 <li>
 Ensures managers are competent in assessing and evaluating hourly staff.
 
 
 </li>
 </ul>
 
 Managing Employee Compensation Strategy
 
 
 
 <ul>
 <li>
 Remains current and knowledgeable in the internal and external compensation and work competitive environments.
 </li>
 <li>
 Leads the planning of the hourly employee total compensation strategy.
 </li>
 <li>
 Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
 </li>
 <li>
 Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
 </li>
 <li>
 Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
 
 
 </li>
 </ul>
 
 Managing Staff Development Activities
 
 
 
 <ul>
 <li>
 Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).
 </li>
 <li>
 Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
 </li>
 <li>
 Serves as resource to property Human Resources staff on employee relations questions and issues.
 </li>
 <li>
 Continually reinforces positive employee relations concepts.
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 Delta Hotels provide a seamless travel experience that has been thoughtfully designed with the essential needs of the modern frequent traveler in mind. We flawlessly deliver the key essentials guests need and we work hard to eliminate everything they don&rsquo;t. At Delta Hotels by Marriott, we are always warm, wise and in control so our guests can focus on what&rsquo;s most important. With a strong presence in Canada, the United Kingdom, and the United States, Delta Hotels by Marriott is rapidly expanding across markets all around the world. If you enjoy delivering purposeful service and focusing on the details that matter, we invite you to explore jobs at Delta Hotels by Marriott. In joining Delta Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

YunoJuno

<div>
 
 Our client is looking for a creative director and senior designer to work on naming development and branding identity for a client based in Jeddah, Saudi Arabia which will be need to be presented in person in Jeddah on 24 February.
 
 
 
 
 
 The CD must be hands on and roll their sleeves up with the design.
 
 
 
 
 
 Saudi client experience is a must.
 
 
 
 
 
 
 Creative Director / Senior Designer &ndash; Naming &amp; Brand Identity (Jeddah)
 
 
 
 
 
 
 Our client is looking for an experienced
 
 Creative Director and Senior Designer
 
 to collaborate on a
 
 naming development and brand identity project
 
 for a client based in
 
 Jeddah, Saudi Arabia
 
 .
 
 
 
 
 
 This is a hands-on role, the Creative Director must be comfortable rolling up their sleeves and actively designing, not just overseeing the work.
 
 
 
 
 
 The project will culminate in an
 
 in-person client presentation in Jeddah on 24 February
 
 , so availability to travel and present on the ground is essential.
 
 
 
 
 
 
 Key requirements:
 
 
 <ul>
 <li>
 Proven experience as a Creative Director or Senior Designer
 </li>
 <li>
 Strong background in
 
 naming development and brand identity
 
 </li>
 <li>
 
 Hands-on design capability
 
 (concepting through to execution)
 </li>
 <li>
 
 Prior experience working with Saudi clients is a must
 
 </li>
 <li>
 Confident presenting creative work to senior stakeholders in person
 </li>
 </ul>
 
 
 
 
 If you&rsquo;re a senior creative with relevant regional experience and can be in Jeddah to present on 24 February, we&rsquo;d love to hear from you.
 
</div>

Creative Director

Islamic Development Bank (IsDB)

<div>
 Title: Administration Officer
 
 
 Requisition ID: 5777
 
 
 
 Overview
 
 
 
 
 Complex:
 
 IsDB Institute
 
 Division:
 
 DG, IsDBi Front Office
 
 Country:
 
 Saudi Arabia
 
 Location:
 
 IsDB HQ, Jeddah
 
 Job Grade:
 
 E1
 
 Contract Type:
 
 Fixed Term
 
 Closing Date:
 
 18-Mar-2026
 
 
 
 Job Purpose
 
 
 
 To Coordinate and Follow up the day-to-day office administration, procurement of goods &amp; services for the Institute to ensure smooth functioning of the Institute that will enable the Institute achieving its strategic objectives.
 
 
 
 Key Accountabilities
 
 
 
 
 Administrative Policies, Processes and Procedures:
 
 
 
 <ul>
 <li>
 Follow up the Implementation of the internal Administrative policies and procedures for the Institute ensuring consistency and compliance with the IsDB policies and procedures.
 
 
 </li>
 </ul>
 
 Office Administration
 
 
 
 <ul>
 <li>
 Ensure timely provision of various administrative services, office supplies, office equipment etc. to enable conduct of business in an efficient manner.
 </li>
 <li>
 Liaise and coordinate with Teams to ensure the implementation of Director General&rsquo;s instructions as well as to follow up on assignments/tasks and provide the Director General with the updated status in a timely manner.
 </li>
 <li>
 Draft Memos, letters for the Director General.
 </li>
 <li>
 Assist and manage the Director General calendar and meetings. Official correspondence with the internal and external the Institute stakeholders.
 
 
 </li>
 </ul>
 
 Facilities Management
 
 
 
 <ul>
 <li>
 In coordination with the ASD Facilities Unit, ensure all office facilities like office space, furniture, HVAC System, Electrical System, Telecom System and other facilities are maintained in a timely and effective manner to enable the Institute conducting its business in an efficient manner.
 
 
 </li>
 </ul>
 
 Procurement
 
 
 
 <ul>
 <li>
 Participate in bidding committees for goods and services at the Institute, provide and the support to the bidding committees members on the
 
 
 </li>
 </ul>
 procurement Policies and procedures.
 
 
 <ul>
 <li>
 Procure goods and services, as per the business needs, ensuring compliance with the established procurements policies and procedures.
 
 
 </li>
 </ul>
 
 Budget
 
 
 
 <ul>
 <li>
 Participate in the development of the general administration budget while taking into consideration current and future needs, areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon.
 
 
 </li>
 </ul>
 
 Service Agreements
 
 
 
 <ul>
 <li>
 Coordinate with the Legal Division to draft, finalize and sign agreements with various vendors and service providers and ensure that goods and services are
 
 
 </li>
 </ul>
 provided, by the vendors, as per the agreements.
 
 
 <ul>
 <li>
 Maintain the agreements signed in a safe and secure manner.
 
 
 </li>
 </ul>
 
 Invoice And Payments
 
 
 
 <ul>
 <li>
 Process and provide to the corporate performance team all invoices of the vendors and service providers in a timely and accurate manner to facilitate release of payments.
 </li>
 <li>
 Escalate issues to the Management and the concerned vendor / service providers in case of any dispute and resolve the same in a timely and amicable manner.
 
 
 </li>
 </ul>
 
 IMDT Services
 
 
 
 <ul>
 <li>
 Liaise with the concerned IT Business Partner to ensure provision of efficient and adequate IT services to the Institute.
 
 
 </li>
 </ul>
 
 Academic And Professional Qualifications
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Business Administration/ Commerce or any relevant discipline.
 </li>
 <li>
 Minimum 3 years of experience in administration and / or procurement in a large organization.
 </li>
 <li>
 Languages: English: Mandatory | Arabic: Preferred | French: Preferred.
 
 
 </li>
 </ul>
 
 Skills &amp; Necessary Knowledge
 
 
 
 <ul>
 <li>
 Building Relationships
 </li>
 <li>
 Passion for Excellence
 </li>
 <li>
 Problem Solving
 </li>
 <li>
 Stakeholder Management
 </li>
 <li>
 Customer Service Orientation
 </li>
 <li>
 Vendor Management
 </li>
 <li>
 SAP ERP and JIRA skills
 </li>
 <li>
 Advanced MS Office skills.
 
 
 </li>
 </ul>
 
 About Application Process
 
 
 
 If you meet the criteria and you are enthusiastic about the role, we would welcome your application. To complete the application you would need the following document(s):
 
 
 <ul>
 <li>
 Resume/CV
 </li>
 <li>
 Copy of passport
 </li>
 <li>
 Academic certificate
 
 
 </li>
 </ul>
 If you are currently an IsDB Regular staff applying for this role and get selected through the competitive selection process; your current contract type and other terms and conditions will remain unchanged.
 
 
 The Islamic Development Bank (IsDB) does not ask for payments of any kind from applicants throughout the recruitment process (job application, CV review, interview meeting, and final processing of applications). In addition, the IsDB does not request information on applicants&rsquo; bank accounts. The IsDB declines all responsibility for the fraudulent publications of job posts or job offers in its name or, in general, for the fraudulent use of its name in any way whatsoever.
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