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hr business partner

hr partner

Air Products

<div>
 At Air Products, our purpose is to bring people together to reimagine what&rsquo;s possible, collaborate and innovate solutions to the world&rsquo;s most significant energy and environmental sustainability challenges. Grow with us as we embark on building tomorrow together by being the safest, most diverse and most profitable industrial gas company in the world.
 
 
 
 Reimagine What&rsquo;s Possible
 
 
 
 
 Position Summary
 
 
 
 The Human Resources Partner (HRP) Serves As a Trusted Advisor To Front-line And Mid-level Managers At ELT-3 And Below (ELT-4 And Below In South America, India, And Select Organizations In China), Delivering Solutions And Supporting The Employee Population For Their Respective Client Groups With a Focus On
 
 
 <ul>
 <li>
 Employee Relations &amp; Investigations
 </li>
 <li>
 Performance Improvement Plans &amp; Disciplinary Actions
 </li>
 <li>
 HR Policy &amp; Legal Compliance
 </li>
 <li>
 Labor Relations (Unions &amp; Works Councils)
 </li>
 <li>
 Employee Separations and Restructuring Execution
 </li>
 <li>
 Total Rewards Decision Support
 </li>
 <li>
 HR Program &amp; Initiative Execution
 </li>
 <li>
 Performance &amp; Talent Management Support
 </li>
 <li>
 Workforce Planning Execution
 </li>
 <li>
 Talent Acquisition Decision Support
 
 
 </li>
 </ul>
 
 Core Activities
 
 
 
 <ul>
 <li>
 Manager Coaching &amp; Partnering: Coaches and advises managers on people matters and leadership behaviors aligned with Our Way of Leading, supporting consistent application of HR policies and procedures, and fostering a culture of inclusion, engagement, and accountability.
 </li>
 <li>
 Employee Relations Casework: Advises and supports on employee relations cases (e.g., grievances, discipline, performance improvement plans, absences, terminations, etc.), conducting investigations when needed.
 </li>
 <li>
 HR Policy &amp; Legal Compliance: Supports HR policy and compliance by ensuring alignment with global standards and local labor laws; updates policies, handbooks, and employment contracts based on regulatory changes.
 </li>
 <li>
 Labor Relations: Leads negotiations and manages relationships with unions/works councils to foster constructive dialogue and workplace stability, ensuring compliance with local labor laws.
 </li>
 <li>
 Data-Driven Decision Support and Insights: Uses workforce data to proactively identify trends, risks, and opportunities across the employee lifecycle&mdash;delivering actionable insights and recommendations to prevent issues, support planning, and enhance decision-making.
 </li>
 <li>
 Total Rewards Support: Supports job offer recommendations, salary increase, promotion, retention and recognition processes by reviewing compensation data, preparing recommendations, and ensuring alignment with our compensation philosophy.
 </li>
 <li>
 Talent Management Support: Assists HRBPs in the execution of talent processes including performance management, talent management, and employee development; may also support talent reviews for ELT-2 leaders if their local knowledge adds meaningful value to the discussion.
 </li>
 <li>
 Employee Engagement &amp; Culture: Partners with HRBPs to implement initiatives related to culture, inclusion, and engagement.
 </li>
 <li>
 Workforce Plan Implementation: Supports the development of local workforce strategy and implements workforce plans by coordinating hiring, internal mobility, restructuring and termination activities, and/or capability development.
 </li>
 <li>
 Mergers &amp; Acquisitions: Executes HR components of M&amp;A transactions by supporting HR policy and process integration and ensuring compliant implementation of organizational changes, including onboarding, offboarding, and workforce transitions.
 </li>
 <li>
 Manager Training: Assists in developing and delivering manager training on employee relations and people practices aligned with Our Way of Leading, with involvement scaled based on the topic, size and complexity of the client group and the availability of HR support.
 </li>
 <li>
 HR Excellence &amp; Collaboration: Collaborates with OneHR colleagues to co-create and deliver talent and organizational solutions, reinforcing our commitment to breaking down silos and working as one team.
 
 
 </li>
 </ul>
 
 Competencies
 
 
 
 <ul>
 <li>
 Strategic Mindset
 </li>
 <li>
 Business Acumen
 </li>
 <li>
 Conflict Management
 </li>
 <li>
 Customer Focus
 </li>
 <li>
 Data Literacy
 </li>
 <li>
 Influence &amp; Courage
 </li>
 <li>
 Optimize Work Processes
 </li>
 <li>
 Change Leadership
 </li>
 <li>
 Cultural Awareness
 </li>
 <li>
 Decision Quality
 </li>
 <li>
 HR Policy &amp; Legal Compliance
 </li>
 <li>
 Manager Coaching
 </li>
 <li>
 Drive Results
 </li>
 <li>
 Interpersonal Skills
 </li>
 <li>
 Self-Awareness
 
 
 </li>
 </ul>
 We are the world&rsquo;s largest hydrogen producer with over 80 years of industrial gas experience. We are hydrogen and industrial gas experts delivering safe, end-to-end solutions, investing in real, clean energy projects at scale, and driving the industry forward to generate a cleaner future.
 
 
 At Air Products, we work in an environment where we put safety first, diversity is essential, inclusion is our culture, and each person knows they belong and matter. To learn more, visit About Air Products.
</div>

HR 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

Proterial

<div>Location:
Dammam, Eastern Region, Saudi Arabia
Job ID:
R0122852
Date Posted:
2026-03-16
Company Name:
HITACHI ENERGY LTD
Profession (Job Category):
Human Resources
Job Schedule:
Full time
Remote:
No
Job Description:
The opportunity
As a core member of the High Voltage Products MEA leadership team the HR Business Partner MEA will provide strategic HRBP guidance and is responsible for the overall HR contribution and value-add to the business, translating business goals into HR priorities and ensuring effective implementation in collaboration with our centers of expertise (COEs) as well as HR operations. The HRBP MEA will lead a team of HR Business Partners. In this role, you partner with business leaders to define and implement the people&rsquo;s strategy, develop and drive talent outcomes, and support business goals and initiatives by ensuring the right people&rsquo;s capabilities and organizational effectiveness are in place. You will counsel and coach business leaders, advise on appropriate solutions, and represent the business in its interactions with the CoEs and HR Operations to ensure alignment and the delivery of effective HR support.
How you&rsquo;ll make an impact
<ul><li>Set and implement people strategy in line with global business unit and global HR function strategy
</li><li>Deliver high impact HR Solutions by understanding business needs, providing expert advice and leveraging data analytics to enable informed decision making
</li><li>Ensure people and organizational capabilities required in the mid-long term are understood and actioned. Ensure that the business positions in the short term are adequately staffed to meet or exceed the annual business targets. Review HR Analytics data to understand key organizational dynamics, trends and issues and define and execute appropriate actions.
</li><li>Implement and refine organizational structures and operating models, ensuring alignment with global standards, supporting operational effectiveness across the business unit.
</li><li>Identify and execute learning and development initiatives to strengthen key competencies and skills, fostering a culture of continuous growth and improvement, in collaboration with the global HR Talent team
</li><li>Talent Management: in close collaboration with the Talent Management CoE, set and implement strategies and actions to ensure a healthy and sustainable talent structure in the organization, including recruitment, identification and succession planning on business-critical positions, diversity and inclusion.
</li><li>Champion change management efforts by supporting leaders and teams through transformations, promoting adoption of new initiatives and behaviors.
</li><li>Foster collaboration within the HR network to ensure alignment of efforts and effectively support the achievement of Hitachi Energy&rsquo;s strategic objectives through coordinated business and HR action plans.
</li><li>Ensure adherence to all legal, safety, and ethical standards, maintaining a compliant and responsible HR operating environment.
</li><li>Standards and governance: Ensure compliance with labor law, internal and external regulations, policies and procedures.
</li></ul>Your background
<ul><li>Master&rsquo;s degree in HR related field (or Business, Engineering with relevant, lengthy HR experience).
</li><li>Minimum of 15 years of progressive experience in international HR generalist/leadership roles including experience in a manufacturing environment gained in a global, multi-national matrix environment.
</li><li>Expertise in driving HR processes such as workforce planning, talent development, performance management, succession planning, and organizational design.
</li><li>Strong strategic thinking and business acumen to align HR initiatives with long-term organizational goals.
</li><li>Ability to successfully navigate complexity and ambiguity
</li><li>Exceptional stakeholder management, influencing as well as leadership to drive collaboration across diverse teams and functions.
</li><li>Advanced proficiency in HR analytics and understanding of how to leverage data to drive strategies and solutions.
</li><li>Saudi Arabian and International Labor Law Experience
</li><li>Strong track record in change management, organizational and talent development
</li><li>Flexibility and strong teamwork/collaboration.
</li><li>Fluent English
</li></ul><h2 class="jobSectionHeader">Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process.
</h2><h2 class="jobSectionHeader">This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.</h2></div>

MEA HUB HR Business Partner

Trendyol Group

<div>
 
 At Trendyol HR, we put people at the heart of everything we do. We expand our global talent network, support talent development, and foster an inclusive culture.
 
 
 Working closely with all teams, we shape and sustain a work environment where people can thrive, while understanding needs and turning them into effective solutions.
 
 
 
 
 
 Through data- and autonomy-driven processes, we continuously improve how we work and strengthen our culture, building an agile organization that advances our values.
 
 
 
 
 
 We are seeking a highly skilled and proactive HR professional to join our Riyadh office, focusing on talent acquisition and business partnering across our international markets. While you will be based in Riyadh, your scope will extend to the Gulf region and other international locations, ensuring a consistent and high-quality approach to talent and HR operations. This role is ideal for a hands-on expert who thrives in a fast-paced environment and can manage the full recruitment lifecycle while providing essential HR support to diverse, cross-border teams.
 
 
 
 
 
 
 Responsibilities
 
 
 <ul>
 <li>
 Manage end-to-end recruitment processes for the Gulf and other designated international markets, ensuring a seamless experience from sourcing to offer.
 </li>
 <li>
 Partner with hiring managers across various global locations to understand team requirements and provide expert guidance on talent selection.
 </li>
 <li>
 Execute creative sourcing strategies to build a robust pipeline of candidates for international roles using LinkedIn, global job boards, and professional networks.
 </li>
 <li>
 Provide day-to-day HR business partnering support to international employees, serving as a reliable point of contact for HR-related inquiries and regional nuances.
 </li>
 <li>
 Support workforce planning and organizational development initiatives to ensure international teams are structured and supported for growth.
 </li>
 <li>
 Coordinate the onboarding and integration process for new hires across different markets, ensuring alignment with global company culture and local regulations.
 </li>
 <li>
 Ensure all HR and recruitment activities are compliant with Saudi labor law (Nitaqat) as well as the relevant employment regulations of other international jurisdictions.
 </li>
 <li>
 Maintain accurate data within the Applicant Tracking System and provide regular reports on global hiring progress and HR performance metrics.
 </li>
 </ul>
 
 
 
 
 
 Expected Qualifications
 
 
 <ul>
 <li>
 Saudi National with a Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 </li>
 <li>
 Extensive experience in talent acquisition and HR business partnering roles, preferably within a global or regional scope.
 </li>
 <li>
 Proven background working in a fast-paced technology or e-commerce environment is a strong advantage.
 </li>
 <li>
 Comprehensive knowledge of Saudi labor law and the ability to quickly adapt to the employment regulations of other international markets.
 </li>
 <li>
 Strong interpersonal and communication skills, with the ability to build effective relationships with stakeholders across different time zones and cultures.
 </li>
 <li>
 Ability to work independently and manage multiple international priorities in a high-growth setting.
 </li>
 <li>
 Native Arabic speaker with full professional proficiency in English (written and verbal).
 </li>
 </ul>
 
 
 
 
 
 What We Offer
 
 
 <ul>
 <li>
 
 Hybrid working model with flexibility:
 
 a schedule that helps you find the right balance between flexibility and team bonding, including work-from-abroad opportunities and a summer working model.
 </li>
 <li>
 
 Personalised training allowance and learning opportunities:
 
 Use your annual budget for any training or conference of your choice, explore our Learning Management System (LMS) anytime, and join in-person learning sessions offered throughout the year.
 </li>
 <li>
 
 Responsibility from day one:
 
 Take full ownership from the start in a culture where every voice is heard and valued.
 </li>
 <li>
 
 A diverse, international team:
 
 Collaborate with global peers across our offices in Berlin, Amsterdam, Dubai, and beyond, in a startup-spirited and collaborative environment.
 </li>
 <li>
 
 Opportunities to grow with the best:
 
 Tackle meaningful challenges, develop through hands-on experience, and grow with the support of expert guidance and global mentoring.
 </li>
 <li>
 
 Meaningful connections beyond tasks:
 
 Be part of team rituals, events, and social activities that help us stay connected and inspired.
 </li>
 </ul>
 
 
 
 
 
 Take the Next Step
 
 
 
 If this role excites you, apply today, we look forward to taking the next step with you. Want to get to know the team better first? Explore our Career Website, LinkedIn, or YouTube to learn more about #LifeatTrendyol and how we work.
 
</div>

Talent Acquisition and HR Business Partner (Saudi Nationals Only)

Acwa

<div>
 
 We are looking for an experienced
 
 HR Operations Lead &ndash; Onboarding (ONB) &amp; Offboarding (OFB)
 
 to drive operational excellence and deliver a world-class employee lifecycle experience.
 
 
 This role will lead the delivery and continuous improvement of onboarding and offboarding processes while supporting broader HR Shared Services and HR Operations initiatives across the organization.
 
 
 The successful candidate will partner closely with Regional HR Operations teams, HR Business Partners, and Centers of Excellence to ensure efficient service delivery, process optimization, and a proactive HR support model.
 
 
 This is an excellent opportunity for a strategic HR professional who thrives in process improvement, transformation, and shared services environments.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 Operational Excellence:
 
 
 <ul>
 <li>
 Act as a key member of the HR Service Delivery and HR Operations leadership team.
 </li>
 <li>
 Oversee the end-to-end onboarding and offboarding service delivery, ensuring defined SLAs and service standards are consistently achieved.
 </li>
 <li>
 Develop, implement, and maintain HR Shared Services frameworks and governance structures.
 </li>
 <li>
 Monitor operational performance through metrics, reporting, and audits.
 </li>
 <li>
 Identify opportunities for process improvement and operational efficiency.
 </li>
 <li>
 Manage the HR Shared Services budget relating to onboarding and offboarding operations.
 </li>
 <li>
 Lead regular stakeholder meetings with HR Operations, HRBPs, and regional teams.
 </li>
 </ul>
 
 
 Shared Services &amp; Transition Management
 
 
 <ul>
 <li>
 Support the transition of HR operations into Shared Services and offshore service delivery centers.
 </li>
 <li>
 Coordinate training, documentation, and knowledge transfer for regional teams.
 </li>
 <li>
 Plan and manage resource allocation and operational workload transitions.
 </li>
 </ul>
 
 
 Process Improvement &amp; Transformation:
 
 
 <ul>
 <li>
 Review and redesign workflows to drive best-in-class HR operations.
 </li>
 <li>
 Partner with HRIS teams to leverage technology and optimize HR processes.
 </li>
 <li>
 Lead process reengineering initiatives across HR operations and shared services.
 </li>
 <li>
 Monitor and measure new process performance to ensure continuous improvement.
 </li>
 </ul>
 
 
 Quality Control &amp; Governance:
 
 
 <ul>
 <li>
 Track and analyze service delivery metrics, case management data, and SLA performance.
 </li>
 <li>
 Conduct audits to ensure adherence to HR policies, workflows, and operational standards.
 </li>
 <li>
 Maintain and improve the HR knowledge base and documentation quality.
 </li>
 </ul>
 
 
 Training &amp; Capability Building:
 
 
 <ul>
 <li>
 Partner with regional HR leaders to develop training programs for HR Operations teams.
 </li>
 <li>
 Facilitate knowledge transfer from Centers of Excellence (COEs).
 </li>
 <li>
 Strengthen Tier 1 HR support capability through structured learning initiatives.
 </li>
 </ul>
 
 
 Team Leadership:
 
 
 <ul>
 <li>
 Lead and develop a team of 7 HR Operations professionals.
 </li>
 <li>
 Foster a culture of collaboration, accountability, and continuous improvement.
 </li>
 </ul>
 
 
 Stakeholders Relationships:
 
 
 
 Internal: HR leadership, HR Operations, HR Business Partners, Legal, and business leaders
 
 
 External: Government authorities, external vendors, and legal partners
 
 
 
 
 
 
 Key Requirements:
 
 
 
 
 Experience:
 
 
 <ul>
 <li>
 10+ years of HR experience in HR operations or HR generalist roles.
 </li>
 <li>
 Strong experience in designing and managing onboarding and offboarding processes.
 </li>
 <li>
 3&ndash;5 years of people management experience.
 </li>
 <li>
 Proven track record in HR Shared Services or offshoring environments.
 </li>
 <li>
 Experience leading HR transformation or process improvement projects.
 </li>
 </ul>
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources or related discipline.
 </li>
 <li>
 Master&rsquo;s degree in HR (preferred).
 </li>
 <li>
 CIPD or equivalent HR certification (preferred).
 </li>
 </ul>
 
 
 Skills:
 
 
 <ul>
 <li>
 Strong understanding of the employee lifecycle and HR operations.
 </li>
 <li>
 Advanced knowledge of HRIS systems, particularly SAP S/4HANA and SAP SuccessFactors Employee Central.
 </li>
 <li>
 Experience in HR process standardization and re-engineering.
 </li>
 <li>
 Strong project management and stakeholder management skills.
 </li>
 <li>
 Knowledge of international HR best practices and employment legislation.
 </li>
 <li>
 Excellent leadership, communication, and interpersonal skills.
 </li>
 <li>
 Highly organized with a continuous improvement mindset.
 </li>
 </ul>
 
 
</div>

Lead - HR Operations, Onboarding & Offboarding.

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

Lucy Group Ltd

<div>
 
 Job Purpose
 
 
 
 We are seeking an experienced Human Resources Business Partner (HRBP) to lead the design and implementation of strategies that attract, develop, engage, and retain top talent. The ideal candidate will play a key role in performance management, succession planning, leadership development, and career pathing. This role collaborates closely with business leaders to ensure talent initiatives support our organizational goals.
 
 
 Job Context
 
 
 The HRBP will be a trusted people expert, capable of influencing and challenging stakeholders while building strong consensus. You will drive and execute key Talent Management programs&mdash;including career pathing, leadership development, and succession planning&mdash;while gaining a deep understanding of the business to support informed decision-making.
 
 
 You will work closely with managers across multiple locations. Strong relationship-building, influencing skills, and strategic thinking are essential to succeed in this role.
 
 
 Key Accountabilities
 
 
 <ul>
 <li>
 Lead talent initiatives such as Succession Planning, HiPo programs, Development Plans, and Leadership Development Programs, ensuring all initiatives are monitored and on track.
 </li>
 <li>
 Execute targeted talent interventions (e.g., 360&deg; feedback, coaching, mentoring programs, job rotation, new leader assimilation workshops).
 </li>
 <li>
 Utilize analytics and HR systems to support talent management, identify current and future talent needs, and recommend solutions.
 </li>
 <li>
 Create and update communication materials and documentation for all talent management initiatives.
 </li>
 <li>
 Develop sustainable processes and programs to strengthen and accelerate the talent pipeline.
 </li>
 <li>
 Design and deliver internal development programs or manage external vendors when required.
 </li>
 <li>
 Develop Talent Management-related policies and procedures.
 </li>
 <li>
 Build and execute comprehensive Talent Management frameworks and programs.
 </li>
 <li>
 Drive performance management and succession planning activities.
 </li>
 <li>
 Design and implement leadership development initiatives.
 </li>
 <li>
 Analyze talent data, identify gaps, and recommend effective solutions.
 </li>
 <li>
 Partner with department leaders to support employee growth, engagement, and retention.
 </li>
 <li>
 Support ongoing HR activities such as workforce planning, salary reviews, performance excellence, well-being, and employee engagement, while ensuring compliance with HR policies and processes.
 
 
 </li>
 </ul>
 
 Minimum Qualifications, Knowledge &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree or HR certification is a plus).
 </li>
 <li>
 5&ndash;10 years of progressive HR experience with a strong background in HR business partnering.
 </li>
 <li>
 Proven experience in Talent &amp; Leadership Management and Development; experience in the manufacturing industry preferred.
 </li>
 <li>
 Strong expertise in succession planning, career development, leadership development, and HiPo programs.
 </li>
 <li>
 Excellent knowledge of Saudi Employment Law and experience supporting Employee Relations matters.
 </li>
 <li>
 Demonstrated experience delivering Change Management and Organizational Design initiatives.
 </li>
 <li>
 Strong digital acumen and ability to analyze HR metrics to drive decision-making.
 
 
 </li>
 </ul>
 Skills &amp; Expertise
 
 
 <ul>
 <li>
 Strategic thinker with the ability to translate business needs into impactful HR solutions.
 </li>
 <li>
 Strong communication and presentation skills, with the ability to influence at all organizational levels.
 </li>
 <li>
 Ability to manage multiple tasks and work effectively both independently and as part of a team.
 </li>
 <li>
 Skilled in managing internal client expectations while ensuring adherence to HR policies and processes.
 </li>
 <li>
 Experience supporting multi-location operations.
 </li>
 <li>
 Solid generalist HR experience and strong Employee Relations background.
 </li>
 <li>
 Ability to leverage HR data and analytics to drive change and support business decisions.
 
 
 </li>
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 Behavioural Competencies
 
 
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 Proactive, independent, and able to use initiative.
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 Analytical, thoughtful, and intelligent approach to problem-solving.
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 Confident communicator with strong interpersonal and influencing skills.
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 Able to plan and prioritise effectively while remaining flexible to meet project requirements.
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 High attention to detail and ability to maintain quality under pressure.
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 Collaborative mindset with the ability to work across multifunctional teams.
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Human Resource Business Partner (Talent Development)

Explore 330+ Hr partner in Saudi Arabia this April. Find roles across top companies and apply now to boost your career.