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head of talent management

people culture business partner

NTT DATA, Inc.

<div>
 
 Make an impact with NTT DATA
 
 
 
 Join a company that is pushing the boundaries of what is possible. We are renowned for our technical excellence and leading innovations, and for making a difference to our clients and society. Our workplace embraces diversity and inclusion &ndash; it&rsquo;s a place where you can grow, belong and thrive.
 
 
 
 Your day at NTT DATA
 
 
 
 The People &amp; Culture Business Partner is responsible for the implementation of HR strategy and the achievement of HR goals. This individual collaborates with internal stakeholders to provide coaching and leadership with the objective of enabling their HR teams to achieve the HR strategy.
 
 
 This role works with internal stakeholders to ensure that the execution or human resources practices are in line with overall HR strategy. The People &amp; Culture Business Partner is required to manage and co-ordinate the HR budget and events calendar for the assigned business unit.
 
 
 
 Key responsibilities:
 
 
 
 <ul>
 <li>
 Ensures implementation of HR policies to ensure compliance.
 </li>
 <li>
 Performs pipeline management, accurate people forecasting and resourcing activities in line with the strategic workforce planning model.
 </li>
 <li>
 Trains managers on the process of remuneration governance, evaluate and review the implementation of the compensation and benefits processes and drive the implementation of all programs.
 </li>
 <li>
 Trains and develops managers on the organization&rsquo;s leadership brand and ensure implementation thereof.
 </li>
 <li>
 Works with internal stakeholders to ensure that training and development strategies are in line with business objectives.
 </li>
 <li>
 Manages and coordinates HR events calendar, compiles reports and HR metrics.
 </li>
 <li>
 Markets the organization&rsquo;s employee value proposition internally and externally.
 </li>
 <li>
 Coordinates and implements employee satisfaction and best company to work for surveys.
 </li>
 <li>
 Provides ongoing training and education to managers on the performance management process to ensure strategy execution.
 </li>
 <li>
 Effectively manages and coordinates the activities of a HR team.
 </li>
 <li>
 Observes the external market by analyzing HR trends and recommends improvements to existing procedures, strategies and policies.
 </li>
 <li>
 Manages and coordinates initiatives to solve employee and/or management issues.
 
 
 </li>
 </ul>
 
 To thrive in this role, you need to have:
 
 
 
 <ul>
 <li>
 Advanced knowledge of strategic HR planning, talent management, and organizational development.
 </li>
 <li>
 Advanced knowledge of labor laws, employment regulations, and HR compliance requirements.
 </li>
 <li>
 Advanced expertise in performance appraisal processes, goal setting, and performance improvement techniques.
 </li>
 <li>
 Advanced knowledge of recruitment strategies, candidate sourcing, and selection methods to attract and retain top talent.
 </li>
 <li>
 Ability to handle complex employee relations issues and resolving conflicts.
 </li>
 <li>
 Advanced understanding of HR policies, procedures, and best practices.
 </li>
 <li>
 Advanced leadership skills to lead and guide the HR team effectively.
 </li>
 <li>
 Excellent communication and influencing skills to engage with senior level stakeholders.
 </li>
 <li>
 Advanced proficiency in managing organizational change and leading change initiatives.
 </li>
 <li>
 Ability to make informed and data-driven decisions that impact HR and organizational outcomes.
 </li>
 <li>
 Advanced skills in using HR data and metrics to derive insights and support data-driven decision-making.
 </li>
 <li>
 Demonstrates high ethical standards and maintains the confidentiality of sensitive HR information.
 </li>
 <li>
 Advanced ability to influence and persuade senior leaders to gain support for HR initiatives.
 </li>
 <li>
 Eagerness to stay updated with the latest HR trends, industry best practices, and professional development.
 
 
 </li>
 </ul>
 
 Academic qualifications and certifications:
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree or equivalent in a Human Resources or a related field.
 
 
 </li>
 </ul>
 
 Required experience:
 
 
 
 <ul>
 <li>
 Advanced demonstrated experience as a Senior Human Resources Manager preferably gained within a global IT organization.
 </li>
 <li>
 Advanced demonstrated experience leveraging HR systems and technology.
 </li>
 <li>
 Advanced demonstrated experience in labor legislation, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
 </li>
 <li>
 Advanced line manager experience.
 
 
 </li>
 </ul>
 
 Workplace type:
 
 
 
 On-site Working
 
 
 
 About NTT DATA
 
 
 
 NTT DATA is a $30+ billion business and technology services leader, serving 75% of the Fortune Global 100. We are committed to accelerating client success and positively impacting society through responsible innovation. We are one of the world&rsquo;s leading AI and digital infrastructure providers, with unmatched capabilities in enterprise-scale AI, cloud, security, connectivity, data centers and application services. Our consulting and industry solutions help organizations and society move confidently and sustainably into the digital future. As a Global Top Employer, we have experts in more than 50 countries. We also offer clients access to a robust ecosystem of innovation centers as well as established and start-up partners. NTT DATA is part of NTT Group, which invests over $3 billion each year in R&amp;D.
 
 
 
 Equal Opportunity Employer
 
 
 
 NTT DATA is proud to be an Equal Opportunity Employer with a global culture that embraces diversity. We are committed to providing an environment free of unfair discrimination and harassment. We do not discriminate based on age, race, colour, gender, sexual orientation, religion, nationality, disability, pregnancy, marital status, veteran status, or any other protected category. Join our growing global team and accelerate your career with us. Apply today.
 
 
 
 Third parties fraudulently posing as NTT DATA recruiters
 
 
 
 NTT DATA recruiters will never ask job seekers or candidates for payment or banking information during the recruitment process, for any reason. Please remain vigilant of third parties who may attempt to impersonate NTT DATA recruiters&mdash;whether in writing or by phone&mdash;in order to deceptively obtain personal data or money from you. All email communications from an NTT DATA recruiter will come from an
 
 @nttdata.com
 
 email address. If you suspect any fraudulent activity, please
 
 contact us
 
 .
</div>

People & Culture Business Partner

NTT DATA

<div>Make an impact with NTT DATA 
Join a company that is pushing the boundaries of what is possible. We are renowned for our technical excellence and leading innovations, and for making a difference to our clients and society. Our workplace embraces diversity and inclusion &ndash; it&rsquo;s a place where you can grow, belong and thrive.<div>
Your day at NTT DATA 
The People &amp; Culture Business Partner is responsible for the implementation of HR strategy and the achievement of HR goals. This individual collaborates with internal stakeholders to provide coaching and leadership with the objective of enabling their HR teams to achieve the HR strategy. 
 
This role works with internal stakeholders to ensure that the execution or human resources practices are in line with overall HR strategy. The People &amp; Culture Business Partner is required to manage and co-ordinate the HR budget and events calendar for the assigned business unit.</div><div>
Key responsibilities:<ul><li>
Ensures implementation of HR policies to ensure compliance.</li><li>
Performs pipeline management, accurate people forecasting and resourcing activities in line with the strategic workforce planning model.</li><li>
Trains managers on the process of remuneration governance, evaluate and review the implementation of the compensation and benefits processes and drive the implementation of all programs.</li><li>
Trains and develops managers on the organization&rsquo;s leadership brand and ensure implementation thereof.</li><li>
Works with internal stakeholders to ensure that training and development strategies are in line with business objectives.</li><li>
Manages and coordinates HR events calendar, compiles reports and HR metrics.</li><li>
Markets the organization&rsquo;s employee value proposition internally and externally.</li><li>
Coordinates and implements employee satisfaction and best company to work for surveys.</li><li>
Provides ongoing training and education to managers on the performance management process to ensure strategy execution.</li><li>
Effectively manages and coordinates the activities of a HR team.</li><li>
Observes the external market by analyzing HR trends and recommends improvements to existing procedures, strategies and policies.</li><li>
Manages and coordinates initiatives to solve employee and/or management issues.</li></ul></div><div>
To thrive in this role, you need to have:<ul><li>
Advanced knowledge of strategic HR planning, talent management, and organizational development.</li><li>
Advanced knowledge of labor laws, employment regulations, and HR compliance requirements.</li><li>
Advanced expertise in performance appraisal processes, goal setting, and performance improvement techniques.</li><li>
Advanced knowledge of recruitment strategies, candidate sourcing, and selection methods to attract and retain top talent.</li><li>
Ability to handle complex employee relations issues and resolving conflicts.</li><li>
Advanced understanding of HR policies, procedures, and best practices.</li><li>
Advanced leadership skills to lead and guide the HR team effectively.</li><li>
Excellent communication and influencing skills to engage with senior level stakeholders.</li><li>
Advanced proficiency in managing organizational change and leading change initiatives.</li><li>
Ability to make informed and data-driven decisions that impact HR and organizational outcomes.</li><li>
Advanced skills in using HR data and metrics to derive insights and support data-driven decision-making.</li><li>
Demonstrates high ethical standards and maintains the confidentiality of sensitive HR information.</li><li>
Advanced ability to influence and persuade senior leaders to gain support for HR initiatives.</li><li>
Eagerness to stay updated with the latest HR trends, industry best practices, and professional development.</li></ul></div><div>
Academic qualifications and certifications:<ul><li>
Bachelor&rsquo;s degree or equivalent in a Human Resources or a related field.</li></ul></div><div>
Required experience:<ul><li>
Advanced demonstrated experience as a Senior Human Resources Manager preferably gained within a global IT organization.</li><li>
Advanced demonstrated experience leveraging HR systems and technology.</li><li>
Advanced demonstrated experience in labor legislation, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.</li><li>
Advanced line manager experience.</li></ul></div>
Workplace type:
On-site Working
About NTT DATA 
NTT DATA is a $30+ billion business and technology services leader, serving 75% of the Fortune Global 100. We are committed to accelerating client success and positively impacting society through responsible innovation. We are one of the world&rsquo;s leading AI and digital infrastructure providers, with unmatched capabilities in enterprise-scale AI, cloud, security, connectivity, data centers and application services. Our consulting and industry solutions help organizations and society move confidently and sustainably into the digital future. As a Global Top Employer, we have experts in more than 50 countries. We also offer clients access to a robust ecosystem of innovation centers as well as established and start-up partners. NTT DATA is part of NTT Group, which invests over $3 billion each year in R&amp;D.
Equal Opportunity Employer 
NTT DATA is proud to be an Equal Opportunity Employer with a global culture that embraces diversity. We are committed to providing an environment free of unfair discrimination and harassment. We do not discriminate based on age, race, colour, gender, sexual orientation, religion, nationality, disability, pregnancy, marital status, veteran status, or any other protected category. Join our growing global team and accelerate your career with us. Apply today.
Third parties fraudulently posing as NTT DATA recruiters
NTT DATA recruiters will never ask job seekers or candidates for payment or banking information during the recruitment process, for any reason. Please remain vigilant of third parties who may attempt to impersonate NTT DATA recruiters&mdash;whether in writing or by phone&mdash;in order to deceptively obtain personal data or money from you. All email communications from an NTT DATA recruiter will come from an @nttdata.com email address. If you suspect any fraudulent activity, please contact us.</div>

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

Novartis

<div>
 
 Summary
 
 
 
 Join our exceptional team in KSA as you take on a pivotal role shaping our People &amp; Organization agenda. Sitting at the heart of our leadership team, you will act as a trusted strategic partner to senior leadership, you will guide the development and implementation of HR policies and frameworks that fully align with KSA labor legislation and the evolving requirements of the healthcare sector.
 
 
 In this role, you will influence critical people decisions across the business &mdash; from talent acquisition for key scientific and commercial roles, to succession planning, workforce readiness, and capability building for future product launches. You will shape and execute a comprehensive talent and leadership development strategy that strengthens our field force, medical teams, regulatory experts, and commercial functions.
 
 
 Drawing on your expertise in local labor laws, organizational design, and people operations, you will ensure compliant, fair, and progressive HR practices that support employee experience and drive organizational effectiveness. You will also advise on major hiring decisions, national talent development, and Saudization priorities, ensuring we build a high-performing and sustainable workforce. This is an exceptional opportunity to influence the people and contribute to improving patient outcomes across the Kingdom.
 
 
 
 About The Role
 
 
 
 
 Major accountabilities:
 
 
 
 <ul>
 <li>
 Advise business and functional leaders on strategic execution including organizational design, performance management, team effectiveness, change management, talent, retention, and engagement.
 </li>
 <li>
 Coach leaders to align priorities with purpose and strategy, strengthen cross-functional collaboration, and remove barriers across the matrix.
 </li>
 <li>
 Act as a P&amp;O thought leader, partnering with internal and external stakeholders to drive a high-impact people agenda.
 </li>
 <li>
 Develop organizational designs and plans using diagnostics to optimize structures and workforce effectiveness.
 </li>
 <li>
 Build and implement talent and leadership development strategies to develop future-ready capabilities.
 </li>
 <li>
 Translate business strategy into targeted people and organizational interventions using data, insights, and P&amp;O metrics.
 </li>
 <li>
 Lead the talent agenda, ensuring succession planning for critical roles, developing key talent, and building a strong leadership pipeline.
 </li>
 <li>
 Establish long-term strategic workforce plans and identify capability gaps with clear development actions at the organizational and individual level.
 </li>
 <li>
 Drive cultural transformation, mentoring and coaching P&amp;O team members, and promoting values-based leadership across all levels.
 </li>
 <li>
 Champion the Novartis Culture Transformation with measurable interventions evidenced in Our Voice scores.
 
 
 </li>
 </ul>
 
 Minimum Requirements
 
 
 
 <ul>
 <li>
 A minimum of 10 years' experience in a Strategic Talent Consultant or Business Partner role within Human Resources function.
 </li>
 <li>
 A degree in HR, Business Administration, or relevant disciplines.
 </li>
 <li>
 Strong People Management and Coaching skills.
 </li>
 <li>
 Proven experience working in an agile, multi-national environment, and dealing with multiple stakeholders.
 </li>
 <li>
 Strong knowledge of Saudi Arabia local legislations and labor law.
 </li>
 <li>
 Strong Arabic and English language speaker.
 
 
 </li>
 </ul>
 
 Why Novartis:
 
 Helping people with disease and their families takes more than innovative science. It takes a community of smart, passionate people like you. Collaborating, supporting and inspiring each other. Combining to achieve breakthroughs that change patients&rsquo; lives. Ready to create a brighter future together? https://www.novartis.com/about/strategy/people-and-culture
 
 
 
 Benefits and Rewards:
 
 Read our handbook to learn about all the ways we&rsquo;ll help you thrive personally and professionally: https://www.novartis.com/careers/benefits-rewards
 
 
</div>

People & Organization Head, KSA

Boutique Group

<div>
 
 
 About Red Palace:
 
 
 
 A symbol of Saudi Arabia&rsquo;s heritage, The Red Palace stands as an extraordinary landmark in Riyadh, now reimagined as an ultra-luxury boutique hotel. Originally built in 1943, this historic Palace has been transformed into a masterpiece of refined hospitality, blending timeless elegance with contemporary sophistication.
 
 
 Nestled in the heart of the capital, The Red Palace offers an exclusive glimpse into the Kingdom&rsquo;s storied past, featuring meticulously restored architecture, curated cultural experiences, and unparalleled service. Every detail has been thoughtfully designed to honor its legacy while delivering a modern interpretation of luxury. At The Red Palace, we invite guests to step into a world of history, prestige, and indulgence, where tradition and innovation seamlessly come together.
 
 
 
 
 
 
 Job Title:
 
 Director of People &amp; Culture
 
 
 
 Reporting To:
 
 VP/General Manager
 
 
 
 Location:
 
 Red Palace
 
 
 
 
 
 
 THE POSITION:
 
 
 
 The Director of People &amp; Culture is a strategic leadership role responsible for establishing and overseeing all People &amp; Culture operations for the Palace, particularly during the pre-opening phase and throughout operational readiness. Reporting to the VP/General Manager, the Director of People &amp; Culture plays a critical role in building the workforce from the ground up, attracting and developing top talent, setting HR governance, and fostering a positive and inclusive work culture that aligns with Boutique Group standards and local labor regulations. The role requires strong leadership capability, depth in HR operational excellence, and the ability to shape an environment that enables exceptional employee experience and service delivery.
 
 
 
 
 
 
 RESPONSABILITIES
 
 
 
 
 Talent Acquisition and Management
 
 
 <ul>
 <li>
 Develop and implement recruitment and selection strategies to attract and hire top talent across all Palace departments, aligned with pre-opening ramp-up targets.
 </li>
 <li>
 Oversee onboarding and cultural integration, ensuring new hires are fully prepared for operational launch.
 </li>
 <li>
 Partner with department heads on workforce planning, job descriptions, interviews, and selection.
 </li>
 <li>
 Implement talent management initiatives including performance management, succession planning, and career development.
 </li>
 </ul>
 
 
 Employee Engagement and Culture
 
 
 <ul>
 <li>
 Foster a positive and inclusive work environment that supports engagement, retention, and high performance.
 </li>
 <li>
 Develop and implement employee recognition programs and initiatives tied to brand standards and pre-opening milestones.
 </li>
 <li>
 Monitor employee feedback and take action to enhance employee experience.
 </li>
 <li>
 Implement diversity, equity, and inclusion practices that support a multicultural luxury environment.
 </li>
 </ul>
 
 
 Training and Development
 
 
 <ul>
 <li>
 Identify training needs and establish programs to build capability before and after opening.
 </li>
 <li>
 Partner with departmental leaders to deliver job-specific, leadership, and service-excellence training.
 </li>
 <li>
 Evaluate training program effectiveness and refine based on operational performance.
 </li>
 <li>
 Promote a culture of continuous learning across functions.
 </li>
 </ul>
 
 
 Employee Relations and Compliance
 
 
 <ul>
 <li>
 Serve as a trusted advisor on employment policies and HR matters.
 </li>
 <li>
 Ensure compliance with labor laws, Boutique Group policies, and regulatory obligations.
 </li>
 <li>
 Manage grievances and disciplinary actions professionally and consistently.
 </li>
 <li>
 Maintain accurate and confidential employee records in line with compliance and data-privacy requirements.
 </li>
 </ul>
 
 
 Compensation and Benefits
 
 
 <ul>
 <li>
 Develop and implement competitive compensation and benefits aligned with market benchmarks and Boutique Group frameworks.
 </li>
 <li>
 Conduct periodic benchmarking and salary scale reviews, particularly during the transition from pre-opening to full operation.
 </li>
 <li>
 Administer compensation programs, bonus schemes, and employee benefits.
 </li>
 <li>
 Recommend enhancements based on market trends and organizational needs.
 </li>
 </ul>
 
 
 PERSONAL DEVELOPMENT
 
 
 <ul>
 <li>
 Demonstrate ownership, continuous learning, and confidence under pressure.
 </li>
 <li>
 Manage time and priorities effectively; delegate where appropriate.
 </li>
 <li>
 Maintain professionalism and resilience in demanding situations.
 </li>
 </ul>
 
 
 STAFF ACCOMMODATION:
 
 
 <ul>
 <li>
 Oversee all aspects of staff accommodation, ensuring that housing facilities meet Boutique Group standards for safety, cleanliness, comfort, and regulatory compliance.
 </li>
 <li>
 Monitor occupancy, room allocations, maintenance requests, security measures, and housekeeping quality, ensuring a well-managed living environment for all colleagues.
 </li>
 <li>
 Implement housing policies and procedures covering arrivals, check-ins, inspections, conduct guidelines, incident handling, and periodic audits.
 </li>
 <li>
 Coordinate with Facilities, Security, and Procurement to ensure timely maintenance, utilities management, vendor performance, and continuous improvement of living conditions.
 </li>
 </ul>
 
 
 STAFF CANTEEN (COLLEAGUE DINING)
 
 
 <ul>
 <li>
 Manage the overall operations of the staff restaurant, ensuring food quality, hygiene standards, menu planning, and compliance with health and safety regulations.
 </li>
 <li>
 Work with culinary and F&amp;B support teams to design balanced meal cycles that meet nutritional, cultural, and operational needs of a diverse workforce.
 </li>
 <li>
 Oversee vendor performance (if outsourced), daily service quality, food cost control, waste management, and colleague feedback channels to ensure high satisfaction.
 </li>
 </ul>
 
 
 STAFF TRANSPORTATION
 
 
 <ul>
 <li>
 Supervise staff transportation operations, ensuring safe, reliable, and punctual colleague mobility between accommodation, Palace.
 </li>
 <li>
 Oversee route planning, bus schedules, fleet availability, and contingency planning during peak periods, special events, or shift changes.
 </li>
 <li>
 Manage vendor contracts, service-level agreements, performance evaluations, and ensure that all transport services comply with safety and regulatory requirements.
 </li>
 <li>
 Address operational challenges such as delays, capacity issues, maintenance concerns, and feedback from colleagues to continuously enhance service efficiency.
 </li>
 </ul>
 
 
 LEADERSHIP
 
 
 <ul>
 <li>
 Provide strategic leadership to the People &amp; Culture function and partner with hotel leaders to drive a high-performance culture.
 </li>
 <li>
 Lead and develop the P&amp;C team, ensuring alignment with brand standards and operational requirements.
 </li>
 <li>
 Coach department heads on performance management, talent development, and people-related decisions.
 </li>
 <li>
 Promote collaboration, service excellence, and continuous improvement across the organization.
 </li>
 </ul>
 
 
 CREATING THE FUTURE
 
 
 <ul>
 <li>
 Contribute to innovative, future-focused HR practices.
 </li>
 <li>
 Translate organizational strategy into people strategies that enable business growth.
 </li>
 <li>
 Apply analytical and problem-solving skills to drive informed decisions.
 </li>
 </ul>
 
 
 LIVING THE BRAND
 
 
 <ul>
 <li>
 Role-model the Boutique culture and ensure HR practices reinforce service excellence and individuality.
 </li>
 <li>
 Support leaders in maintaining high service and behavioral standards through hiring, training, and capability building.
 </li>
 <li>
 Represent the Palace in community and brand-building initiatives in coordination with leadership.
 </li>
 </ul>
 
 
 
 
 
 QUALIFICATIONS
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or a related field (or equivalent experience). HR certification is a plus.
 </li>
 <li>
 Proven experience as a Director of People &amp; Culture or similar role in a luxury hotel or hospitality industry.
 </li>
 <li>
 In-depth knowledge of People &amp; Culture best practices, employment laws, and labor regulations.
 </li>
 <li>
 Strong leadership and interpersonal skills, with the ability to build relationships and influence at all levels of the organization.
 </li>
 <li>
 Excellent problem-solving and decision-making abilities.
 </li>
 <li>
 Exceptional communication and presentation skills.
 </li>
 <li>
 Experience in talent acquisition, employee engagement, performance management, and organizational development.
 </li>
 <li>
 Strong match with Boutique Group Inspiring Leader capability framework.
 </li>
 <li>
 Familiarity with HR systems and software.
 </li>
 <li>
 Fluent in English &amp; Arabic.
 </li>
 <li>
 Local market experience.
 </li>
 </ul>
 
 
</div>

Director of People & Culture

Ingram Micro

<div>It's fun to work in a company where people truly BELIEVE in what they're doing!
Job Description:
Join Us at the Forefront of Sales Account Management!
We are the business behind the world&rsquo;s brands. At Ingram Micro, we&rsquo;re redefining distribution and reaching nearly 90% of the world's population. With operations in 57 countries and approximately 24,000 associates, we help businesses run better, grow faster, and achieve their sustainability goals. It's fun to work in a company where people truly BELIEVE in what they're doing!
Collaboration is at the heart of innovation. Our team drives Ingram Micro&rsquo;s innovative campaigns, highlighting our cutting-edge solutions and enabling us to maintain leadership in the technology distribution industry. We work together to shape the future of technology distribution, ensuring products reach customers efficiently and helping businesses thrive globally.
 At Ingram Micro, we are shaping the future with cutting-edge technology! We foster a culture of collaboration, transparency, and continuous improvement. Our team members are encouraged to share ideas, challenge the status quo, and work together to shape the future of technology distribution.
As a Sales Account Manager- Cisco , you&rsquo;ll play a critical role in driving and improving vendor sales while meeting both vendor and company objectives and targets. Your key responsibilities will include:
<ul><li>Establishing productive, professional relationships with key personnel in assigned partner accounts.
</li><li>Coordinating the involvement of company personnel to meet partner performance objectives and expectations.
</li><li>Meeting assigned targets for profitable sales volume and strategic objectives in assigned partner accounts.
</li><li>Leading joint partner planning processes to develop mutual performance objectives, financial targets, and critical milestones.
</li><li>Proactively assessing, clarifying, and validating partner needs on an ongoing basis.
</li></ul>What You Bring to the Role: We&rsquo;re looking for someone with:
<ul><li>1+ years of experience in IT Sales.
</li><li>Enthusiasm and a results-driven mindset with a strong will to succeed.
</li><li>A self-starter, self-motivated, and a team player.
</li><li>A strong &lsquo;customer-first&rsquo; mentality, able to utilize relationships to drive results.
</li></ul>Your Growth with Us: Joining Ingram Micro means becoming part of a global leader in technology solutions. We offer a dynamic work environment, opportunities for professional growth, and the chance to make a significant impact on the future of technology distribution. Let's shape tomorrow together.</div>

Account Manager Cisco

Adobe

Our Company
 
Changing the world through digital experiences is what Adobe’s all about. We give everyone—from emerging artists to global brands—everything they need to design and deliver exceptional digital experiences! We’re passionate about empowering people to create beautiful and powerful images, videos, and apps, and transform how companies interact with customers across every screen.
 
We’re on a mission to hire the very best and are committed to creating exceptional employee experiences where everyone is respected and has access to equal opportunity. We realize that new ideas can come from everywhere in the organization, and we know the next big idea could be yours!
 
Senior Partner Marketing Lead – Middle East
 
Location: KAFD, Riyadh
 Hours of work: 40 hours per week
 Education requirement: Degree or equivalent qualification/experience
 Experience requirement: Minimum 6 years in SaaS solution environment
 Benefits: Private medical insurance; Employee stock purchase plan; Holiday & global well-being days; Allowances plus many more.
 Application start and end date: Starting 1st Dec for approx. 4-6 weeks.
 Adobe Middle East
 Adobe in the Middle East empowers businesses and individuals through creativity and digital transformation. In Saudi Arabia, we support Vision 2030 by driving innovation, developing local talent, and enabling exceptional customer experiences. As the regional headquarters for foreign companies, Adobe serves as a strategic hub for growth and collaboration across markets. Join us to help shape the future of digital experiences in one of the world’s most dynamic economies. The Opportunity
 We are looking for a Senior Partner Marketing lead to drive our partner-led growth strategy across the Middle East, with a strong focus on the Kingdom of Saudi Arabia. This is a strategic regional role responsible for planning and executing integrated co-marketing programs with our partners to accelerate pipeline, expand market presence, and engage enterprise customers.
 This role requires deep understanding of the regional partner ecosystem, strong execution capability, and the ability to work autonomously in a growing and highly strategic market.
 What You’ll Do
 
Build and execute joint marketing plans with key partners across KSA, UAE, and Qatar to drive measurable pipeline growth.
 
Own the planning and delivery of integrated partner campaigns , including digital programs, webinars, account-based initiatives, and customer-facing experiences.
 
Lead flagship event execution with partners (e.g., Seamless KSA, LEAP, WebSummit Qatar, Adobe-hosted forums) through local agency management.
 
Manage Marketing budget planning including business case creation, approvals, compliance, and performance reporting.
 
Collaborate closely with the Partner Marketing teams, Adobe Partner Sales and Regional Marketing teams to ensure alignment on GTM strategy and revenue targets.
 
Strengthen partner readiness by providing marketing enablement, messaging, and toolkits.
 
Work closely with regional agencies to deliver excellence in event operations and campaign execution.
 
Track, analyze, and report on program performance to optimize future investments.
 
Represent Adobe Marketing in partner planning sessions, sales alignment meetings, and regional leadership discussions.
 What You Need to Succeed
 Experience & Knowledge
 
6+ years of partner marketing, channel marketing, or field marketing in enterprise technology (preferred: SaaS, Martech, Digital Experience).
 
Strong experience across the KSA, UAE, and/or Qatar markets; deep understanding of regional business culture and partner ecosystems.
 
Demonstrated ability to deliver integrated marketing programs and manage high-impact events with local agencies.
 
Experience with budget management processes, pipeline-driven marketing, and ROI analysis.
 
Background with companies such as Adobe, Braze, Sitecore, Salesforce, Oracle, Cisco, IBM, Microsoft, AWS, or similar is highly desirable.
 Skills
 
Strong project management and communication skills.
 
Ability to influence partners and internal stakeholders.
 
Comfortable working autonomously in a fast-paced, high-growth environment.
 
Arabic language skills are advantageous but not required.
 Additional Requirements
 
Based in Riyadh
 
Ability to travel within the region for partner meetings, events, and team sessions. Why Adobe
 At Adobe, you will join a company that values creativity, innovation, and personal growth. You'll be part of a diverse and dynamic team driving transformation in one of the world’s most exciting digital markets. We offer competitive benefits, career development opportunities, and a vibrant culture built on trust and collaboration.
 
Adobe is proud to be an Equal Employment Opportunity employer. We do not discriminate based on gender, race or color, ethnicity or national origin, age, disability, religion, sexual orientation, gender identity or expression, veteran status, or any other applicable characteristics protected by law. Learn more.
 
Adobe aims to make Adobe.com accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, email accommodations@adobe.com or call (408) 536-3015.

Senior Partner Marketing Lead - ME

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