project manager

sales manager

marketing manager

commercial manager

human resources manager

recruitment manager

Social Care Jobs

Role Overview As the Senior Recruitment Manager, you will lead the strategic talent acquisition engine for Social Care Jobs. You are responsible for designing and executing high-volume, high-quality recruitment campaigns to supply the Kingdom's premier hospitals, rehabilitation centers, and social care facilities. This role requires a master of international healthcare staffing who can navigate complex licensing requirements while building a sustainable pipeline of world-class medical talent.Key Responsibilities<ul><li>Strategic Talent Acquisition: Develop and implement 360-degree recruitment strategies to meet the staffing demands of major Saudi healthcare providers and giga-projects.</li><li>International Pipeline Management: Lead global sourcing initiatives across Europe, Southeast Asia, and the MENA region to secure specialized medical and social care professionals.</li><li>Regulatory Compliance: Oversee the end-to-end credentialing process, ensuring all candidates meet SCFHSdataflow and licensing standards before mobilization.</li><li>Client Relationship Management: Act as the primary advisor to C-suite stakeholders at Tier-1 hospitals and government health entities, providing data-driven market insights and salary benchmarking.</li><li>Process Optimization: Implement advanced AI-driven recruitment technologies and ATS systems to reduce &quot;Time-to-Hire&quot; while maintaining rigorous quality control.</li><li>Team Leadership: Direct and mentor a team of specialized recruiters and onboarding coordinators, fostering a high-performance, target-driven culture.</li></ul>Requirements<ul><li>Experience: 12+ years in Recruitment or Human Resources, with at least 5 years in a senior leadership role specifically within Healthcare or Social Care staffing in the GCC.</li><li>Education: Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Business Administration, or a related field (CIPD/SHRM certification highly preferred).</li><li>Market Expertise: Deep understanding of the Saudi Labor Law, Qiwa platform, MHRSD regulations, and the healthcare licensing landscape in KSA.</li><li>Network: An established global network of healthcare partners and a proven track record of managing multi-million riyal recruitment contracts.</li><li>Soft Skills: Exceptional negotiation capabilities, emotional intelligence, and the ability to manage complex logistics for international relocations.</li><li>Language: Professional fluency in English is mandatory; professional Arabic is a significant advantage for local government and client liaison.</li></ul>Compensation &amp; Benefits<ul><li>Annual Package: SAR 848,449.24</li><li>Executive Benefits:</li><li>Performance Bonus: Annual incentive based on placement targets and client retention.</li><li>Family Medical: Premium global private insurance for the employee and immediate family.</li><li>Travel: Annual business class airfare to the home country for the family.</li><li>Allowances: Executive-tier housing and transport allowances (typically bundled into the total package).</li><li>End-of-Service: Statutory gratuity as per Saudi Labor Law (Tax-Free).</li></ul>Job Type: Full-timeWork Location: In person

Senior Recruitment Manager

Linyi Hongda Yafei Automobile Trading Co., Ltd.

<div>
 
 职位名称： 人力资源主管（沙特）
 
 
 工作地点： 利雅得
 
 
 
 
 <ul>
 <li>
 岗位职责要点：
 </li>
 </ul>
 <ol>
 <li>
 招聘为主：全流程招聘（蓝领至高管），使用本地渠道（Bayt、Jadara、Taqat、Qiwa、Muqeem等），落实沙化政策。
 </li>
 <li>
 法律合规：精通沙特劳动法、GOSI、Mudad、Qiwa、Muqeem系统，处理合同、签证、Iqama、离职结算等。
 </li>
 <li>
 员工关系：处理员工咨询、冲突、绩效评估，组织符合当地文化的员工活动。
 </li>
 <li>
 人脉资源：利用现有与招聘机构、商会、培训中心、政府机构（如HRDF）的关系，支持招聘与沙化目标。
 </li>
 </ol>
 
 
 
 <ul>
 <li>
 任职要求：
 </li>
 </ul>
 <ol>
 <li>
 本科，HR、工商管理或法律相关专业。
 </li>
 <li>
 3-5年沙特本地HR经验，其中至少2年招聘经验。
 </li>
 <li>
 熟悉沙特劳动法、社保法及Qiwa、Muqeem等政府系统操作。
 </li>
 <li>
 擅长使用本地招聘渠道，有现成的招聘中介、大学、培训中心等资源。
 </li>
 <li>
 阿拉伯语和英语沟通流利（必须）。
 </li>
 <li>
 需要持有沙特合法工作身份
 </li>
 </ol>
 
 
 
 
 
 Job Title: Human Resources Manager (Saudi Arabia)
 
 
 
 
 Location: Riyadh
 
 
 
 
 Key Responsibilities:
 
 
 <ol>
 <li>
 
 Recruitment-focused role
 
 : Manage end-to-end recruitment across all levels (blue-collar to senior executives) . Utilize local recruitment channels (Bayt, Jadara, Taqat, Qiwa, Muqeem, etc.) . Ensure full compliance with Saudization (Nitaqat) requirements.
 </li>
 <li>
 
 Labor Law &amp; Compliance
 
 : Strong expertise in Saudi Labor Law, GOSI, Mudad, Qiwa, and Muqeem systems. Handle employment contracts, visa processing, Iqama issuance, employee exits, and final settlements
 </li>
 <li>
 
 Employee Relations
 
 : Handle employee inquiries, conflict resolution, and performance management. Organize employee engagement activities aligned with local cultural practices a
 </li>
 <li>
 
 Network &amp; Stakeholder Management
 
 : Leverage existing relationships with recruitment agencies, chambers of commerce, training centers, and government entities (e.g., HRDF) : Support recruitment execution and Saudization targets through local partnerships
 </li>
 </ol>
 
 
 Requirements:
 
 
 <ol>
 <li>
 Bachelor&rsquo;s degree in HR, Business Administration, Law, or related field
 </li>
 <li>
 3&ndash;5 years of HR experience in Saudi Arabia, including at least 2 years in recruitment
 </li>
 <li>
 Strong knowledge of Saudi Labor Law, social insurance regulations, and hands-on experience with Qiwa and Muqeem systems
 </li>
 <li>
 Proven experience using local recruitment channels and established networks with agencies, universities, and training centers
 </li>
 <li>
 Fluent in both Arabic and English (mandatory)
 </li>
 <li>
 Must hold valid legal work authorization in Saudi Arabia
 </li>
 </ol>
 
 
</div>

Human Resource Manager

alfanar

<div>
 Job description:
 
 
 Job Purpose
 
 This position exists to perform recruitment process required by the assigned division efficiently, in timely manner and quality standards as per the defined policies and procedures to achieve departmental operational plans and developments.
 
 Key Accountability Areas
 
 Manpower Planning:
 
 <ul>
 <li>
 Support line managers to determine deliver staffing manpower needs.
 </li>
 </ul>
 
 Candidates Sourcing:
 
 <ul>
 <li>
 Support in utilizing all recruitment recourses (recruitment agencies, e-recruitment, direct sourcing&hellip;etc.).
 </li>
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 Support in posting jobs over the job boards in a proper format.
 </li>
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 Support in acquiring new CV through networking with other agencies.
 </li>
 <li>
 Support in liaising between the business and overseas Recruitment Agencies on all matters relating to overseas recruitment.
 </li>
 <li>
 Support in liaising with the local colleges, institutions, university by establishing good report in order to promote better industry-institute interaction.
 </li>
 <li>
 Support in Organizing the Career day event at the colleges by liaising with the institution, colleges, in order to recruit the merit candidates.
 </li>
 </ul>
 
 Selection Interviews:
 
 <ul>
 <li>
 Support in reviewing, screening, pre-interview applicants for positions as and when required accordingly to established guideline and procedures with full co-ordination with related departments.
 </li>
 <li>
 Support in searching, attracting and sourcing qualified candidates for different positions.
 </li>
 <li>
 Support in &nbsp;conducting Initial Interviews to shortlist the best qualified candidates.
 </li>
 <li>
 Coordinate between recruitment and different departments for the final interview all related matters.
 </li>
 <li>
 Support in carrying out the employment approval process to extend offer to selected candidates.
 </li>
 </ul>
 
 Recruitment Process:
 
 <ul>
 <li>
 Support the recruitment process for internal external (Clients) requirements. Identifying vacancies, receiving requirements, from the initial stages of identifying a vacancy through to mobilization of the candidate into the role using selected recruitment channels.
 </li>
 <li>
 Discuss with relevant Division coordinators / Managers, approved recruitment requisitions and prepare a recruitment plan of action for each projects.
 </li>
 <li>
 Follows up with offered candidates and prepare recruitment contracts.
 </li>
 </ul>
 
 Recruitment database:
 
 <ul>
 <li>
 Update, maintain and operate the application database by gathering potential candidates for prospective positions in the future
 </li>
 <li>
 Searching on job boards, internet for qualified candidates.
 </li>
 </ul>
 
 Recruitment Reports:
 
 <ul>
 <li>
 Updating the recruitment status by interacting with the internal and external consultants to ensure timely information
 </li>
 <li>
 Prepare and distribute weekly &nbsp;monthly activity report to all division / managers and senior management, covering recruitment section activities, as required by current procedures.
 </li>
 </ul>
 Role Accountability
 
 HR Proficiency:
 
 <ul>
 <li>
 Ability to obtain updated soft and technical skills related to the job
 </li>
 <li>
 To have a vision and a plan for the career path and how to achieve it.
 </li>
 </ul>
 
 Delivery:
 
 <ul>
 <li>
 Perform the planned activities to meet the operational and development targets as per delivery schedules.
 </li>
 <li>
 Utilize resources effectively to achieve objectives within efficient cost and time.
 </li>
 <li>
 Provide a periodic report formatted by detailing the deviation and execution of planned tasks.
 </li>
 </ul>
 
 Problem-Solving:
 
 <ul>
 <li>
 Solve any related problems arise and escalate any complex operational issues.
 </li>
 </ul>
 
 Quality:
 
 <ul>
 <li>
 Ensure quality requirements to develop effective quality control and processes including specifications for products or processes or related activities.
 </li>
 </ul>
 
 Business Process Improvements:
 
 <ul>
 <li>
 Coordinate well-defined written systems, policies, procedures, and seek automations opportunities as much as possible.
 </li>
 </ul>
 
 Compliance:
 
 <ul>
 <li>
 Comply to related policy and procedures and work instructions.
 </li>
 </ul>
 
 Health, Safety, and Environment:
 
 <ul>
 <li>
 Ensure compliance of relevant safety, quality, and environmental management procedures and controls within defined area of work activity to guarantee safety, legislative compliance, and delivery of high-quality products/services.
 </li>
 </ul>
 Academic Qualification Bachelor Degree in Human Resources or Any relevant field Work Experience 2 to 4 Years Technical / Functional Competencies Recruitment Advertising Recruitment Compensation Analysis Recruitment Counseling Recruitment Interviewing Recruitment Negotiating
 
 
 Profile description:
 
 
 
 Alfanar is a Saudi company with an international presence, primarily engaged in the manufacturing and trading of a wide variety of low, medium, and high voltage electrical products, in addition to its portfolio of conventional and renewable energy solutions, oil and gas, water treatment, infrastructure, technical services, and digital solutions.
 
 
 &nbsp;
 
 
 The hub of alfanar&rsquo;s manufacturing operations is Medinet alfanar Alsinaiya, a 700,000 square-meter complex located in Riyadh. The complex houses an array of ultra-modern manufacturing facilities and laboratories equipped with state-of-the-art technologies and staffed with highly skilled professionals.
 
 
 &nbsp;
 
 
 alfanar derives its success from its commitment to providing the highest quality standards to its customers, and the continuous development of its human capital, who alfanar considers its most valuable asset. With this in mind, alfanar promotes a proactive work environment where its employees are always valued, nurtured, and empowered to fuel their pride in being part of alfanar.
 
 
 &nbsp;
 
 
 For more information about alfanar, please visit alfanar.com
 
</div>

Recruitment Specialist

Confidential Careers

<div>
 
 Key Accountabilities:
 
 <ul>
 <li>
 
 Organization Development:
 
 </li>
 </ul>
 
 Prepare, update, and maintain job descriptions and job families to clarify roles, responsibilities, and requirements.
 
 
 Implement job evaluation processes to ensure fair and transparent assessments of all roles.
 
 
 Conduct span of control analyses and collaborate on restructuring projects to optimize organizational efficiency
 
 
 
 
 <ul>
 <li>
 
 Manpower planning:
 
 </li>
 </ul>
 
 Prepare short- and long-term manpower plans closely with Finance and end-users in alignment with the People &amp; Culture strategy to enable the achievement of company strategic and operational plans.
 
 
 Manage the preparation and implementation action plans of organizational structure changes in People &amp; Culture System
 
 
 
 
 <ul>
 <li>
 
 Talent acquisition:
 
 </li>
 </ul>
 
 Develop and implement recruitment strategies to attract and select top talent.
 
 
 Manage the full recruitment lifecycle, including sourcing candidates, scheduling interviews, and coordinating the selection process.
 
 
 Collaborate with hiring managers to understand staffing needs and align recruitment efforts with organizational goals.
 
 
 Enhance the employer brand through recruitment marketing and engagement initiatives.
 
 
 Analyze recruitment metrics (e.g., time-to-hire, cost-per-hire) to optimize processes and improve candidate experience.
 
 
 Enhance the employer brand through recruitment marketing and engagement initiatives.
 
 
 Analyze recruitment metrics (e.g., time-to-hire, cost-per-hire) to optimize processes and improve candidate experience.
 
 
 
 
 
 
 QUALIFICATIONS
 
 
 
 
 
 
 Bachelor&rsquo;s degree in human resources, Business Administration, or related field.
 
 
 
</div>

Organization Development & Talent Acquisition Administrator -Tamheer

EjadTech - إيجاد التقنية

<div>
 
 
 Job Purpose
 
 
 
 Lead and develop the organization&rsquo;s talent acquisition and workforce management function to ensure the attraction of high-caliber talent and maintain organizational workforce readiness. This role is responsible for developing effective talent acquisition strategies, workforce planning, analyzing organizational staffing needs, managing recruitment budgets, evaluating employee capabilities and performance, and strengthening professional partnerships to support the company&rsquo;s strategic objectives and growth plans.
 
 
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 1. Strategic Workforce Planning &amp; Talent Acquisition
 
 
 
 * Develop and implement talent acquisition strategies aligned with the company&rsquo;s strategic and operational objectives.
 
 
 * Lead workforce planning initiatives and analyze current and future staffing requirements in coordination with executive management and business units.
 
 
 * Analyze market trends and competitor practices to develop innovative recruitment solutions that enhance the company&rsquo;s competitive positioning.
 
 
 * Build proactive talent pipelines for critical and hard-to-fill positions.
 
 
 * Develop employer branding initiatives to strengthen the company&rsquo;s reputation as an employer of choice.
 
 
 
 
 
 
 2. Recruitment &amp; Talent Acquisition Operations
 
 
 
 * Oversee the full recruitment lifecycle from manpower request initiation through onboarding and joining.
 
 
 * Ensure the implementation of best practices and professional standards across sourcing, assessment, selection, and hiring processes.
 
 
 * Develop and enhance recruitment policies and procedures to improve operational efficiency and quality of hires.
 
 
 * Monitor the effectiveness of recruitment channels, agencies, and vendors while evaluating return on investment.
 
 
 * Lead candidate negotiation processes and manage job offers to ensure alignment between talent quality and budget considerations.
 
 
 
 
 
 
 3. Talent Evaluation, Performance Analysis &amp; Workforce Assessment
 
 
 
 * Lead employee capability and performance evaluation processes in coordination with various departments.
 
 
 * Analyze organizational structures and performance levels to identify workforce gaps and future staffing requirements.
 
 
 * Assess the effectiveness of existing employees and their alignment with business objectives and role expectations.
 
 
 * Evaluate vacancies and critical positions to identify needs related to replacement, succession planning, restructuring, or workforce optimization.
 
 
 * Provide strategic recommendations to executive management regarding talent retention, workforce development, and targeted replacement hiring when required.
 
 
 * Contribute to succession planning initiatives and identify high-potential talent to ensure business continuity and organizational sustainability.
 
 
 * Prepare analytical reports covering workforce readiness, performance indicators, talent retention risks, and future hiring needs.
 
 
 
 
 
 
 4. Budget Management &amp; Reporting
 
 
 
 * Develop and manage recruitment and talent acquisition budgets while ensuring cost optimization and efficient resource utilization.
 
 
 * Analyze recruitment and workforce KPIs and provide improvement recommendations to senior management.
 
 
 * Prepare executive and operational reports on recruitment progress, hiring efficiency, and achievement of workforce targets.
 
 
 
 
 
 
 5. Professional Partnerships &amp; Stakeholder Management
 
 
 
 * Build and manage strategic relationships with recruitment firms, educational institutions, consulting firms, and professional platforms.
 
 
 * Represent the company at recruitment events, career fairs, and talent acquisition initiatives.
 
 
 * Strengthen internal collaboration with executive leadership and department heads to ensure accurate understanding of operational and strategic workforce needs.
 
 
 
 
 
 
 6. Leadership &amp; Team Management
 
 
 
 * Lead, mentor, and develop the talent acquisition team to enhance operational and professional capabilities.
 
 
 * Promote a culture of performance excellence, accountability, quality, and efficiency.
 
 
 * Oversee task allocation, execution of departmental plans, and achievement of functional objectives.
 
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 
 * Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; Master&rsquo;s degree is preferred.
 
 
 * Minimum of 8 years of experience in talent acquisition and recruitment, including leadership experience.
 
 
 * Strong expertise in workforce planning, talent acquisition strategies, and talent management.
 
 
 * Experience in employee capability assessment, performance analysis, and workforce planning.
 
 
 * Experience managing recruitment budgets and workforce-related KPIs.
 
 
 * Previous experience within technology companies, consulting firms, telecommunications companies, or fast-paced environments is highly preferred.
 
 
 * Advanced knowledge of HR systems and Applicant Tracking Systems (ATS).
 
 
 
 
 
 
 Required Skills
 
 
 
 * Strategic thinking and advanced analytical capabilities.
 
 
 * Strong leadership and people management skills.
 
 
 * Decision-making and executive recommendation capabilities.
 
 
 * Excellent communication, negotiation, and presentation skills.
 
 
 * Strong stakeholder and partnership management abilities.
 
 
 * Advanced reporting, analytics, and data interpretation skills.
 
 
 * Deep understanding of labor market trends and talent acquisition best practices.
 
</div>

Talent Acquisition Manager

Confidential Government

<div>
 
 Join a leading organization in the educational sector in Riyadh as a Talent Acquisition Specialist within the Human Capital team.
 
 
 About the Role
 
 
 
 
 
 
 
 
 You will design and execute the recruitment plan, attract top talent, and apply best practices in workforce planning for both internal employees and outsourced project staff with operating partners.
 
 
 
 
 
 
 
 
 
 
 
 Key Responsibilities
 
 <ul>
 <li>
 Analyze and identify hiring needs across departments and projects in coordination with department managers.
 </li>
 <li>
 Prepare the annual recruitment budget and workforce planning, and submit related reports to the Talent Management Manager.
 </li>
 <li>
 Execute the approved recruitment plan in line with Human Capital policies and procedures.
 </li>
 <li>
 Design and propose initiatives, workshops, and on-the-job training programs to attract talent.
 </li>
 <li>
 Stay current with global recruitment strategies, workforce planning methods, and sourcing channels.
 </li>
 <li>
 Build strong partnerships with recruitment service providers and work to reduce hiring costs.
 </li>
 <li>
 Manage end-to-end outsourcing recruitment for project staff with operating companies, ensuring full compliance with legal and contractual requirements.
 </li>
 <li>
 Screen candidates, provide feedback, and conduct first-level interviews based on standard evaluation criteria.
 </li>
 <li>
 Negotiate salaries and benefits with selected candidates and issue job offers with full details.
 </li>
 <li>
 Secure top-tier candidates academically, technically, and professionally while maintaining budget efficiency.
 </li>
 <li>
 Build and update a talent and competency database for current and future hiring needs.
 </li>
 <li>
 Prepare periodic recruitment and workforce reports with analytics to support executive decision-making.
 </li>
 </ul>
 
 
 
 
 Qualifications
 
 <ul>
 <li>
 Bachelor's degree, preferably in Human Resources.
 </li>
 <li>
 3+ years of experience in Human Resources, including 1 to 2 years in recruitment and talent acquisition.
 </li>
 <li>
 Professional HR certification preferred, with specialization in recruitment and talent acquisition.
 </li>
 </ul>
 
 
 
 
 Core Competencies
 
 <ul>
 <li>
 Recruitment and selection
 </li>
 <li>
 Talent attraction and management
 </li>
 <li>
 Workforce and outsourcing planning
 </li>
 <li>
 Organizational development
 </li>
 <li>
 Training and development
 </li>
 <li>
 Compensation and benefits
 </li>
 <li>
 Employee relations
 </li>
 <li>
 Project management
 </li>
 <li>
 Communication and reporting skills
 </li>
 <li>
 Creativity and continuous improvement
 </li>
 </ul>
 
 
</div>

Talent Acquisition Specialist

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

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