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talent management sr analyst

talent management manager

Baker McKenzie

<div>
 
 
 
 The Talent /Human Resources Manager will
 
 
 manage HR operations and talent initiatives for the Saudi Arabian offices, playing a critical role in shaping the employee experience and supporting strategic business goals. The role-holder will thrive on ownership, autonomy, and execution.
 
 
 
 
 
 
 
 
 
 
 
 Main responsibilities:&nbsp;
 
 
 
 
 
 
 
 
 
 
 
 HR Operations:
 
 
 
 <ul>
 <li>
 Ensure compliance with Saudi labour laws and leverage platforms like Qiwa to manage employment contracts, Saudization, and HR documentation in line with national regulations
 </li>
 <li>
 Manage day-to-day HR activities, including payroll (Gulf HR system), benefits, HRIS, and compliance with Saudi labour laws; the Firm uses Success Factors as its global HRIS system
 </li>
 <li>
 Ensure accurate HR data management and reporting to support business decisions
 </li>
 <li>
 Maintain and update HR policies and procedures in alignment with local regulations and global standards
 </li>
 <li>
 Handle employee relations, grievances, and disciplinary matters with professionalism and discretion
 </li>
 <li>
 Support internal audits and ensure operational excellence across all HR processes
 </li>
 <li>
 Work together with the Office Manager on office / HR initiatives
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Talent Management:
 
 
 
 <ul>
 <li>
 Partner with office and Practice Group leadership to identify talent needs and support workforce planning
 </li>
 <li>
 Work with the central recruitment team (based in London) on any legal and business services roles
 </li>
 <li>
 Drive onboarding and orientation programs to ensure a smooth integration of new hires
 </li>
 <li>
 Implement performance management processes and support career development initiatives in line with the global firm standards
 </li>
 <li>
 Support learning and development initiatives on a local level
 </li>
 <li>
 Work together with HR colleagues in the MENA region to implement regional people initiatives
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Employee Engagement &amp; Culture:
 
 
 
 <ul>
 <li>
 Champion initiatives that promote employee engagement, well-being, and inclusion
 </li>
 <li>
 Conduct regular feedback sessions and support employee surveys
 </li>
 <li>
 Coordinate learning and development programs tailored to local and regional needs
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 Skills and experience:
 
 
 
 
 
 
 
 
 
 <ul>
 <li>
 A bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s or HR certification preferred)
 </li>
 <li>
 Strong HR experience, ideally within professional services or multinational environments
 </li>
 <li>
 Strong knowledge of Saudi labour law and HR best practices
 </li>
 <li>
 Proven experience in HR operations and talent management (this can be at a more junior level)
 </li>
 <li>
 Highly organized, proactive, and comfortable working independently
 </li>
 <li>
 Excellent communication and stakeholder management skills
 </li>
 <li>
 Excellent written and spoken English and Arabic communication skills
 </li>
 </ul>
 
 
 
 
 
 
 Reports to:
 
 
 
 &nbsp;
 
 
 Director of Talent Management
 
 
 
 
 
 Position type:
 
 In Market
 
 
 
 
 
 Development framework:
 
 &nbsp;
 
 
 Manager
 
 
</div>

Talent / Human Resources Manager

<div><div><div>The Talent /Human Resources Manager will manage HR operations and talent initiatives for the Saudi Arabian offices, playing a critical role in shaping the employee experience and supporting strategic business goals. The role-holder will thrive on ownership, autonomy, and execution.

This role is exclusively open for Saudi Nationals.

Fluent in both English and Arabic is essential.

Main responsibilities:

HR Operations:
<ul>
<li>Ensure compliance with Saudi labour laws and leverage platforms like Qiwa to manage employment contracts, Saudization, and HR documentation in line with national regulations</li>
<li>Manage day-to-day HR activities, including payroll (Gulf HR system), benefits, HRIS, and compliance with Saudi labour laws; the Firm uses Success Factors as its global HRIS system</li>
<li>Ensure accurate HR data management and reporting to support business decisions</li>
<li>Maintain and update HR policies and procedures in alignment with local regulations and global standards</li>
<li>Handle employee relations, grievances, and disciplinary matters with professionalism and discretion</li>
<li>Support internal audits and ensure operational excellence across all HR processes</li>
<li>Work together with the Office Manager on office / HR initiatives</li>
</ul>
Talent Management:
<ul>
<li>Partner with office and Practice Group leadership to identify talent needs and support workforce planning</li>
<li>Work with the central recruitment team (based in London) on any legal and business services roles</li>
<li>Drive onboarding and orientation programs to ensure a smooth integration of new hires</li>
<li>Implement performance management processes and support career development initiatives in line with the global firm standards</li>
<li>Support learning and development initiatives on a local level</li>
<li>Work together with HR colleagues in the MENA region to implement regional people initiatives</li>
</ul>
Employee Engagement &amp; Culture:
<ul>
<li>Champion initiatives that promote employee engagement, well-being, and inclusion</li>
<li>Conduct regular feedback sessions and support employee surveys</li>
<li>Coordinate learning and development programs tailored to local and regional needs</li>
</ul>
Skills and experience:
<ul>
<li>A bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s or HR certification preferred)</li>
<li>Strong HR experience, ideally within professional services or multinational environments</li>
<li>Strong knowledge of Saudi labour law and HR best practices</li>
<li>Proven experience in HR operations and talent management (this can be at a more junior level)</li>
<li>Highly organized, proactive, and comfortable working independently</li>
<li>Excellent communication and stakeholder management skills</li>
<li>Excellent written and spoken English and Arabic communication skills</li>
</ul>
Reports to: Director of Talent Management 
 
Position type: In Market 
 
Development framework: Manager
<div>
About us</div>

At Baker McKenzie we are different in the way we think, work and behave. With our team of 13,000 people, including over 6,500 locally admitted lawyers, in over 70 offices worldwide, we have a passionately collaborative community of 60 nationalities and are committed to world-class career development to everyone in every job at every level. Baker McKenzie can offer you both the uncompromising commitment to excellence expected of a top firm paired with a passionately global and genuinely collaborative working environment.
<div>
Additional Information</div>

Baker McKenzie is an Equal Opportunity Employer. We are committed to promoting diversity and inclusion for all. Our unique international culture is reflected in the drawing together of a worldwide family of individuals from diverse cultures and backgrounds in all of our offices. We encourage the best people to fulfil their professional aspirations with us. We are committed to ensuring an inclusive and accessible experience for all candidates.</div></div></div>

Talent /Human Resources Manager

Oliver Wyman

<div>
 
 
 Oliver Wyman is looking to bring onboard an expereiced professional as a Talent Manager (staffing / resource management) to join our IMEA Talent Management Team!
 
 
 
 
 
 
 
 This role is based out of our Riyadh Office.
 
 
 
 
 
 
 
 Job Overview:
 
 
 
 
 
 
 We are looking for an exceptional individual to join the Talent Management (TM) Team for India, Middle East and Africa. This is a highly demanding position in a fast-paced, professional services environment.
 
 
 
 
 
 The IMEA region covers several countries, and this role would be responsible for staffing, developing, retaining and managing the consultant population of 80+ individuals as well as leading on all talent related topics for at least one of the practices.
 
 
 
 
 
 This role is integral to the smooth running of the business.
 
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 
 Staffing of Projects and Practice Management
 
 
 <ul>
 <li>
 Independently staff consultants (Associates&ndash;Principals) across IMEA for selected practices (~80+ consultants)
 </li>
 <li>
 Serve as trusted business partner to Industry Heads, Office and Market Leads; secure buy‑in for staffing options and decisions.
 </li>
 <li>
 Run regular meetings with Industry Heads, Office and Market Leads
 </li>
 <li>
 Understand consultant performance, skills and development needs to facilitate a smooth staffing process
 </li>
 <li>
 Understand consultant skills, development goals and preferences in order to drive their personal development through strategic staffing
 </li>
 <li>
 Understand the pipeline of potential projects and be proactive in raising issues and concerns
 </li>
 <li>
 Team and collaborate with other Talent Managers within IMEA and in other regions to find solutions on a wide array of topics (i.e. staffing, business development etc.)
 </li>
 </ul>
 
 
 
 
 
 Talent Management
 
 
 <ul>
 <li>
 Build relationships with consultants and develop a rounded view of their capabilities, professional goals and interests
 </li>
 <li>
 Manage the information and dialogues around wellbeing and work-life balance of consultants
 </li>
 <li>
 Partner with key stakeholders in the business to discuss a wide variety of strategic priorities: practice pyramid and capacity planning, utilization, performance management, overall staffing process, engagement etc.
 </li>
 <li>
 Collaborate with Performance Management to identify training needs of consultants
 </li>
 <li>
 Collaborate with HC Operations on any HC-related topics related to pool of consultants
 </li>
 <li>
 Work closely with the Regional Head of TM to lead or get involved in a variety of Talent projects/initiatives in the IMEA region when the need arises
 </li>
 </ul>
 
 
 
 
 
 Performance Management
 
 
 <ul>
 <li>
 Understand the competency model of consultants and have discussions on ways in which they can improve their toolkit
 </li>
 <li>
 Actively engage in the Mid-Year and Year-End review process working closely with the Performance Management function and participate in review processes
 </li>
 <li>
 Work closely with the Performance Management function, reviewing consultant performance on a weekly basis discussing trends and proposed solutions with the business
 </li>
 <li>
 Partner with career advisors and consultants to develop thoughtful career discussions and plans
 </li>
 </ul>
 
 
 
 
 
 Reporting
 
 
 <ul>
 <li>
 Review and interpret reports (e.g., utilization, staffing, OW Balance) to identify trends and actions
 </li>
 <li>
 Coordinate the production of weekly consultant availability long lists and keep these up to date throughout the week
 </li>
 <li>
 Maintain accurate and timely data in Certinia (resource planning database) with TM Operations support; ensure starter/leaver, training, time‑off and any other data is accurately reflected
 </li>
 <li>
 Contribute to the monthly Timesheet Variance process
 </li>
 </ul>
 
 
 
 
 
 
 Experience Required:
 
 
 
 <ul>
 <li>
 Ideal candidates will have a bachelor&rsquo;s degree and 5+ years of relevant professional experience in a fast-paced and dynamic client services business environment, ideally from a Management Consulting or Big 4 Consulting firm
 </li>
 <li>
 Experience balancing ever-changing work demands in a challenging environment with numerous stakeholders to satisfy
 </li>
 <li>
 Proven ability to foster relationships at all levels of the organization
 </li>
 </ul>
 
 
 
 
 
 
 Skills and Attributes:
 
 
 
 <ul>
 <li>
 Excellent communication, teaming and organizational skills
 </li>
 <li>
 Ability to provide strategic guidance on any HR related area to the business
 </li>
 <li>
 Ability to create trusted relationships with stakeholders in the business
 </li>
 <li>
 Highly self-motivated with excellent interpersonal skills and the ability to work effectively with diverse personalities and different cultures
 </li>
 <li>
 Ability to juggle several tasks at once, organize, prioritize and manage own time
 </li>
 <li>
 Flexible attitude, hard-working, be prepared to step outside of job description if needed
 </li>
 <li>
 Attention to detail and high level of accuracy
 </li>
 <li>
 Ability to work with confidential data
 </li>
 <li>
 A team player able to function independently, but collaboratively, in a fast-paced environment
 </li>
 <li>
 An individual known for their enthusiasm, integrity and willingness to &ldquo;roll up their sleeves&rdquo; to get the job done, even the more mundane aspects of the job
 </li>
 </ul>
 
 
 
 
 
 
 Technical Skills:
 
 
 
 <ul>
 <li>
 Strong Word, Excel, PowerPoint and Outlook skills.
 </li>
 <li>
 Fluent in English (written and verbal)
 </li>
 <li>
 Experience working with a resource management system highly desirable
 </li>
 <li>
 Proficient with data analysis and reporting
 </li>
 </ul>
 
 
</div>

Talent Manager (Staffing / Resource Management) - Riyadh

PepsiCo

<div>
 
 Overview
 
 
 
 
 We Are PepsiCo
 
 
 
 PepsiCo products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. PepsiCo generated more than $79 billion in net revenue in 2021, driven by a complementary beverage and convenient foods portfolio that includes
 
 LAY&rsquo;S &reg;️, DORITOS &reg;️, CHEETOS &reg;️, GATORADE &reg;️, PEPSI &reg;️, QUAKER &reg;️
 
 and more. PepsiCo's product portfolio includes a wide range of enjoyable foods and beverages, including many iconic brands that generate more than $1 billion each in estimated annual retail sales.
 
 
 Guiding PepsiCo is our vision to Be the Global Leader in Beverages and Convenient Foods by Winning with PepsiCo Positive (pep+). pep+ is our strategic end-to-end transformation that puts sustainability and human capital at the center of how we will create value and growth by operating within planetary boundaries and inspiring positive change for planet and people.
 
 
 Our employees drive our culture. No two days are the same; we are dynamic and full of passionate teams that embrace new ideas through our collaborative spirit. At PepsiCo, we know that our company can only succeed when our associates and the society we serve flourishes. We are committed to fostering a diverse workforce by creating a collaborative, equitable and inclusive space where everyone, regardless of what we look like, where we come from or who we love, has a voice. At PepsiCo we create a Space to be y( )u.
 
 
 &ldquo;We are an equal opportunity employer and comply with the with the global human rights policies and equality laws in the countries we operate in, we value diversity at our company; it is an essential part of our success. We do not discriminate on the basis of age, pregnancy or marital/civil partnerships, religion or belief, gender, disability and we are Mowaamah -GOLD certified in Saudi.&rdquo;
 
 
 Learn more about our culture and life at PepsiCo: https://stories.pepsicojobs.com/
 
 
 
 Job Overview: The role serves as the central catalyst for all Talent, Learning, and Culture priorities across Middle East BU integrating strategic workforce planning, succession management, capability development, and culture transformation to build a high-performing, inclusive, and future-ready organization.
 
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Talent Management &amp; Workforce Planning
 </li>
 <li>
 Supports in designing and implementing Strategic Workforce Planning to anticipate talent needs, assess capability gaps, and ensure alignment with business strategy.
 </li>
 <li>
 Track hiring, onboarding, development, and retention trends across demographics (frontline, mid-management, senior leadership, and female talent).
 </li>
 <li>
 Supports the TM Lead in People Planning and Succession Planning discussions with HRBPs to ensure talent visibility and mobility.
 </li>
 <li>
 Identify high-potential talent and design development journeys, including stretch assignments and leadership connects.
 </li>
 <li>
 Generate insights from people analytics to support in presenting talent risks.
 </li>
 <li>
 Partner with the Global Support teams to develop LEAD, 360, and MPW insights to drive data-informed decision-making and incorporate into key talent planning venues
 </li>
 <li>
 Design and facilitate capability-building content to foster talent management initiatives across various levels of the BU
 </li>
 <li>
 Learning &amp; Development
 </li>
 <li>
 Supports the design, implementation, and tracking of Middle East Learning Strategy.
 </li>
 <li>
 Drive the TNA process to identify &amp; design differentiated/segmented learning plans for the entire population (FL/Staff/management)
 </li>
 <li>
 Consolidate functional training needs and propose an annual training agenda aligned with capability priorities.
 </li>
 <li>
 Support in designing and delivering local learning interventions (internal &amp; external), including leadership, behavioral, and functional programs.
 </li>
 <li>
 Partner with regional teams to cascade global programs and ensure standardization.
 </li>
 <li>
 Explore innovative learning methods, including digital learning tools, microlearning, and blended solutions.
 </li>
 <li>
 Design BU capability strategy via leveraging multiple forums &amp; methodologies e.g., virtual/online/ global, etc.
 </li>
 <li>
 Design &amp; govern capability interventions that address key developmental opportunities &amp; enable BU strategic talent priorities
 </li>
 <li>
 Create and manage project plans, calendars, communication, and sustainability processes to support TMOD initiatives
 </li>
 <li>
 Build &amp; certify learning vendors &amp; act as a relationship manager to ensure positive collaboration
 </li>
 <li>
 Culture &amp; Wellbeing
 </li>
 <li>
 Lead on innovative and agile interventions that meet the cultural and behavioral needs of business.
 </li>
 <li>
 Lead on BU inclusion for growth agenda, fostering culture across organization.
 </li>
 <li>
 Lead on organization employer brand strategy, inclusive of employee value proposition.
 </li>
 <li>
 Analyze and provide insights related to company feedback tools (ex, Organization Health Survey, ECI, etc.) to facilitate the development and implementation of meaningful &amp; effective action plans
 </li>
 <li>
 Partner with OHS Champions and HRBPs to drive BU-level actions and governance.
 </li>
 <li>
 Embed change management and communication plans to shift mindsets around wellbeing and inclusion.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Strategic and analytical mindset with the ability to translate data into insights.
 </li>
 <li>
 Strong stakeholder management and influencing skills.
 </li>
 <li>
 Project management and execution excellence.
 </li>
 <li>
 Expertise in modern learning methodologies and digital platforms.
 </li>
 <li>
 Cultural awareness to foster an inclusive environment.
 </li>
 <li>
 Ability to design and implement scalable capability and engagement programs.
 </li>
 <li>
 Collaborative leadership and passion for talent and culture development.
 </li>
 <li>
 Holder of a bachelor&rsquo;s degree in business administration, Organizational Development or any relevant discipline.
 </li>
 <li>
 5-6 years of experience in HR, preferably with HR generalist and/ or Talent, previous experience is a must
 </li>
 </ul>
</div>

Talent Management Sr Analyst

Bureau Veritas

<div><div><div>Purpose of Position 
<ul><li>Manage, guide, and assist direct reports to perform their functional operations in accordance with set policies and procedures.</li></ul></div><ul><li>Monitored day-to-day HR activities to ensure compliance with stipulated policies and procedures.</li><li>The position performs in line with the Bureau Veritas Quality Assurance System, including the BV Code of Ethics and the BV Group policy.</li></ul> 
Major Responsibilities 
Development and Improvement of HR Procedures: Assist in the creation and enhancement of HR procedures, guidelines, and tools for both employees and management, ensuring alignment with organizational goals and best practices in work culture and employee engagement.<ul><li>Reporting and Compliance: Provide regular reports as directed, keeping management informed of compliance efforts and operational progress. Utilize insights to drive improvements in employee engagement and retention strategies.</li><li>Policy Implementation and Continuous Improvement: Develop, implement, and continuously refine HR policies and procedures to effectively execute service requests and transactions, fostering a supportive work culture.</li><li>Auditing and Data Accuracy: Conduct regular audits across HR systems to verify data accuracy. Collaborate with the HR team to correct discrepancies, communicate with impacted teams, and implement measures to minimize future errors.</li><li>Team Leadership: Lead a team responsible for delivering first-line assistance to employees regarding HR administrative matters, ensuring timely and accurate responses to inquiries related to policies and procedures.</li><li>Operational Management: Oversee day-to-day HR operations to meet or exceed established KPIs and SLAs, fostering a culture of high performance and accountability.</li><li>System Access Management: Facilitate access requests for HR systems, ensuring appropriate levels of security and compliance.</li><li>Strategic Planning: Engage in strategic planning initiatives that align HR functions with organizational goals, with a focus on employee engagement and talent management.</li><li>Employment Law Knowledge: Maintain comprehensive knowledge of employment law to ensure compliance across all HR practices.</li><li>Talent Management: Drive talent management initiatives, focusing on career path development and succession planning to cultivate future leaders within the organization.</li><li>Team Development: Guide and mentor direct reports in their functional operations, ensuring adherence to established policies and procedures. Set performance objectives, provide ongoing support, and conduct regular evaluations and feedback sessions.</li><li>Competency Evaluation: Ensure ongoing competency assessments and performance evaluations are conducted as per schedule, identifying development needs to enhance team effectiveness.</li><li>Training and Development: Assess training and development requirements for departmental staff and recommend learning interventions to support continuous professional growth.</li><li>Continuous Improvement: Contribute to the identification of opportunities for continuous improvement in HR systems, processes, and practices, focusing on leading practices, cost reduction, and productivity enhancements.</li><li>Policy Monitoring: Monitor daily HR activities to ensure compliance with established policies and procedures, fostering a culture of integrity and excellence.</li></ul><div></div><div> 
Qualification and Experience 
<ul><li>At least 4 years of relevant experience</li></ul></div><ul><li>Bachelor\ Diploma</li></ul><div> 
Skills &amp; Qualities:</div><div><ul><li> 
Provides reports on a regular basis and as directed or requested, keeps management informed of the operation and progress of compliance efforts.</li></ul></div></div></div>

HR Supervisor

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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2182 talent management manager jobs IN Riyadh

Talent / Human Resources Manager

Talent /Human Resources Manager

Talent Manager (Staffing / Resource Management) - Riyadh

Talent Management Sr Analyst

Talent Management Sr Analyst

HR Supervisor

People Partner