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business development specialist Jobs in Riyadh

business development specialist

talent management specialist

PetroApp

<div>We're looking for a Talent Acquisition &amp; Management Specialist to join our HR team and play a key role in attracting top talent while contributing to broader people development initiatives. You'll own the full recruitment cycle &mdash; from sourcing to offer &mdash; while also supporting talent management efforts such as performance management, manpower planning, and learning &amp; development.
This role is ideal for an HR professional who wants to go beyond recruiting and have a real impact on how we grow and develop our people.
What you'll be doing:<ul><li>
Manage end-to-end recruitment processes: job postings, sourcing, screening, interviewing, and offer management</li><li>
Maintain and update the recruitment planner aligned with the group's org chart and manpower plan</li><li>
Post and promote job openings across channels including Workable, LinkedIn, Jisr and others</li><li>
Coordinate with hiring managers to prioritize open roles and align on candidate profiles</li><li>
Prepare and present recruitment tracking reports and hiring analytics to drive process improvements</li><li>
Contribute to talent management activities including performance management cycles, employee relations, and L&amp;D initiatives</li><li>
Support HRIS data integrity and workforce planning efforts</li><li>
Ensure compliance with internal policies and HSE procedures</li></ul> 

Requirements 
<ul><li>
Bachelor's degree in Business Administration, Human Resources, or a related field</li><li>
2&ndash;5 years of experience in talent acquisition; exposure to talent management is a plus</li><li>
Hands-on experience with Workable or Jisr or similar ATS platforms</li><li>
Proficiency in LinkedIn Recruiter and other sourcing tools</li><li>
Strong command of English (written and spoken)</li><li>
Solid knowledge of Microsoft Office; familiarity with Slack and HRIS systems is a plus</li><li>
Understanding of talent management practices: performance management, manpower planning, rewards, and L&amp;D</li><li>
Strong organizational skills with the ability to manage multiple requisitions simultaneously</li><li>
Effective communicator with a candidate-first mindset and solid stakeholder management skills</li></ul></div>

Talent Acquisition Specialist

Reach Consulting Company

<div>We are looking for a Training &amp; Development Specialist to support a Talent Management project with one of our clients in Riyadh. The role will contribute to diagnosing capability gaps, designing development journeys, and running training operations end-to-end to ensure measurable impact. 
Job Specification:
<ul>
<li>TNA Execution: Support and run Training Needs Assessment (TNA) exercises (data collection, stakeholder interviews, analysis, and prioritization).</li>
<li>IDP Development: Contribute to Individual Development Plans (IDPs) by translating competency gaps into actionable development actions and learning paths.</li>
<li>Current State Assessment &amp; Gap Analysis: Assess current learning/training practices, map capabilities against required standards, identify gaps, and produce clear findings and recommendations.</li>
<li>Training Plans (Short &amp; Long Term): Build structured training plans and calendars aligned to organizational needs, quick wins and multi year roadmap(s).</li>
<li>Training Operations: Coordinate training delivery logistics (vendors, scheduling, nominations, attendance tracking, evaluations, documentation), and ensure smooth execution and reporting.</li>
<li>Measurement &amp; Reporting: Track training effectiveness (participation, satisfaction, completion, and impact where possible) and prepare progress reports and dashboards for stakeholders.</li></ul> 
Person Specification:
<ul>
<li>+3 years of experience in Training &amp; Development, Talent Management, L&amp;D, or similar roles, experience in HR Consultancy or Academies is a plus.</li>
<li>TNA &amp; IDP Capability: Hands on experience running TNAs and supporting and creating IDPs using competency frameworks and structured assessment methods.</li>
<li>Strong Execution: Comfortable managing multiple training activities simultaneously with strong coordination and follow through.</li>
<li>Analytical Mindset: Able to conduct gap analysis, translate data into practical plans, and present insights clearly.</li>
<li>Communication Skills: Strong stakeholder management skills and ability to work with cross functional teams and senior counterparts.</li>
<li>Arabic Speaker with strong English proficiency.</li>
<li>Tools: Comfortable with Excel, PowerPoint, LMS, Project Management Tools e.g. ClickUp</li></ul></div>

Training and Development 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

PetroApp | بتروآب

<div>
 We're looking for a Talent Acquisition &amp; Management Specialis
 
 t
 
 to join our HR team and play a key role in attracting top talent while contributing to broader people development initiatives. You'll own the full recruitment cycle &mdash; from sourcing to offer &mdash; while also supporting talent management efforts such as performance management, manpower planning, and learning &amp; development.
 
 
 This role is ideal for an HR professional who wants to go beyond recruiting and have a real impact on how we grow and develop our people.
 
 
 
 What you'll be doing:
 
 
 
 <ul>
 <li>
 Manage end-to-end recruitment processes: job postings, sourcing, screening, interviewing, and offer management
 </li>
 <li>
 Maintain and update the recruitment planner aligned with the group's org chart and manpower plan
 </li>
 <li>
 Post and promote job openings across channels including Workable, LinkedIn, Jisr and others
 </li>
 <li>
 Coordinate with hiring managers to prioritize open roles and align on candidate profiles
 </li>
 <li>
 Prepare and present recruitment tracking reports and hiring analytics to drive process improvements
 </li>
 <li>
 Contribute to talent management activities including performance management cycles, employee relations, and L&amp;D initiatives
 </li>
 <li>
 Support HRIS data integrity and workforce planning efforts
 </li>
 <li>
 Ensure compliance with internal policies and HSE procedures
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor's degree in Business Administration, Human Resources, or a related field
 </li>
 <li>
 2-5 years of experience in talent acquisition; exposure to talent management is a plus
 </li>
 <li>
 Hands-on experience with Workable or Jisr or similar ATS platforms
 </li>
 <li>
 Proficiency in LinkedIn Recruiter and other sourcing tools
 </li>
 <li>
 Strong command of English (written and spoken)
 </li>
 <li>
 Solid knowledge of Microsoft Office; familiarity with Slack and HRIS systems is a plus
 </li>
 <li>
 Understanding of talent management practices: performance management, manpower planning, rewards, and L&amp;D
 </li>
 <li>
 Strong organizational skills with the ability to manage multiple requisitions simultaneously
 </li>
 <li>
 Effective communicator with a candidate-first mindset and solid stakeholder management skills
 </li>
 </ul>
</div>

Maaden

<div>
 
 
 Job Purpose
 
 
 
 The purpose of this role is to support the effective execution of succession planning and talent review processes across Maaden by maintaining accurate talent data and dashboards that inform leadership decision-making. The position is responsible for coordinating assessments and development plans for identified successors, ensuring a strong pipeline of future leaders. Additionally, this role benchmarks best practices in the mining and industrial sectors to continuously enhance Maaden&rsquo;s talent management strategies.
 
 
 
 Key Accountabilities
 
 
 <ul>
 <li>
 Support the design and implementation of succession planning frameworks to ensure a robust leadership pipeline.
 </li>
 <li>
 Maintain and update talent databases, dashboards, and reports to provide insights for leadership decisions.
 </li>
 <li>
 Coordinate leadership assessments, psychometric tools, and feedback processes for identified successors.
 </li>
 <li>
 Track and monitor individual development plans for high-potential employees and successors.
 </li>
 <li>
 Collaborate with HR Business Partners and line managers to align succession and talent strategies with business needs.
 </li>
 <li>
 Ensure all processes adhere to internal policies and regulatory requirements.
 </li>
 <li>
 Support the implementation and optimization of HR systems for succession and talent management.
 </li>
 <li>
 Identify opportunities to enhance processes, tools, and methodologies for talent reviews and succession planning.
 </li>
 <li>
 Prepare periodic reports and presentations for senior leadership on succession and talent metrics.
 </li>
 </ul>
 
 
 
 
 
 Minimum Qualifications, Experience and Competencies
 
 
 
 
 Minimum Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, or a related field.
 </li>
 <li>
 Professional certification in HR (such as CIPD, SHRM, Psychologist or Psychometrist or equivalent) is preferred.
 </li>
 </ul>
 
 Minimum Experience:
 
 <ul>
 <li>
 5&ndash;7 years of progressive experience in talent management, succession planning, assessments, assessment and development centers or organizational development.
 </li>
 </ul>
 
 
</div>

Senior Specialist, Succession and Talent Reviews

Edwards Lifesciences

<div>Make a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you&rsquo;ll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives
The Senior HR Specialist, EEMEA plays a key role in supporting the region&rsquo;s growth and geographic expansion. The role partners with Business Leaders and cross functional teams (Legal &amp; Compliance, Finance, Operations) to enable new country openings, strengthen HR capabilities in existing markets, and ensure all people related processes and infrastructure are in place for a compliant and successful launch. 
 
How you will make an impac t : 
 
- Regional Growth &amp; Expansion Support:
<ul><li>Support HR workstreams for new‑country openings , including entity set‑up, compensation/benefits benchmarking, contract frameworks, and compliance readiness.
</li><li>Partner with business leaders to translate expansion plans into workforce, HR ops, and capability requirements.
</li><li>Ensure all HR processes (recruitment, onboarding, payroll, benefits, employee relations) are scalable and compliant across Middle Eastern markets.
</li></ul>- Strategic HR Operations &amp; Compliance :
<ul><li>Ensure consistent and compliant execution of the HR lifecycle across the region. Maintain strong governance across employee documentation, visa/work permit processes, HR data management, and labor‑law requirements.
</li></ul>- Recruitment &amp; Talent Acquisition Support :
<ul><li>Partner with Talent Acquisition and business leaders to plan and execute recruitment aligned with regional growth and capability needs.
</li></ul><ul><li>Capability Building &amp; Learning Programs:
</li></ul><ul><li>Identify future capability needs by partnering with business and HR leadership.
</li></ul>- Vendor &amp; Third‑Party Management:
Partner with payroll providers, visa partners, insurance brokers, relocation firms, and other external vendors to ensure high‑quality service delivery. Review and update service level agreements; monitor performance and resolve escalations. 
<ul><li>
</li></ul> 
What you&rsquo;ll need:
<ul><li>Bachelor's Degree in Human Resources Management or Business Administration or related field
</li>5-10 years experience in Human Resources, including employee relations 
<li>
</li></ul> 
What else we look for:
<ul><li>Proven expertise in usage of MS Office Suite and HR systems (Workday Preferred)
</li><li>Excellent written and verbal communication skills and interpersonal skills including consultative and relationship management skills with ability to drive achievement of objectives
</li><li>Demonstrated conflict resolution skills
</li><li>Strong leadership skills with demonstrated ability to influence change
</li><li>Proven success adhering to and leading project schedules and managing projects
</li><li>Excellent presentation and facilitation skills
</li><li>Able to read, comprehend, write, and speak English
</li><li>Extensive knowledge and understanding of HR functional areas including: Talent Acquisition, Compensation, Benefits, Payroll, Leadership Development and Organizational Development
</li><li>Extensive knowledge and understanding of EW policies, procedures, and requirements
</li><li>Extensive knowledge and understanding of applicable federal and state employment laws and compliance implications
</li><li>Excellent knowledge of MS Office Suite and working knowledge of HR systems (e.g. PeopleSoft, Taleo)
</li><li>Substantial problem-solving, organizational, analytical and critical thinking skills
</li><li>Substantial negotiation and conflict resolution skills
</li><li>Strong leadership skills and ability to influence change
</li><li>Ability to build and maintain strong relationships across the organization
</li><li>Ability to manage competing priorities in a fast paced environment
</li><li>Ability to assess risks, analyze situations and determine next course of action
</li><li>Ability to manage internal and external confidential information with utmost discretion
</li><li>Strict attention to detail
</li><li>Ability to interact professionally with all organizational levels
</li><li>Must be able to work in a team environment, including inter-departmental teams, assigned client group(s), and key contacts representing the organization on contracts or projects
</li><li>Ability to build productive internal/external working relationships
</li><li>Ability to interact with senior internal and external personnel on significant matters often requiring coordination between organizations
</li><li>Adhere to all company rules and requirements (e.g., pandemic protocols, Environmental Health &amp; Safety rules) and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control</li></ul></div>

Senior HR Specialist, EEMEA

Marriott International

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 26027453
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 W Riyadh - KAFD, Area 1 Al Aqeeq Street Financial District, Riyadh, Saudi Arabia, Saudi Arabia, 13519VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing the Human Resources Strategy
 
 
 
 <ul>
 <li>
 Executes and follows-up on engagement survey related activities.
 </li>
 <li>
 Champions and builds the talent management ranks in support of property and region diversity strategy.
 </li>
 <li>
 Translates business priorities into property Human Resources strategies, plans and actions
 </li>
 <li>
 Implements and sustains Human Resources initiatives at the property.
 </li>
 <li>
 Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
 </li>
 <li>
 Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
 </li>
 <li>
 Creates value through proactive approaches that will affect performance outcome or control cost.
 </li>
 <li>
 Monitors effective use of myHR by property managers and employees.
 </li>
 <li>
 Leads and participates in succession management and workforce planning.
 </li>
 <li>
 Responsible for Human Resources strategy and execution.
 </li>
 <li>
 Serves as key change manager for initiatives that have high employee impact.
 </li>
 <li>
 Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
 </li>
 <li>
 Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
 
 
 </li>
 </ul>
 
 Managing Staffing and Recruitment Process
 
 
 
 <ul>
 <li>
 Analyzes open positions to balance the development of existing talent and business needs.
 </li>
 <li>
 Serves as coach and expert facilitator of the selection and interviewing process.
 </li>
 <li>
 Surfaces opportunities in work processes and staffing optimization.
 </li>
 <li>
 Makes staffing decisions to manage the talent cadre and pipeline at the property.
 </li>
 <li>
 Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
 </li>
 <li>
 Monitors sourcing process and outcomes of staffing process.
 </li>
 <li>
 Ensures managers are competent in assessing and evaluating hourly staff.
 
 
 </li>
 </ul>
 
 Managing Employee Compensation Strategy
 
 
 
 <ul>
 <li>
 Remains current and knowledgeable in the internal and external compensation and work competitive environments.
 </li>
 <li>
 Leads the planning of the hourly employee total compensation strategy.
 </li>
 <li>
 Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
 </li>
 <li>
 Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
 </li>
 <li>
 Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
 
 
 </li>
 </ul>
 
 Managing Staff Development Activities
 
 
 
 <ul>
 <li>
 Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).
 </li>
 <li>
 Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
 </li>
 <li>
 Serves as resource to property Human Resources staff on employee relations questions and issues.
 </li>
 <li>
 Continually reinforces positive employee relations concepts.
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 W Hotels&rsquo; mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We&rsquo;re here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests&rsquo; passions to life. If you are original, innovative, and always looking towards the future of what&rsquo;s possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Dir-Human Resources-A

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1371 talent management specialist jobs In Riyadh

Talent Acquisition Specialist

Training and Development Specialist

People Partner

Talent Acquisition Specialist

Senior Specialist, Succession and Talent Reviews

Senior HR Specialist, EEMEA

Dir-Human Resources-A