Future Career Opportunities - HRBP Manager - Taif

Job Purpose The Manager - HRBP is responsible for providing HR support to the operations team in her/his assigned complex, acting as a liaison between HR and business units. This role focuses on aligning HR practices with business goals, addressing workforce needs, and implementing initiatives that enhance employee experience and organizational effectiveness in the complex. Managerial Accountabilities: Stakeholders’ Relations: - Act as SEVEN’s representative with local and enterprises to establish and maintain good working relationships with the key stakeholders within and outside SEVEN. Budget: - Comply with the budget approved in assigned unit to ensure appropriate utilization for the SEVEN’s financial resources. - Supervise the complex’s budget utilization during the year across all related functions to ensure that the spending’s are in alignment with the submitted and approved budget. Governance and Resilience: - Monitor the operational activities within his/her function to ensure their compliance with the Entertainment Operations policies and procedures. - Lead Complex’s Human Resources day-to-day operations to ensure compliance with the approved SEVEN policies & procedures. People Management: - Provides his subordinates with support, guidance, ongoing feedback and coaching to ensure their continuous improvement. - Conduct the annual appraisal evaluation in compliance with the HR policies and procedures to ensure appropriate and fair evaluation for his subordinates’ performance. Functional Accountabilities Business Partnership and Advisory: - Act as an advisor to the GM on HR matters, providing guidance on workforce planning, talent management, and organizational development. - Support the GM in identifying HR solutions that align with business goals and enhance performance. - Regularly assess business needs and adapt HR strategies to support evolving priorities in the region. Employee Relations and Engagement: - Manage employee relations in the complex, addressing conflicts, grievances, and other issues in a fair and consistent manner. - Implement engagement programs tailored to regional workforce needs, enhancing employee satisfaction and retention. - Conduct pulse checks and engagement surveys to gather feedback and address workforce concerns. Talent Management and Development: - Support talent management initiatives, including succession planning, high-potential identification, and career development. - Collaborate with the General Manager to identify training needs and implement programs that build workforce capabilities. - Ensure talent initiatives support regional goals and foster a culture of growth and development. Change Management and Organizational Development: - Implement change management initiatives, including organizational restructuring, cultural shifts, and process improvements in the complex in alignment with SEVEN’s overall HR and business objectives. - Support the complex employees in managing change effectively, providing guidance on communication, training, and transition support. - Monitor the impact of change initiatives on the workforce and make adjustments as needed. Data Analysis and Reporting - Use HR metrics to analyze workforce trends, employee turnover, and other key indicators within the region. - Prepare reports for management, summarizing HR data and providing insights for decision-making. - Utilize data-driven insights to refine HR strategies and improve regional workforce outcomes. Continuous Improvement and Best Practices - Research and adopt best practices in HR business partnership to keep SEVEN’s HR support competitive and effective. - Regularly evaluate HR processes and introduce improvements based on feedback and industry developments. - Foster a culture of continuous improvement by encouraging innovative ideas and process optimization. KNOWLEDGE & EXPERIENCE KNOWLEDGE: Minimum Qualifications: Bachelor’s degree in Human Resources, Business Administration, or a related field. Professional Certifications: Certification in HR or Business Partnership (e.g., SHRM-CP, CIPD) is preferred. Required Experience: 6+ years in HR business partnering, with expertise in employee relations, talent management, and strategic HR support. Proven experience in supporting regional or multi-site operations is highly desirable.