HR Business Partner

Job Description

Requirements

• Education
• - Bachelor's degree in Human Resources, Business Administration, or a related field.
• Experience
• - Minimum 10 years of experience in talent acquisition, employee relations, training, and development within industrial or manufacturing sectors.
• Technical Competencies
• - Strong understanding of HR policies, procedures, and employment laws
• - Proficiency in HR software and systems including HRIS and ATS platforms
• - Data analysis skills for HR metrics and reporting.
• Behavioral Competencies
• - Excellent communication and interpersonal skills
• - Strategic thinking and problem-solving abilities
• - Experience in performance management and employee development
• - Leadership skills with the ability to influence and drive change
• - Ability to build strong relationships with stakeholders at all levels.

Responsibilities

• HR Strategy & Business Partnering
• - Serve as a strategic advisor to manufacturing leadership on organisational design, workforce planning, and people-related initiatives
• - Translate business objectives and operational requirements into effective HR strategies and action plans
• - Support organisational effectiveness, employee engagement, culture, and change management initiatives
• - Provide workforce insights and recommendations to enhance productivity and business performance.
• Talent Acquisition & Workforce Planning
• - Act as the primary HR focal point for recruitment activities within the Manufacturing function
• - Partner with Talent Acquisition to ensure timely fulfilment of approved manpower requirements
• - Manage workforce planning activities and support manpower forecasting in line with operational needs
• - Monitor workforce distribution across organisational units and manpower suppliers to ensure balanced allocation and business continuity
• - Ensure compliance with Saudisation (Nitaqat) requirements and local hiring regulations
• - Resolve recruitment-related matters and coordinate hiring activities with internal stakeholders and recruitment partners
• - Manage industrial workforce requirements and ensure timely fulfilment of approved manpower needs to support operational continuity.
• HR Operations & Employee Lifecycle Management
• - Manage the end-to-end employee lifecycle, including onboarding, probation confirmation, transfers, promotions, employee movements, and offboarding
• - Ensure employee records, contracts, and HR documentation are maintained accurately and in compliance with company policies and Saudi labour law
• - Review and validate payroll-related inputs and employee benefits administration for assigned business areas
• - Serve as the first point of contact for employee relations and operational HR matters
• - Coordinate with HR Operations to ensure timely resolution of employee inquiries and issues.
• Employee Relations
• - Lead employee relations activities, including grievance handling, disciplinary actions, investigations, conflict resolution, and workplace conduct matters
• - Provide guidance to employees and managers on HR policies, procedures, and labour law requirements
• - Foster positive employee relations and maintain a productive work environment
• - Support management in addressing workforce concerns and implementing corrective actions where required.
• Compliance, Labour Law & Government Relations
• - Ensure compliance with Saudi Labour Law and all relevant regulations and statutory requirements
• - Coordinate with Government Relations regarding employee-related regulatory matters, including GOSI, Qiwa, Muqeem, Mudad, and other government platforms
• - Support audits, inspections, and compliance reviews by maintaining accurate records and documentation
• - Identify HR compliance risks and implement corrective and preventive actions.
• Performance Management & Rewards
• - Drive the performance management cycle in alignment with company objectives and timelines
• - Support managers in goal setting, performance reviews, development planning, and performance improvement initiatives
• - Provide guidance on disciplinary actions, employee development, and performance-related matters
• - Support compensation and reward initiatives in collaboration with HR leadership.
• Learning, Development & Capability Building
• - Identify capability gaps and coordinate learning and development initiatives with the Talent Development team
• - Support succession planning, talent reviews, and leadership development programmes
• - Promote employee awareness of HR programmes, policies, and development opportunities
• - Maintain an open-door approach and ensure employees have easy access to HR guidance and support.
• Stakeholder Management & Collaboration
• - Partner with Manufacturing leadership to understand business challenges and workforce requirements
• - Collaborate with Talent Acquisition, Talent Development, HR Operations, Government Relations, Finance, Legal, HSE, and other stakeholders to deliver integrated HR solutions
• - Serve as the primary HR contact for employees and managers within the assigned business area
• - Ensure consistent implementation of HR policies, procedures, and governance standards
• - Serve as the primary HR point of contact for employees at the Ras Al Khair site.

Skills Required