Regional HR Manager (MEA)

Position Summary The Regional HR Manager (MEA) is responsible for driving and overseeing HR Operations, Compliance & Governance, Compensation & Benefits, and Employee Relations across the MEA region. This role serves as a strategic HR partner to regional business leaders, ensuring compliant, efficient, and scalable HR practices that support organizational growth while effectively managing people-related risks. Key Responsibilities 1.HR Operations & Shared Services HR Operations Management • Lead and manage end-to-end HR operations across the Middle East and Africa region, ensuring efficient, standardized, and high-quality HR service delivery. • Establish and continuously optimize regional HR operational processes, policies, and service standards. • Oversee the entire employee lifecycle, including onboarding, confirmation, personnel changes, transfers, promotions, expatriate management, and offboarding. • Ensure timely and accurate employee data management, personnel documentation, and HRIS maintenance. • Develop and implement HR operational governance mechanisms, service-level agreements (SLA), and operational KPIs. • Drive HR process automation and digitalization initiatives to improve operational efficiency and employee experience. • Manage regional HR vendors and shared service providers to ensure service quality and cost effectiveness. HR Shared Services • Build and optimize regional HR shared service frameworks and delivery models. • Standardize HR services and workflows across countries while balancing local compliance requirements. • Establish employee self-service and manager self-service processes to enhance HR service efficiency. • Monitor HR service performance and continuously improve employee satisfaction. 2. HR Compliance & Governance Employment Compliance • Ensure full compliance with labor laws, employment regulations, immigration requirements, and statutory obligations across all MEA countries. • Monitor legislative and regulatory developments and assess business impact proactively. • Partner with Legal and external counsel to manage employment-related legal matters and labor disputes. HR Governance • Develop, review, and update regional HR policies, employee handbooks, codes of conduct, and governance frameworks. • Establish HR control mechanisms and compliance monitoring processes. • Conduct periodic HR compliance audits and implement corrective action plans. • Ensure employment contracts, policy documents, and HR practices align with local regulatory requirements. • Support internal and external audits related to HR operations and compliance. Risk Management • Identify HR-related operational and compliance risks and develop mitigation strategies. • Ensure proper documentation, record retention, and audit readiness across the region. • Advise management on labor law implications and employment risk exposure. 3. Compensation & Benefits Compensation Management • Design and implement competitive compensation strategies aligned with business objectives and market practices. • Lead annual salary review, merit increase, promotion adjustment, bonus, and incentive planning processes. • Conduct compensation benchmarking and market analysis across MEA markets. • Develop salary structures, job grading systems, and compensation governance frameworks. • Ensure internal pay equity and external market competitiveness. Benefits Management • Design, implement, and continuously optimize employee benefits programs across the region. • Manage medical insurance, life insurance, pension schemes, leave programs, wellness initiatives, and statutory benefits. • Evaluate benefit utilization and vendor performance to improve cost effectiveness and employee value proposition. • Partner with Finance to ensure payroll accuracy and effective compensation budgeting. Rewards Governance • Establish compensation and benefits policies, approval mechanisms, and governance processes. • Ensure reward programs comply with local legal and tax requirements. 4. Employee Relations & Labor Risk Management Employee Relations Management • Establish and maintain a robust employee relations framework across the MEA region. • Foster a positive employee experience and healthy workplace culture. • Develop communication and engagement initiatives to strengthen employee trust and organizational commitment. • Support leadership teams in driving employee engagement and retention strategies. Case Management • Lead investigations and resolution of employee relations cases, including: • Employee complaints and grievances • Disciplinary actions • Workplace misconduct • Harassment and ethics-related concerns • Performance-related disputes • Conflict resolution and mediation • Ensure all cases are handled fairly, consistently, and in compliance with local laws and company policies. Labor Risk Management • Manage sensitive labor matters including workforce restructuring, redundancies, terminations, and organizational changes. • Develop labor risk assessment and escalation mechanisms. • Identify potential employee relations risks and implement preventive measures. • Partner with Legal and business leaders to minimize litigation exposure and protect company reputation. • Support crisis management and business continuity initiatives involving workforce-related issues. Qualifications • Bachelor's degree or above in Human Resources, Business Administration, Law, Psychology, or related disciplines. • Minimum 8–10 years of HR experience, with at least 3–5 years in a regional HR leadership role. • Strong experience in HR Operations, Compliance, Compensation & Benefits, and Employee Relations. • Experience managing HR activities across multiple countries within the Middle East and/or Africa. • Experience working in multinational, matrixed, or high-growth organizations is preferred. Knowledge & Skills • Strong knowledge of labor laws and employment regulations across MEA markets. • Solid understanding of HR governance, HR operations, and shared services models. • Strong compensation and benefits design and implementation experience. • Excellent employee relations investigation and labor risk management capabilities. • Strong stakeholder management and cross-cultural communication skills. • Proficiency in HRIS systems and HR analytics. • Fluent English; Arabic and/or French language capability is an advantage. Success Measures • HR operational excellence and service quality across the region. • Full compliance with local labor laws and internal governance requirements. • Competitive and sustainable compensation & benefits programs. • Effective management of employee relations cases and labor risks. • High employee