Human Resources Specialist

JOB PURPOSE/SUMMARY: The Specialist – Human Resources is responsible for executing HR processes and initiatives within the assigned business area, ensuring accurate, timely, and consistent delivery in accordance with Sanad’s HR policies, standards, and operational requirements. The role supports the HRBP / Senior HRBP in translating HR plans into operational activities across performance management, workforce planning, employee experience, and other HR processes. Working under the general guidance of the HRBP / Senior HRBP, the Specialist coordinates assigned HR activities, provides day-to-day support to employees and managers, and contributes to improvements in HR service delivery and employee experience. The role also coordinates with HR Centers of Excellence (COEs) to support the effective implementation and follow-through of HR initiatives at the business level. KEY RESPONSIBILITIES AND ACCOUNTABILITIES 1. HR Operations & Service Delivery • Execute assigned HR processes across the employee lifecycle accurately and within established timelines. • Ensure compliance with applicable HR policies, procedures, and service-level agreements. • Serve as a point of contact for routine HR queries and provide accurate and professional support to employees and managers. • Maintain proper documentation, employee records, and audit readiness. • Escalate non-routine or complex matters to the HRBP / Senior HRBP as appropriate. 2. Performance Management Execution • Support the implementation of the performance management cycle, including goal setting, mid-year reviews, and year-end appraisals. • Monitor completion rates and follow up with employees and managers to support timely compliance. • Coordinate the scheduling, documentation, and administrative requirements of calibration sessions. • Provide guidance to employees and managers on established performance management processes. • Escalate performance-related concerns or exceptions to the HRBP / Senior HRBP. 3. Workforce Planning & Talent Acquisition Support • Support workforce planning activities by tracking approved manpower requirements and related actions. • Coordinate with Talent Acquisition on requisitions, interview scheduling, selection documentation, and onboarding activities. • Monitor recruitment progress and follow up on agreed timelines and requirements. • Maintain accurate workforce data, trackers, and reports. 4. Employee Experience & Engagement • Support the implementation of employee engagement, wellbeing, and retention initiatives. • Assist with the administration and follow-up of engagement surveys and Voice of Employee programs. • Monitor agreed action plans and coordinate with relevant stakeholders on their timely implementation. • Assist in organizing employee activities, communications, and engagement campaigns. 5. Learning, Development & Upskilling Support • Coordinate training programs and monitor completion of assigned learning initiatives. • Support the collection and consolidation of training needs and identified skills gaps. • Maintain training records and prepare reports on participation and effectiveness. • Coordinate with Learning and Development and relevant stakeholders to support the effective delivery of development programs. 6. HR Data Management & Reporting • Maintain accurate and updated HR data in relevant systems, databases, and trackers. • Prepare regular reports on headcount, performance, engagement, and other relevant HR metrics. • Ensure the integrity, consistency, and confidentiality of HR information. • Support the HRBP / Senior HRBP in preparing data analysis and management reports. 7. Employee Relations & HR Support • Support employee relations matters through information gathering, documentation, tracking, and coordination. • Assist in ensuring the consistent application of HR policies and practices. • Provide guidance to employees and managers on standard HR policies and procedures. • Refer sensitive, complex, or exceptional employee relations matters to the HRBP / Senior HRBP. 8. HR Coordination & COE Support • Coordinate with HR COEs to support the implementation of HR programs and initiatives. • Track assigned actions and follow up with relevant stakeholders on their completion. • Support communication and alignment between HR and the assigned business area. • Identify operational issues and contribute suggestions for improving HR processes and service delivery. QUALIFICATIONS, EXPERIENCE AND COMPETENCIES Minimum Qualifications: (Education/Certification/Licensure/Professional Membership) • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Professional HR certification, such as CIPD or SHRM-CP, is preferred. Minimum Experience: • Minimum of 5 years of relevant HR experience. • Practical experience supporting multiple HR processes or functional areas. • Experience in an operational or industrial environment, such as aviation, MRO, or engineering, is preferred. • Demonstrated ability to deliver assigned HR activities with appropriate guidance and within established procedures. • Experience using HR systems and maintaining HR data and reports. Job Specific Competencies: 1-HR Operations and Service Delivery • Ability to execute assigned HR processes accurately, consistently, and within established timelines while complying with applicable policies and procedures. 2-Performance Management Coordination • Good understanding of performance management processes, with the ability to coordinate activities, monitor completion, and provide procedural support to stakeholders. 3-Workforce and Recruitment Coordination • Ability to support workforce planning and recruitment activities through effective coordination, tracking, documentation, and data management. 4-Employee Experience and Engagement Support • Ability to coordinate engagement activities and monitor the implementation of employee experience action plans. 5-Learning and Development Coordination • Ability to coordinate training logistics, maintain learning records, monitor participation, and support the delivery of development initiatives. 6-HR Data Management and Reporting • Ability to maintain accurate HR data, prepare standard reports, and support basic analysis while ensuring confidentiality and data integrity. 7-Problem-Solving and Continuous Improvement • Ability to identify routine operational issues, recommend practical improvements, and escalate matters requiring higher-level judgment. 8-Stakeholder Support and Communication • Ability to communicate professionally with employees, managers, and HR stakeholders and provide responsive day-to-day HR support. 9-Planning and Prioritization

Bachelor’s degree in Human Resources, Business Administration, or a related field. Professional HR certification, such as CIPD or SHRM-CP, is preferred. Minimum of 5 years of relevant HR experience. Practical experience supporting multiple HR processes or functional areas. Experience in an operational or industrial environment, such as aviation, MRO, or engineering, is preferred. Demonstrated ability to deliver assigned HR activities with appropriate guidance and within established procedures. Experience using HR systems and maintaining HR data and reports.

1. HR Operations & Service Delivery: Execute assigned HR processes across the employee lifecycle accurately and within established timelines; ensure compliance with applicable HR policies, procedures, and SLAs; serve as a point of contact for routine HR queries and provide accurate and professional support to employees and managers; maintain proper documentation, employee records, and audit readiness; escalate non-routine or complex matters to the HRBP / Senior HRBP as appropriate. 2. Performance Management Execution: Support the implementation of the performance management cycle, including goal setting, mid-year reviews, and year-end appraisals; monitor completion rates and follow up with employees and managers to support timely compliance; coordinate the scheduling, documentation, and administrative requirements of calibration sessions; provide guidance to employees and managers on established performance management processes; escalate performance-related concerns or exceptions to the HRBP / Senior HRBP. 3. Workforce Planning & Talent Acquisition Support: Support workforce planning activities by tracking approved manpower requirements and related actions; coordinate with Talent Acquisition on requisitions, interview scheduling, selection documentation, and onboarding activities; monitor recruitment progress and follow up on agreed timelines and requirements; maintain accurate workforce data, trackers, and reports. 4. Employee Experience & Engagement: Support the implementation of employee engagement, wellbeing, and retention initiatives; assist with the administration and follow-up of engagement surveys and Voice of Employee programs; monitor agreed action plans and coordinate with relevant stakeholders on their timely implementation; assist in organizing employee activities, communications, and engagement campaigns. 5. Learning, Development & Upskilling Support: Coordinate training programs and monitor completion of assigned learning initiatives; support the collection and consolidation of training needs and identified skills gaps; maintain training records and prepare reports on participation and effectiveness; coordinate with Learning and Development and relevant stakeholders to support the effective delivery of development programs. 6. HR Data Management & Reporting: Maintain accurate and updated HR data in relevant systems, databases, and trackers; prepare regular reports on headcount, performance, engagement, and other relevant HR metrics; ensure the integrity, consistency, and confidentiality of HR information; support the HRBP / Senior HRBP in preparing data analysis and management reports. 7. Employee Relations & HR Support: Support employee relations matters through information gathering, documentation, tracking, and coordination; assist in ensuring the consistent application of HR policies and practices; provide guidance to employees and managers on standard HR policies and procedures; refer sensitive, complex, or exceptional employee relations matters to the HRBP / Senior HRBP. 8. HR Coordination & COE Support: Coordinate with HR COEs to support the implementation of HR programs and initiatives; track assigned actions and follow up with relevant stakeholders on their completion; support communication and alignment between HR and the assigned business area; identify operational issues and contribute suggestions for improving HR processes and service delivery.