About the role

Key Responsibility: • Act as a trusted first point of contact for managers and employees on assigned HR matters, providing practical advice and escalating sensitive, high-risk or exceptional cases appropriately. • Build an informed understanding of and relevant MEA business priorities, workforce needs and organizational challenges, and translate them into clear HR recommendations and actions. • Support workforce and organization planning, recruitment, performance management, talent review, succession, career development, employee engagement and change initiatives within the role’s assigned scope. • Coach and support managers in the consistent application of HR policies, sound people practices and effective employee communication, while maintaining confidentiality and professional judgment. • Coordinate local execution of agreed regional or corporate HR initiatives, monitor adoption and outcomes, and provide structured feedback to the relevant policy or process owner • Contribute to the design, documentation, governance and continuous improvement HR frameworks, policies, tools and standards, such as appraisal, career development, remuneration, grading, learning or other assigned domains. • Apply the principle of central design and local execution by promoting appropriate regional consistency while identifying where local law, market practice or business realities require proportionate adaptation. • Develop templates, guidance, controls, training materials and knowledge-sharing mechanisms Experience: • Professional HR experience, ideally in HRBP role • Relevant technical/professional or postgraduate qualification with 5 years of relevant experience, or 5-10 years of equivalent relevant work experience. • Broad practical experience across multiple HR disciplines, including recruitment, employee relations, performance or talent management, and HR operations. • Experience working in a multinational and culturally diverse environment; Middle East & Africa experience is desirable. • Demonstrated experience in HR process improvement, HR technology implementation, workflow automation, data analytics or digital change initiatives. • Experience partnering with business leaders or line managers to convert workforce and organizational needs into practical HR actions. Education • Bachelor's degree in Human Resources, Business Administration, Management, Psychology or a related field. • Additional training or certification in HR analytics, digital transformation, project management, process improvement or change management is desirable. Show more Show less

Requirements

• Professional HR experience, ideally in HRBP role

• Relevant technical/professional or postgraduate qualification with 5 years of relevant experience, or 5-10 years of equivalent relevant work experience.

• Broad practical experience across multiple HR disciplines, including recruitment, employee relations, performance or talent management, and HR operations.

• Experience working in a multinational and culturally diverse environment; Middle East & Africa experience is desirable.

• Demonstrated experience in HR process improvement, HR technology implementation, workflow automation, data analytics or digital change initiatives.

• Experience partnering with business leaders or line managers to convert workforce and organizational needs into practical HR actions.

Education

• Bachelor's degree in Human Resources, Business Administration, Management, Psychology or a related field.

• Additional training or certification in HR analytics, digital transformation, project management, process improvement or change management is desirable.

Responsibilities

• Act as a trusted first point of contact for managers and employees on assigned HR matters, providing practical advice and escalating sensitive, high-risk or exceptional cases appropriately.

• Build an informed understanding of and relevant MEA business priorities, workforce needs and organizational challenges, and translate them into clear HR recommendations and actions.

• Support workforce and organization planning, recruitment, performance management, talent review, succession, career development, employee engagement and change initiatives within the role’s assigned scope.

• Coach and support managers in the consistent application of HR policies, sound people practices and effective employee communication, while maintaining confidentiality and professional judgment.

• Coordinate local execution of agreed regional or corporate HR initiatives, monitor adoption and outcomes, and provide structured feedback to the relevant policy or process owner

• Contribute to the design, documentation, governance and continuous improvement of HR frameworks, policies, tools and standards, such as appraisal, career development, remuneration, grading, learning or other assigned domains.

• Apply the principle of central design and local execution by promoting appropriate regional consistency while identifying where local law, market practice or business realities require proportionate adaptation.

• Develop templates, guidance, controls, training materials and knowledge-sharing mechanisms

Human Resources Manager

About the role

Requirements

Responsibilities

Skills

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