HR Business Partner

Role Summary To manage day-to-day HR operations across Bahrain and UAE, including the administration of HR policies, procedures, HRIS records and HR programmes in consultation with HR Management. The role acts as a trusted HR Business Partner to assigned departments, providing practical, proactive and business-focused advice across the employee lifecycle. It partners with line managers to strengthen employee relations, performance management, talent development, engagement and HR compliance, while using HR data and employee insights to identify trends, highlight risks and recommend timely actions. Strategic Responsibilities • Partner with business heads and managers to understand operational priorities and translate them into practical people plans. • Build trusted relationships across the business and influence stakeholders through sound judgement, data-led insights and clear communication. • Support the development, review and implementation of Bahrain/GCC specific HR policies, procedures and employee communication materials in coordination with HR Management. • Provide high-quality, efficient and business-focused HR advisory support across employee relations, performance, engagement, retention and workforce planning. • Support succession planning activities in partnership with business leaders, providing workforce insights and recommendations to support operational and strategic requirements. • Strengthen the employee life cycle experience, from onboarding and probation through development, performance, recognition and exit. • Coach managers on people decisions, feedback conversations, employee engagement, documentation standards and consistent policy application. • Identify HR process improvement opportunities and support regional initiatives that improve efficiency, compliance and employee experience. • Support the implementation of organisational change, HR transformation and continuous improvement initiatives, partnering with business leaders to embed new processes, practices and ways of working that enhance organisational effectiveness and employee experience. Operational Responsibilities Employee Life Cycle and Employee Experience • Lead the induction, onboarding and new joiner experience, ensuring all joining formalities, orientation activities, documentation and probation follow-ups are completed on time. • Conduct employee induction, confirmation, transfer and exit discussions, documenting key outcomes and maintaining relevant records appropriately. • Manage employee communications, including one-to-one sessions, team briefings and written updates, based on business and employee needs. • Support internal audits and the sales team through completion of pre-qualification templates for tendering. Learning, Engagement and Recognition • Coordinate training requirements with managers, source and liaise with vendors, manage nominations and attendance, collect feedback and submit regular reports to HR Management. Vendor coordination for certificates as needed. • Support learning and development initiatives by communicating available opportunities and encouraging employee participation. Lead the existing practice of learning and development (Taqadam). • Lead employee engagement initiatives for assigned business areas, including planning, budget proposals, implementation, feedback capture and post-activity review including managing Intranet page for HR updates. • Drive employee rewards and recognition (Mashkoor) processes for the company, ensuring consistency, fairness and timely communication, tracking, reporting etc. Performance Management and Employee Relations • Support and lead location-specific performance management cycles, manager guidance sessions and employee discussions. • Support disciplinary investigations and grievance matters in consultation with HR Management, ensuring confidentiality, fairness, complete documentation and alignment with policy and applicable labour requirements. • Prepare and issue official internal HR documents such as compensation and benefits letters, warning letters, employment-related letters and other employee communications in consultation with HR Management. HRIS, Reporting and Analytics • Maintain accurate HRIS data and employee records by ensuring timely updates, validation and documentation control. • Assist in the regular review, testing and implementation of HRIS upgrades, coordinating with functional and technical teams where required. • Deliver routine monthly HR reports, and respond to basic to intermediate ad hoc data, reporting and analysis requests from HR Management. • Track HR metrics such as headcount movement, attrition, absence, engagement feedback, training participation and employee relations themes, and share insights for management action. Compliance, Advisory and Continuous Improvement • Respond to employee and manager inquiries, complaints or concerns by providing accurate information on benefits, policies and procedures, in close coordination with HR Management. • Maintain awareness of current HR trends, labour market practices and regulatory developments in Bahrain and the wider GCC region, and share recommendations on talent, engagement, training, process improvement and data analysis. • Perform other duties as requested by HR Management. Candidate Requirements • Degree in Human Resources, Business Administration or related discipline; • Minimum 5+ years of progressive HR generalist/business partnering experience, preferably in a multi-location or project-based environment. • Strong working knowledge of HR operations, employee relations, performance management, onboarding, engagement, HR reporting and policy implementation. • High level of confidentiality, discretion and professional judgement when handling employee matters, sensitive information and management discussions. • Knowledge of Bahrain/ UAE labour law and GCC HR practices is preferred. • Experience working with HRIS systems and employee data; ability to prepare accurate reports and translate data into practical insights. • Compensation and benefits knowledge or certification is an advantage. • Ability to create, develop and deploy HR programs with clear planning, stakeholder alignment and follow-through. Travel • 10% of the time as needed for the business including periodic travel to project sites or regional offices, where required. Candidate Competency Summary • Business partnering mindset and stakeholder management. • Problem solving and sound judgement. • Achievement orientation and execution excellence. • Employee relations handling and conflict resolution. • Coaching, negotiation and influencing skills. • Clear spoken and written communication in English; local language capability is an advantage. • Data orientation, reporting accuracy and HRIS discipline. • Teamwork, collaboration and networking skills. • Innovation, creativity and continuous improvement mindset. • Understanding of the interiors, construction, fit-out or project-based industry environment is an advantage.

Degree in Human Resources, Business Administration or related discipline; Minimum 5+ years of progressive HR generalist/business partnering experience, preferably in a multi-location or project-based environment; Strong working knowledge of HR operations, employee relations, performance management, onboarding, engagement, HR reporting and policy implementation; High level of confidentiality, discretion and professional judgement when handling employee matters, sensitive information and management discussions; Knowledge of Bahrain/ UAE labour law and GCC HR practices is preferred; Experience working with HRIS systems and employee data; ability to prepare accurate reports and translate data into practical insights; Compensation and benefits knowledge or certification is an advantage; Ability to create, develop and deploy HR programs with clear planning, stakeholder alignment and follow-through.

Partner with business heads and managers to understand operational priorities and translate them into practical people plans; Build trusted relationships across the business and influence stakeholders through sound judgement, data-led insights and clear communication; Support the development, review and implementation of Bahrain/GCC specific HR policies, procedures and employee communication materials in coordination with HR Management; Provide high-quality, efficient and business-focused HR advisory support across employee relations, performance, engagement, retention and workforce planning; Support succession planning activities in partnership with business leaders, providing workforce insights and recommendations to support operational and strategic requirements; Strengthen the employee life cycle experience, from onboarding and probation through development, performance, recognition and exit; Coach managers on people decisions, feedback conversations, employee engagement, documentation standards and consistent policy application; Identify HR process improvement opportunities and support regional initiatives that improve efficiency, compliance and employee experience; Support the implementation of organisational change, HR transformation and continuous improvement initiatives, partnering with business leaders to embed new processes, practices and ways of working that enhance organisational effectiveness and employee experience.