وظيفة مدير شريك أعمال الموارد البشرية شاغرة لدى بوبا العربية في الرياض

Is responsible for ensuring continuous workforce compliance, regulatory readiness, and Human Resources governance across Bupa Clinics (ICC). The role acts as the official on-site Human Resources representative responsible for maintaining compliance with Ministry of Health licensing requirements, CBAHI accreditation standards, Civil Defense regulations, Occupational Health & Safety requirements, and internal Bupa governance. The position serves as the primary liaison between Clinic Operations, Corporate HR, Government Authorities, and Regulatory Bodies while ensuring the clinic remains inspection-ready at all times.

The HR Representative is also a mandatory member of the Clinical Credentialing & Privileging Committee and is responsible for maintaining workforce documentation, supporting regulatory inspections, coordinating employee lifecycle activities, and protecting the clinic's operating licence through continuous compliance.

Key Accountabilities:

1- Regulatory Compliance & Government Relations:

·          Act as the official Human Resources representative for the clinic during all Ministry of Health, CBAHI, Civil Defense, and other governmental inspections, ensuring the availability of all workforce-related documentation and evidence required by regulatory authorities.

·          Establish and maintain effective working relationships with external regulatory bodies to facilitate inspections, licensing activities, and regulatory communications.

·          Coordinate the timely implementation and closure of all workforce-related observations, corrective actions, and compliance findings resulting from regulatory inspections and internal audits.

·          Monitor changes in healthcare regulations, labor legislation, and accreditation requirements, ensuring timely implementation within the clinic.

·          Maintain continuous regulatory readiness by conducting periodic workforce compliance reviews and ensuring all employee records remain inspection-ready at all times.

·          Prepare executive compliance reports and provide regular updates to clinic leadership regarding regulatory risks, workforce compliance status, and improvement opportunities.

2- Workforce Governance, Licensing & Employee Lifecycle Management:

·          Maintain accurate, complete, and up-to-date personnel files for all employees, ensuring required documentation is available in accordance with Ministry of Health and CBAHI standards.

·          Monitor the validity of professional licenses, Saudi Commission registrations, Ministry of Health licenses, work permits, and other mandatory credentials, ensuring timely renewal before expiration.

·          Coordinate Primary Source Verification (PSV), employment documentation, Saudization requirements, and workforce documentation with Corporate HR and relevant governmental authorities.

·          Support organizational workforce planning, manpower forecasting, onboarding schedules, and staffing readiness to ensure uninterrupted clinic operations.

·          Provide HR consultation and guidance to managers and employees on HR policies, employee relations, disciplinary actions, attendance management, and organizational procedures.

3- Clinical Governance, Credentialing & Privileging:

·          Serve as a permanent member of the Clinical Credentialing and Privileging Committee, ensuring HR participation and formal endorsement of all committee decisions related to healthcare professionals.

·          Coordinate the preparation, review, and verification of credentialing and privileging documentation before committee meetings, ensuring all required evidence is complete and compliant with organizational policies and regulatory standards.

·          Maintain records of committee decisions, scope of practice approvals, temporary and permanent privileges, and recredentialing activities.

·          Coordinate closely with Medical Affairs, Quality, and Clinical Leadership to ensure that no healthcare professional practices outside their approved scope or with expired credentials.

·          Monitor compliance with organizational credentialing policies and facilitate periodic reappointment and recredentialing processes.

4- Workforce Competency, Training & Accreditation Readiness:

·          Ensure completion and documentation of all mandatory training programs, including infection prevention, fire safety, emergency preparedness, occupational health, BLS, ACLS, and equipment-specific competency requirements.

·          Collaborate with Quality, Infection Prevention, Nursing, and Medical Leadership to identify competency gaps and develop corrective training plans.

·          Monitor compliance with CBAHI workforce standards by maintaining complete evidence of employee qualifications, competency assessments, evaluations, and mandatory education.

·          Conduct periodic internal audits to verify workforce compliance and maintain continuous accreditation readiness.

5- Employee Engagement, HR Operations & Organizational Effectiveness:

·          Foster a positive work environment by supporting employee engagement initiatives, recognition programs, wellbeing activities, and organizational culture aligned with Bupa values.

·          Manage employee relations matters professionally by providing guidance on workplace concerns, conflict resolution, disciplinary processes, and performance improvement plans.

·          Coordinate annual performance management activities, probation evaluations, succession planning, and career development initiatives in collaboration with line managers.

·          Support organizational change initiatives by facilitating communication, employee readiness, and implementation of new HR programs and operational changes.

·          Monitor workforce indicators including turnover, absenteeism, engagement, and manpower utilization, recommending improvement initiatives based on data analysis.

6- Business Partnership & Operational Excellence

·          Support operational excellence initiatives, continuous improvement projects, and organizational transformation activities.

·          Develop workforce compliance dashboards and management reports to monitor regulatory compliance, and operational risks.

·          Participate in operational planning meetings, leadership forums, and governance committees to ensure HR considerations are integrated into business decisions.

·          Identify workforce-related risks proactively and recommend mitigation strategies to protect business continuity, regulatory compliance, and patient safety.

·          Minimum 5 years of progressive experience in Human Resources, Healthcare Administration, HR Business Partner, Healthcare Compliance, or Healthcare Operations.

·          At least 3 years within a healthcare organization, hospital, medical center, or ambulatory care setting.

·          Previous experience supporting Ministry of Health inspections, CBAHI accreditation, workforce compliance, or credentialing is highly preferred.

·         Bachelor's Degree in Human Resources, Business Administration, Healthcare Administration, or a related discipline.

·         Master's Degree or MBA is preferred.

·         Professional HR Certification (SHRM, CIPD, PHRi/SPHRi, or equivalent) is preferred.

·         Fluent in both Arabic and English.

·         Advanced proficiency in Microsoft Office (Excel, Word, PowerPoint) and HR Information Systems.

·         Experience working in a regulated healthcare environment is highly preferred.

·         Ability to represent the organization confidently during Ministry of Health, CBAHI, Civil Defense, and other governmental inspections.

Regulatory & Compliance

·         MOH, CBAHI, SCFHS, and Saudi Labor Law compliance.

·         Healthcare licensing, accreditation, and workforce regulation management.

·         Occupational Health & Safety and Civil Defense compliance.

Human Resources Management

·         Workforce planning, recruitment, onboarding, and employee lifecycle management.

·         Employee relations, performance management, and disciplinary processes.

·         Credentialing, privileging, personnel records, and policy implementation.

·         Learning & Development, employee engagement, and succession planning.

·         Saudization monitoring and workforce compliance reporting.

Healthcare Operations

·         Clinical governance, quality improvement, and compliance monitoring.

·         Audit preparation, risk management, RCA/CAPA, KPI tracking, and reporting.

Leadership & Management

·          Strategic leadership, stakeholder management, communication, and problem-solving.

Human Resources, Business Administration, Healthcare Administration, or a related discipline