وظيفة شريك أعمال الموارد البشرية الأول لدى Confidential Government في الخبر

The Senior HR Business Partner serves as a strategic advisor to business leaders, aligning human resources initiatives with organizational objectives. The role is responsible for driving talent management, organizational development, workforce planning, employee engagement, performance management, succession planning, learning and development, and compensation initiatives while ensuring compliance with employment legislation and HR best practices

Job Purpose

The Senior HR Business Partner serves as a strategic advisor to business leaders, aligning human resources initiatives with organizational objectives. The role is responsible for driving talent management, organizational development, workforce planning, employee engagement, performance management, succession planning, learning and development, and compensation initiatives while ensuring compliance with employment legislation and HR best practices.

Key Responsibilities

Strategic Business Partnership

• Partner with senior leadership to understand business objectives and provide strategic HR guidance.
• Develop and implement HR initiatives that support organizational growth and operational excellence.
• Contribute to workforce planning and organizational design strategies.
• Analyze people-related trends and metrics to support business decision-making.

Talent Management & Succession Planning

• Lead talent review processes and identify high-potential employees.
• Develop and maintain succession plans for critical positions.
• Partner with managers to strengthen leadership capabilities and talent pipelines.
• Support career development and internal mobility initiatives.

Performance Management

• Drive the performance management cycle, including goal setting, mid-year reviews, and annual evaluations.
• Coach managers on performance improvement and employee development.
• Monitor performance outcomes and recommend enhancement initiatives.
• Ensure alignment between individual objectives and business goals.

Learning & Development

• Identify organizational and individual training needs.
• Develop annual learning and development plans aligned with business priorities.
• Evaluate training effectiveness and monitor employee development progress.
• Support leadership development and coaching programs.

Employee Relations & Engagement

• Act as a trusted advisor on employee relations matters.
• Manage complex employee issues, investigations, and conflict resolution.
• Lead employee engagement initiatives and action plans.
• Promote a positive, inclusive, and high-performance work culture.

Compensation & Benefits

• Support compensation reviews, salary benchmarking, and job evaluation activities.
• Provide recommendations regarding reward and recognition programs.
• Ensure compensation practices remain competitive and aligned with organizational objectives.
• Participate in annual budgeting and workforce cost planning.

Organizational Development

• Lead change management initiatives and transformation projects.
• Support organizational restructuring and workforce effectiveness programs.
• Develop and maintain organization structures, role clarity, and job architecture.
• Facilitate culture and organizational effectiveness initiatives.

HR Policies & Compliance

• Ensure compliance with applicable labor laws and regulations.
• Review and update HR policies, procedures, and guidelines.
• Advise management on employment risk and compliance matters.
• Maintain HR governance and audit readiness.

HR Analytics & Reporting

• Monitor HR KPIs and workforce metrics.
• Prepare executive reports and presentations for senior management.
• Utilize HR data to identify trends and recommend corrective actions.
• Support strategic workforce planning through data-driven insights.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
• Master's degree or professional HR certification (CIPD, SHRM-SCP, SPHR, HRCI, or equivalent) preferred.
• Minimum 8-10 years of progressive HR experience, including 3-5 years in a senior HRBP or strategic HR role.
• Strong knowledge of labor legislation, HR best practices, and organizational development principles.

Competencies

• Strategic Thinking
• Business Acumen
• Leadership & Influencing Skills
• Change Management
• Stakeholder Management
• Employee Relations Expertise
• Data Analysis & Reporting
• Problem Solving & Decision Making
• Communication & Presentation Skills
• Coaching & Mentoring

Key Performance Indicators (KPIs)

• Employee Engagement Score
• Turnover & Retention Rates
• Succession Coverage Ratio
• Performance Management Completion Rate
• Training Effectiveness & Development Metrics
• Time-to-Fill Critical Positions
• HR Compliance & Audit Results
• Workforce Productivity Metrics
• Leadership Development Progress