Senior Manager HR Business Partner📣 إعلان

About the Role

Qiddiya is seeking a Senior Manager - HR Business Partner to join its team in Riyadh, Riyadh Province. This full-time role involves performing comprehensive business partnering by delivering tailored HR solutions to assigned divisions. The Senior Manager will collaborate with business leaders and HR colleagues to address organizational challenges, support workforce planning, and implement HR programs, ensuring HR initiatives and policies are effectively localized and consistently applied to drive divisional and organizational objectives.

Departmental Strategy and Operations

The Senior Manager will lead the strategic and operational aspects of the HR Business Partner Department, ensuring alignment with broader HR and organizational goals. Key responsibilities include:

• Preparing and managing the annual budget for the HR Business Partner Department and its reporting sections, tracking expenditure to ensure adherence.
• Developing and implementing the operating plan for the department in alignment with HR Divisional strategic plans to achieve Qiddiya’s overall objectives.
• Managing and controlling the operating framework, providing guidance, and ensuring the implementation and review of work processes for high performance and continuous improvement.

Strategic Business Partnership

This role requires developing strong strategic partnerships with divisional business leaders and positioning HR as a trusted advisor. Responsibilities include:

• Understanding divisional goals, challenges, and opportunities to develop strategic partnerships.
• Collaborating with other HR departments to integrate divisional talent strategies with business priorities.
• Evaluating divisional business-specific gaps and authorizing solutions in partnership with Centers of Excellence (CoEs) to address employee needs.
• Defining team objectives based on divisional business objectives to deliver tailored HR solutions.
• Leading continuous improvement initiatives by evaluating HRBP team performance, approving best practices, and driving innovation across supported divisions.

Organizational Design and Workforce Planning

The Senior Manager will lead efforts in organizational design and workforce planning to meet divisional talent needs. Key responsibilities include:

• Leading team efforts in organization design and workforce planning to identify talent needs in partnership with CoEs.
• Approving workforce assessments to ensure divisional workforce requirements are met.
• Establishing and evaluating processes for divisional team restructuring, talent redeployment, and cross-unit moves to optimize workforce agility and support business transformation.
• Overseeing the localization and tailoring of HR initiatives to address unique divisional and market contexts.

HR Program Management and Policy Application

This role involves championing the consistent application of HR policies and overseeing various HR programs across divisions. Responsibilities include:

• Ensuring consistent application of HR policies, resolving exceptions and escalations, and managing sensitive employee matters and grievances.
• Overseeing the onboarding experience, setting expectations, approving processes, and ensuring seamless integration for new hires.
• Engaging in compensation decisions, approving discrepancy resolutions, and supporting team-led conversations to ensure fairness and equity.
• Collaborating with recruitment teams to approve exceptions and align offers with organization-wide standards for equity and consistency.
• Setting direction for divisional compensation review and role clarity processes to drive transparency, retention, and fairness of rewards.
• Setting direction for supporting divisional people leaders in day-to-day employee relations to enable timely resolution of recurring issues and foster a positive work environment.

People and Team Leadership

The Senior Manager is responsible for developing talent within the HR Business Partner Department and fostering a high-performance culture. Key duties include:

• Developing a continuous talent pipeline for key roles and mentoring high-potential talent to create future leaders within Qiddiya.
• Monitoring and enabling the achievement of goals and KPIs for direct reports, ensuring effective implementation of the performance management process.
• Ensuring high levels of employee engagement and capability development through ongoing feedback and coaching to foster a learning culture.