Senior Manager HR Business Partner📣 Job Ad

About the Role

Qiddiya is seeking a Senior Manager HR Business Partner to join its team in Riyadh. This full-time position requires 5-10 years of experience and focuses on delivering tailored HR solutions and strategic business partnering for assigned divisions. The role involves collaborating with business leaders and HR colleagues to address organizational challenges, support workforce planning, and implement HR programs, ensuring initiatives are effectively localized and consistently applied to drive divisional and organizational objectives.

Strategic Departmental Oversight

• Prepare and manage the annual budget for the HR Business Partner Department and its reporting sections, aligning with the overall HR Division's budget and tracking expenditure.
• Develop and implement the operating plan for the HR Business Partner Department, ensuring alignment with HR Divisional strategic plans and Qiddiya's overall objectives.
• Manage and control the operating framework for the HR Business Partner Department, providing guidance and support, and ensuring the implementation and review of work processes for high performance and continuous improvement.

Strategic HR Business Partnership

• Develop strategic partnerships with divisional business leaders by understanding their goals, challenges, and opportunities, positioning HR as a trusted advisor.
• Champion collaboration with HR departments to integrate divisional talent strategies with business priorities.
• Evaluate divisional business-specific gaps and authorize solutions in partnership with Centers of Excellence (CoEs) to address employee needs.
• Define team objectives by understanding divisional business objectives and challenges to deliver tailored HR solutions.
• Lead continuous improvement initiatives by evaluating HRBP team performance, approving best practices, and driving innovation across supported divisions.

Organizational Design and Talent Management

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

HR Program Management and Policy Application

• Champion the consistent application of HR policies across divisions, resolving exceptions and escalations, ensuring fair treatment, and effectively managing sensitive employee matters and grievances.
• Oversee the onboarding experience journey by setting expectations, approving processes, and ensuring seamless integration for new hires, aligning with organizational culture and process consistency.
• Engage actively in compensation decisions by approving discrepancy resolutions and supporting team-led conversations, ensuring fairness and equity in compensation across divisions.
• Collaborate with recruitment teams to approve exceptions and align offers with organization-wide standards, ensuring equity and consistency in employment terms.
• Set direction for divisional compensation review and role clarity processes to drive transparency, retention, and fairness of rewards across business groups.
• Set direction for supporting divisional people leaders in day-to-day employee relations to enable timely resolution of recurring team issues and foster a positive work environment.

Leadership and People Development

• Develop a continuous talent pipeline for key roles within the HR Business Partner Department and provide mentoring for high potential talent to cultivate future leaders within Qiddiya.
• Monitor and enable the achievement of goals and key performance indicators for direct reports, ensuring effective implementation of the performance management process to foster a high-performance team.
• Ensure a high level of employee engagement and capability development by providing ongoing feedback and coaching to team members within the HR Business Partner Department, promoting a learning culture.