Human Resources Business Partner

Role overview

Keeta is looking for an HR Business Partner based in Riyadh, Saudi Arabia, to work closely with line managers and support people-focused initiatives across business units. The role combines advisory, employee relations, engagement, compliance, reporting, and development responsibilities, with a strong emphasis on building a performance-driven and inclusive culture.

Business partnering

• Serve as a dependable advisor and coach for line management, offering practical support to leaders across the business.
• Guide and mentor managers as well as the HR team on a wide range of people-related matters.
• Act as a driver of change and help teams navigate transitions effectively.
• Monitor employee engagement across business units and implement steps to strengthen it.

Reporting and compliance

• Attend key meetings and present weekly HR priorities.
• Prepare and submit WBR reports.

Employee relations

• Help line managers foster a workplace culture centered on engagement, merit, high performance, and diversity.
• Advise managers so they can handle issues appropriately and reduce business risk.
• Make sure local labor law and group policies are followed throughout the employee lifecycle.
• Communicate HR policy updates and support the rollout of revised procedures.
• Ensure disciplinary actions are handled correctly before any employee exit from the business.
• Oversee outsourcing manpower vendors to ensure service quality while maintaining cost efficiency.
• Develop and review employee policies so they remain aligned with company standards and local laws and regulations.
• Organize team activities that support employee engagement.

Training and development

• Carry out annual training needs analysis and use the findings to build the learning and development proposal and calendar.
• Ensure new hires receive proper onboarding and the support needed to become productive quickly.
• Identify development needs for key and high-potential employees and make sure learning interventions are delivered.
• Confirm that critical positions have succession plans in place.
• Track the progress of high-potential employees and review performance with line managers for readiness to move to the next level.
• Prepare regular, typically monthly, people-status presentations for line managers.