Senior Human Resources Business Partner

About the Role

The Senior Human Resources Business Partner (Senior HRBP) acts as a strategic consultant to executive leadership, ensuring alignment between HR approaches and organizational goals. This role involves close collaboration with department heads to manage workforce planning, organizational development, talent management, employee relations, performance review processes, and change management while maintaining adherence to labor laws and company policies.

Primary Responsibilities

• Collaborate with senior leaders to comprehend business objectives and convert them into actionable HR strategies.
• Offer strategic counsel on organizational structuring, workforce planning, succession planning, and talent development.
• Serve as a trusted advisor for leadership on all employee-related concerns.
• Assist in business transformation and organizational restructuring projects.
• Partner with recruitment to forecast hiring requirements and ensure timely onboarding.
• Support management in recognizing high-potential staff and developing succession pipelines.
• Lead talent reviews and calibration meetings to accurately assess workforce capabilities.
• Identify skill gaps and suggest relevant developmental activities.
• Manage the annual performance evaluation cycle and coach managers on effective feedback and development planning.
• Implement performance improvement plans as necessary.
• Track performance metrics and recommend enhancements.
• Handle complex employee relations issues and conduct investigations when needed.
• Guide managers on disciplinary measures, conflict resolution, and employee engagement strategies.
• Ensure consistent enforcement of HR policies and procedures.
• Support organizational redesign efforts and analyze workforce data to boost productivity.
• Drive initiatives aimed at enhancing employee engagement and satisfaction.
• Collaborate with Compensation & Benefits on salary reviews, promotions, and organizational changes.
• Contribute to manpower planning and budgeting activities.
• Recommend changes to grading and organizational structure as warranted.
• Ensure compliance with Saudi labor laws and corporate policies.
• Monitor HR-related risks and propose mitigation strategies.
• Support internal and external audits and enforce HR governance and approval protocols.
• Analyze HR metrics such as headcount, turnover, attrition, utilization, time-to-fill, employee engagement, and performance outcomes.
• Present actionable workforce insights to senior management.
• Lead people-focused change management efforts and support communication during organizational transitions.
• Promote a company culture aligned with core values.

Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration, or related discipline; a Master’s degree is advantageous.
• Preferred certifications include CIPD, SHRM-CP/SCP, or PHR/SPHR.
• 7 to 10 years progressive HR experience, including at least 3 years as an HR Business Partner.
• Proven experience collaborating with senior management teams.
• Background in retail, FMCG, or large matrix organizations is preferred.

Technical and Behavioral Competencies

• Expertise in HR Business Partnering, workforce planning, organizational design, talent and performance management.
• Strong knowledge of employee relations, change management, compensation and benefits, succession planning, HR analytics, Saudi labor law, HR policies, and governance.
• Proven skills in budgeting and manpower planning.
• Behavioral strengths include strategic thinking, business acumen, influencing and negotiation, stakeholder management, coaching and consulting, leadership, decision making, problem solving, effective communication and presentation, collaboration, data-driven mindset, and change leadership.