Senior Human Resources Business Partner

Job Description:

The Senior HR Business Partner (Senior HRBP) serves as the lead HR partner for the assigned business area and is accountable for delivering integrated, end-to-end HR support that aligns people strategies with business and operational priorities within Sanad’s aviation and aero-engine MRO environment.

Acting as the primary HR focal point for employees and leaders, the role provides senior-level advice, practical solutions, and execution leadership across workforce planning, organizational effectiveness, performance management, talent development, employee relations, engagement, and the overall employee experience.

During the initial stage of the HR Business Partnership structure, the Senior HRBP may operate as an individual contributor without a direct report and will remain personally accountable for hands-on HR delivery within the assigned business area. As the function develops, the role is expected to supervise a Senior Specialist – HRBP with the appropriate skills and expertise to provide dedicated operational and specialist support.

The Senior HRBP will establish clear priorities, delegate responsibilities appropriately, develop the incumbent’s capabilities, and ensure the quality and consistency of HRBP services.

The Senior HRBP works closely with the Group Head of HR and HR Centers of Excellence (Talent Acquisition, Employee Services, Talent Development, and Talent & Organizational Effectiveness) to align HR strategies, programs, and services with business needs. Acting as the key link between the business and HR functions, the role translates workforce requirements into effective HR solutions and ensures their successful implementation to support organizational objectives.

1. Strategic HR Partnership & Business Advisory:

• Act as the trusted HR advisor to business leaders, aligning people strategies with business objectives and operational priorities. Provide data-driven HR guidance, support workforce planning and organizational effectiveness, and partner with leadership to implement HR initiatives that drive business performance and employee success.

2. End-to-End HR Delivery Ownership:

• Oversee the delivery of HR services across the employee lifecycle, ensuring efficient, consistent, and high-quality support to the business. Manage HR operations, resolve complex employee matters, drive continuous improvement, and ensure HR services meet established standards and business requirements.

3. Organizational Effectiveness & Change Execution:

• Lead organizational design, restructuring, and workforce optimization initiatives to enhance business performance and operational effectiveness. Partner with leaders and HR stakeholders to implement change initiatives, address organizational gaps, manage change impacts, and ensure successful adoption of business transformation efforts.

4. Performance Management & Culture Enablement:

• Lead the implementation of the performance management cycle, ensuring fair, consistent, and high-quality outcomes. Coach leaders on performance, development, accountability practices, leverage performance insights to drive improvement, and promote a high-performance culture aligned with Sanad’s values and leadership expectations.

5. Leadership Development & Succession Support:

• Lead succession planning, talent reviews, and leadership development initiatives to build a strong talent pipeline. Support the identification and development of high-potential employees, promote career growth and internal mobility, monitor succession readiness, and ensure effective implementation of development and succession plans.

6. Workforce Planning & Talent Acquisition Alignment:

• Lead workforce planning initiatives to ensure the business has the right talent and capabilities to meet current and future operational needs. Partner with Talent Acquisition and business leaders to drive effective recruitment, monitor key workforce metrics, identify workforce risks, and support succession planning, internal mobility, talent development, and workforce readiness.

7. Employee Relations, Experience & Engagement:

• Provide expert guidance on employee relations…