Human Resources Business Partner

We're looking for a Saudi HR Business Partner who can sit close to the FM business (not just process HR tasks, but actually understand what a team needs to perform well and help managers get there).

You'll work directly with department heads on hiring, performance, employee relations, and the everyday people-problems that don't have a policy manual answer. This is a role for someone who's comfortable in the details of HR operations but also confident enough to challenge a manager's decision when it's the right call.

Partner with assigned business units to understand their goals, headcount plans, and team dynamics ; you should know these teams well enough to spot problems before they're escalated to you.

• Advise managers on performance issues, from coaching conversations to formal documentation, making sure things are handled fairly and consistently.
• Lead or support recruitment for your client groups , not just posting jobs, but helping hiring managers write better job specs and make better decisions.
• Handle employee relations cases: grievances, conflicts, investigations. and knowing when to loop in legal or senior HR.
• Track and interpret people data (turnover, engagement, absence) for your business units and flag trends before they become problems.
• Support compensation reviews, promotions, and org changes , including the less glamorous parts, like making sure paperwork and systems are updated correctly.
• Coach managers on how to actually manage, delegation to follow the policy.
• Keep an eye on compliance and risk without turning every interaction into a legal disclaimer.

• 4+ years in an HR generalist or HRBP role, ideally supporting a client group directly rather than working purely in a shared-services function.
• Solid grasp of employment law fundamentals.
• Comfortable with making a judgment call.
• Genuinely good at reading people and situations , this job is 70% conversations, not paperwork.
• Experience with an HRIS and basic comfort with spreadsheets for reporting.
• A bachelor's degree in HR, business, or a related field; CIPD, SHRM, or similar certification is a plus but not a deal breaker if your experience speaks for itself.

• Experience supporting a fast-growing or restructuring business unit.
• Exposure to org design or workforce planning.
• A track record of pushing back constructively on managers when it mattered.