HR Manager

Recruitment and Hiring Coordination

• Coordinate end-to-end recruitment for all hires, including job posting, candidate sourcing, interview scheduling, reference checks, offer negotiation, and onboarding.
• Partner with hiring managers to define role requirements, scoping, and candidate evaluation criteria.
• Manage relationships with external recruiters and search firms for senior hires – particularly director‑level roles across operations, commercial, and brand divisions.
• Build a recruitment pipeline through active sourcing, professional networks, and Saudi luxury industry relationships.
• Manage candidate experience from initial outreach through onboarding to reflect brand quality.

• Design and operate onboarding programs that orient new hires to the brand, culture, and operational practices.
• Manage the first‑90‑days experience for all new hires, including check‑ins, training coordination, and integration support.
• Build a welcoming workplace culture appropriate to a heritage‑led luxury brand, balancing professional standards with warmth and craft sensibility of the brand’s identity.
• Conduct exit interviews and gather employee feedback to continuously improve workplace experience.

• Operate the organization’s compensation administration, including monthly payroll processing in coordination with the Finance Director.
• Manage employee benefits, including medical insurance, end‑of‑service gratuity calculations, allowances, housing, transport, and annual airfare programs.
• Maintain compensation records and ensure compliance with Saudi labor law requirements.
• Support compensation review and salary planning processes in coordination with the CEO and division leaders.
• Manage employee compensation communications and resolve compensation‑related questions or issues.

• Ensure the organization’s compliance with Saudi labor law, including employment contract standards, working hours, leave entitlements, end‑of‑service obligations, and termination procedures.
• Maintain employment documentation, including contracts, amendments, performance records, and disciplinary documentation.
• Stay current on changes to Saudi labor law and Ministry of Human Resources and Social Development requirements.
• Support legal counsel as needed on employment‑related matters.
• Manage employee grievance processes and ensure fair, documented handling of workplace issues.

• Track and manage the organization’s Saudization ratio against Nitaqat program requirements.
• Develop hiring strategies that strengthen the organization’s Saudization standing while attracting the best talent available.
• Coordinate with division leaders on hiring decisions that affect Saudization compliance.
• Manage relationships with Saudi government employment programs and initiatives.
• Support Saudi national talent development, including mentorship programs and career development pathways.

• Establish and operate performance management processes, including goal‑setting, performance reviews, and development planning.
• Coordinate annual review cycles in partnership with division leaders.
• Support managers in handling performance issues professionally and within Saudi labor law requirements.
• Build a performance management culture that emphasizes growth and accountability without bureaucracy.

• Develop and maintain the organization’s HR policies, including employee handbook, code of conduct, leave policies, and operational procedures.
• Document HR practices and ensure consistent application across the organization.
• Update policies as the organization grows and as the Saudi regulatory environment evolves.
• Support policy implementation across all teams and divisions.

• Support the organization’s culture by reinforcing brand values, craft sensibility, and professional standards across all teams.
• Coordinate team events, cultural moments, and internal communications that build connection across a growing team.
• Identify training and development needs and coordinate appropriate programs.
• Support founder…