Senior Manager - HR Business Partner

Overview

Perform business partnering by delivering tailored HR solutions for assigned divisions. Collaborate with business leaders and HR colleagues to address organizational challenges, support workforce planning, and implement HR programs. Ensure HR initiatives and policies are effectively localized and consistently applied to drive divisional and organizational objectives.

• Strategic Responsibilities
  :
  Prepares and manages the annual budget for the HR Business Partner Department and reporting Sections in conjunction with the HR Division's budget and tracks expenditure to ensure adherence to the budget.
• Strategic Responsibilities
  :
  Develops and implements the operating plan for the HR Business Partner Department in alignment with the HR Divisional strategic plans to ensure achievement of Qiddiya s overall objectives.
• Strategic Responsibilities
  :
  Manages and controls the operating framework for the HR Business Partner Department, provides guidance and support, ensures implementation and review of work processes to achieve high performance standards and continuous improvement.
• Core Responsibilities (Strategic Leadership and Business Partnership):
  Develop strategic partnerships with divisional business leaders by understanding their goals, challenges and opportunities, positioning HR as a trusted advisor.
• Core Responsibilities (Strategic Leadership and Business Partnership):
  Champion collaboration with HR departments to integrate divisional talent strategies with business priorities.
• Core Responsibilities (Strategic Leadership and Business Partnership):
  Evaluate divisional business-specific gaps and authorize solutions in partnership with CoEs to address employee needs.
• Core Responsibilities (Strategic Leadership and Business Partnership):
  Define team objectives by understanding divisional business objectives and challenges to deliver tailored HR solutions.
• Core Responsibilities (Strategic Leadership and Business Partnership):
  Lead continuous improvement initiatives by evaluating HRBP team performance, approving best practices, and driving innovation across supported divisions.
• Core Responsibilities (Organizational Design, Workforce Planning, and Talent Management):
  Lead team efforts in organization design and workforce planning to identify talent needs in partnership with CoEs.
• Core Responsibilities (Organizational Design, Workforce Planning, and Talent Management):
  Approve workforce assessments to ensure divisional workforce requirements are met.
• Core Responsibilities (Organizational Design, Workforce Planning, and Talent Management):
  Establish and evaluate processes for divisional team restructuring, talent redeployment and cross-unit moves to optimize workforce agility and support business transformation.
• Core Responsibilities (Organizational Design, Workforce Planning, and Talent Management):
  Oversee the localization and tailoring of HR initiatives to address unique divisional and market contexts.
• Core Responsibilities (HR Program Management):
  Champion the consistent application of HR policies across divisions to resolve exceptions and escalations, ensuring fair treatment and effectively managing sensitive employee matters and grievances.
• Core Responsibilities (HR Program Management):
  Oversee the onboarding experience journey by setting expectations, approving processes, and ensuring seamless integration for new hires, resulting in alignment with organizational culture and process consistency.
• Core Responsibilities (HR Program Management):
  Engage actively in compensation decisions by approving discrepancy resolutions and supporting team-led conversations, ensuring fairness and equity in compensation across divisions.
• Core Responsibilities (HR Program Management):
  Collaborate with recruitment teams to approve exceptions and align offers with organization-wide standards, ensuring equity and consistency in employment terms.
• Core Responsibilities (HR Program Management):
  Set direction for divisional compensation review and role clarity processes to drive transparency, retention, and fairness of rewards across business groups.
• Core Responsibilities (HR Program Management):
  Set direction for…