Regional People Operations Partner I

Aramex; Dubai; On-site; AED 167,000 - 268,000; Full time

Job summary

Aramex in Dubai is seeking a Regional People Operations Partner I to govern end-to-end HR transactions and ensure accuracy, timeliness, and compliance across the region.

You will partner with local HR, regional leadership, and corporate HR & People Analytics to standardize processes, improve data quality, and support scalable service delivery across stations.

The role focuses on data integrity, SuccessFactors processing, and driving improvements in HR operational workflows.

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field.
• 4–6 years of experience in HR operations, HR shared services, or HR administration.
• Experience handling end-to-end employee lifecycle transactions.
• Strong understanding of HR operational processes.
• Experience in SAP SuccessFactors is highly desirable.

Responsibilities

• Govern and execute HR operational transactions across region for employee lifecycle.
• Oversee HR performance data integrity and regional dashboards.
• Manage data in SuccessFactors modules and ensure proper system workflows.
• Identify recurring issues and contribute to process standardization and improvements.
• Collaborate with regional HR stakeholders to provide data-driven insights.

Skills

Attention To Details

Communication Skills

Data Analysis

Problem Solving

Stakeholder Management

Analytical Thinking

Interpersonal And Relationship-Buildin

Professional Responsibility

Education

Bachelor’s degree in HR/Business Admin

Tools

SAP SuccessFactors

Job description

Job Title: Regional People Operations Partner I

Posting Start Date: 11/3/26

Job Description:

Purpose of the Job

The Regional People Operations Partner is the single point of accountability for the governance andend-to-end execution of HR operational transactions across an entire region, ensuring that everytransaction from hire to separation is submitted accurately, on time, and in full compliance withinSuccessFactors and related HR systems.Reporting into the corporate People Insights & Analytics function, the role safeguards data integrity,oversees HR performance-management data, and drives the timely clearance of stalled and agedtransactions across all stations in the region. It acts as the operational bridge between local station HR,the regional HR leadership, business managers who approve requests, and the corporate HR and PeopleAnalytics teams - standardizing execution, elevating data quality, and enabling scalable, compliant HRservice delivery on a regional scale.

Job Description

HR Operational Transactions - End-to-End Governance):

The role is Accountable for governing and executing all HR operational transactions across the regional employee lifecycle, including:

• New hires (offers, hiring actions, system setup coordination).
• Employee separations (resignations, terminations, end‑of‑service processes).
• Promotions, transfers, and job changes.
• Reporting line, organizational, and position updates.
• Employee lifecycle changes impacting payroll, benefits, and reporting.

HR Performance Data Oversight:

• Oversee the integrity and completeness of HR performance-management data for the region (goal setting, mid-year and year-end review progress, ratings and existence of PIP records).
• Monitor performance-cycle completion rates by station and grade band, flag bottlenecks, and drive follow-up with local HR to achieve on-time cycle closure.
• Ensure performance data feeds regional dashboards and analytics accurately and on schedule.

HR Data Management & Cleansing:

• Ensure data accuracy and completeness across SuccessFactors and related HR systems
• Proactively identify and correct:
• Inconsistent employee records.
• Missing or incorrect job, position, grade, or organizational data.
• Historical data issues that affect reporting and analytics.
• Perform regular audits and data quality checks for the assigned region.
• Partner with People Analytics to resolve structural or recurring data issues.

SuccessFactors Transaction Processing

• Execute and maintain employee data in SuccessFactors modules (Employee Central and related workflows).
• Ensure correct triggering and completion of system workflows.
• Monitor transaction backlogs, aging, and regional volumes (Clear any Stalled transactions).
• Escalate system or process gaps impacting service delivery.

Process Improvement & Standardization

• Contribute to simplification and standardization of HR operational processes.
• Identify recurring transaction issues and propose automation or process fixes.
• Support documentation, SOPs, and Quick Reference Guides as needed.
• Participate in HR transformation and service delivery improvement initiatives.

Stakeholder Collaboration & Regional HR Partnership

• Partner closely with Regional HR stakeholders to provide timely, data-driven insights that support HR direction, enable informed decision-making, and align operational execution withstrategic priorities.

Stalled & Aged Transaction Management

• Monitor transaction backlogs, aging (10+ / 30+ days) and regional volumes, and drive clearance of all stalled transactions.
• Prioritize business-critical transactions (termination, hiring, promotion) within agreed SLAs to avoid payroll and final-settlement risk.
• Escalate systemic or recurring blockers to the corporate People Insights & Analytics team and regional HR.

Compliance & Governance

• Ensure transactions comply with internal HR policies, delegation of authority, and audit requirements.
• Maintain confidentiality and integrity of employee data.
• Support internal and external audits related to employee data and HR operations.

Job Requirements - Experience and Education

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum 4–6 years of experience in HR operations, HR shared services, or HR administration.
• Proven experience handling end‑to‑end employee lifecycle transactions.
• Solid understanding of HR operational processes
• Ability to manage large transaction volumes with competing priorities
• Strong exposure to regional or multi‑country HR operations preferred.
• Strong hands‑on experience with large data
• Experience in SAP Success Factor is highly desirable.

Leadership Behaviors

Building Outstanding Teams Setting a clear direction Simplification Collaborate & break silos Execution & Accountability Growth mindset Innovation Inclusion External focus

Skills

Attention To Details Communication Skills Data Analysis Problem Solving Stakeholder Management Analytical Thinking Interpersonal And Relationship-Building Skills Professional Responsibility