HR Business Partner

Havelock One; Askar; On-site; BHD 23,000 - 34,000; Full time

Job summary

Havelock One in Bahrain is seeking an experienced HR Business Partner to manage day-to-day HR operations across Bahrain and UAE, advising management on policy, compliance and employee lifecycle. You will partner with line managers, strengthen employee relations, drive performance management, talent development, engagement and HR data insights to identify trends and risks.

The role covers HRIS maintenance, reporting, change management and delivery of regional HR initiatives to improve

Qualifications

• Degree in Human Resources, Business Administration or related discipline.
• Minimum 5+ years of progressive HR generalist/business partnering experience.
• Strong knowledge of HR operations, employee relations, performance management, onboarding, engagement, reporting and policy implementation.
• Confidentiality, discretion and professional judgement.
• Knowledge of Bahrain/UAE labour law and GCC HR practices preferred.

Responsibilities

• Partner with business heads and managers to translate priorities into people plans.
• Provide proactive HR advisory support across employee lifecycle and compliance.
• Lead induction and onboarding, and manage probation follow-ups.
• Maintain HRIS data, generate monthly reports and analyze trends.
• Support organizational change and HR transformation initiatives.

Skills

Stakeholder management

HR analytics

Employee relations

Communication

People development

Education

Bachelor's degree in HR or related field

Tools

HRIS

Job description

To manage day-to-day HR operations across Bahrain andUAE, including the administration of HR policies, procedures, HRIS records andHR programmes in consultation with HR Management. The role acts as a trusted HRBusiness Partner to assigned departments, providing practical, proactive andbusiness-focused advice across the employee lifecycle. It partners with linemanagers to strengthen employee relations, performance management, talentdevelopment, engagement and HR compliance, while using HR data and employeeinsights to identify trends, highlight risks and recommend timely actions.

Strategic Responsibilities

• Partner with businessheads and managers to understand operational priorities and translate them into practical people plans.
• Build trustedrelationships across the business and influence stakeholders through soundjudgement, data-led insights and clear communication.
• Support thedevelopment, review and implementation of Bahrain/GCC specific HR policies,procedures and employee communication materials in coordination with HR Management.
• Provide high-quality,efficient and business-focused HR advisory support across employee relations,performance, engagement, retention and workforce planning.
• Support successionplanning activities in partnership with business leaders, providing workforceinsights and recommendations to support operational and strategic requirements.
• Strengthen theemployee life cycle experience, from onboarding and probation throughdevelopment, performance, recognition and exit.
• Coach managers onpeople decisions, feedback conversations, employee engagement, documentationstandards and consistent policy application.
• Identify HR processimprovement opportunities and support regional initiatives that improveefficiency, compliance and employee experience.
• Support theimplementation of organisational change, HR transformation and continuousimprovement initiatives, partnering with business leaders to embed newprocesses, practices and ways of working that enhance organisationaleffectiveness and employee experience.

Operational Responsibilities

Employee Life Cycle and Employee Experience

• Lead the induction,onboarding and new joiner experience, ensuring all joining formalities,orientation activities, documentation and probation follow-ups are completed ontime.
• Conduct employeeinduction, confirmation, transfer and exit discussions, documenting keyoutcomes and maintaining relevant records appropriately.
• Manage employeecommunications, including one-to-one sessions, team briefings and writtenupdates, based on business and employee needs.
• Support internalaudits and the sales team through completion of pre-qualification templates fortendering.

Learning, Engagement and Recognition

• Coordinate trainingrequirements with managers, source and liaise with vendors, manage nominationsand attendance, collect feedback and submit regular reports to HR Management.Vendor coordination for certificates as needed.
• Support learning anddevelopment initiatives by communicating available opportunities andencouraging employee participation. Lead the existing practice of learning anddevelopment (Taqadam).
• Lead employeeengagement initiatives for assigned business areas, including planning, budgetproposals, implementation, feedback capture and post-activity review includingmanaging Intranet page for HR updates.
• Drive employeerewards and recognition (Mashkoor) processes for the company, ensuringconsistency, fairness and timely communication, tracking, reporting etc.

Performance Management and Employee Relations

• Support and leadlocation-specific performance management cycles, manager guidance sessions andemployee discussions.
• Support disciplinaryinvestigations and grievance matters in consultation with HR Management,ensuring confidentiality, fairness, complete documentation and alignment withpolicy and applicable labour requirements.
• Prepare and issueofficial internal HR documents such as compensation and benefits letters,warning letters, employment-related letters and other employee communicationsin consultation with HR Management.

HRIS, Reporting and Analytics

• Maintain accurateHRIS data and employee records by ensuring timely updates, validation anddocumentation control.
• Assist in the regularreview, testing and implementation of HRIS upgrades, coordinating withfunctional and technical teams where required.
• Deliver routinemonthly HR reports, and respond to basic to intermediate ad hoc data, reportingand analysis requests from HR Management.
• Track HR metrics suchas headcount movement, attrition, absence, engagement feedback, trainingparticipation and employee relations themes, and share insights for managementaction.

Compliance, Advisory and Continuous Improvement

• Respond to employeeand manager inquiries, complaints or concerns by providing accurate informationon benefits, policies and procedures, in close coordination with HR Management.
• Maintain awareness ofcurrent HR trends, labour market practices and regulatory developments inBahrain and the wider GCC region, and share recommendations on talent,engagement, training, process improvement and data analysis.
• Perform other dutiesas requested by HR Management.

Candidate Requirements

• Degree in HumanResources, Business Administration or related discipline;
• Minimum 5+ years ofprogressive HR generalist/business partnering experience, preferably in amulti-location or project-based environment.
• Strong workingknowledge of HR operations, employee relations, performance management,onboarding, engagement, HR reporting and policy implementation.
• High level ofconfidentiality, discretion and professional judgement when handling employeematters, sensitive information and management discussions.
• Knowledge of Bahrain/UAE labour law and GCC HR practices is preferred.
• Experience workingwith HRIS systems and employee data; ability to prepare accurate reports andtranslate data into practical insights.
• Compensation andbenefits knowledge or certification is an advantage.
• Ability to create,develop and deploy HR programs with clear planning, stakeholder alignment andfollow-through.

Travel

• 10% of the time asneeded for the business including periodic travel to project sites or regionaloffices, where required.

Candidate Competency Summary

• Business partneringmindset and stakeholder management.
• Problem solving andsound judgement.
• Achievementorientation and execution excellence.
• Employee relationshandling and conflict resolution.
• Coaching, negotiationand influencing skills.
• Clear spoken andwritten communication in English; local language capability is an advantage.
• Data orientation,reporting accuracy and HRIS discipline.
• Teamwork,collaboration and networking skills.
• Innovation,creativity and continuous improvement mindset.
• Understanding of theinteriors, construction, fit-out or project-based industry environment is anadvantage.