General Manager Human Resources

Confidential; Riyadh; On-site; SAR 260,000 - 480,000; Full time

Job summary

Confidential is seeking a General Manager Human Resources to partner with business leaders in Riyadh to develop and execute people strategies across the full employee lifecycle, from talent acquisition to performance management and compensation. The role emphasizes governance, HR analytics, and stakeholder engagement.

The position requires 7–10+ years of progressive HR experience, including at least 3 years in HR Manager or HRBP roles, with expertise across recruitment, employee relations,

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field; Master’s/MBA preferred.
• Professional HR certification (SHRM-CP/SHRM-SCP, CIPD, HRCI or equivalent) is an advantage.

Responsibilities

• Develop and execute people strategies aligned with organizational goals.
• Oversee talent acquisition, performance management, compensation & benefits, employee relations, and development.
• Lead HR operations, governance, and compliance with labor laws and policies.
• Analyze workforce metrics and provide data-informed recommendations.

Skills

Strategic HR partnering

People leadership

HR analytics

Stakeholder management

Education

Bachelor's degree in HR/Business

MBA preferred

Tools

SAP SuccessFactors

Power BI

Job description

The General Manager Human Resources is responsible for partnering with business leaders to develop and execute people strategies that support organizational goals. This role oversees the full employee lifecycle, including talent acquisition, performance management, compensation and benefits, employee relations, organizational development, learning and development, HR operations, and compliance. The HR Manager leverages HR analytics and technology to drive data-informed decisions while ensuring effective governance, policy implementation, and stakeholder engagement.

Key Responsibilities

Strategic HR Business Partnering

• Partner with business leaders to align HR initiatives with organizational objectives and workforce plans.
• Provide strategic HR guidance on organizational design, workforce planning, talent management, and succession planning.
• Support business transformation and organizational effectiveness initiatives.

Talent Acquisition & Recruitment

• Lead end-to-end recruitment activities to attract and retain high-quality talent.
• Collaborate with hiring managers to identify workforce requirements and improve hiring efficiency.
• Develop employer branding and talent pipeline strategies.

Performance Management

• Drive the organization's performance management framework, including goal setting, performance reviews, and development planning.
• Coach managers on performance improvement and employee development.
• Monitor performance metrics and recommend continuous improvements.
• Administer compensation and benefits programs to ensure market competitiveness and internal equity.
• Support salary benchmarking, annual compensation reviews, and incentive programs.
• Ensure compliance with compensation policies and applicable regulations.

Employee Relations & Labor Law Compliance

• Manage employee relations matters, including investigations, disciplinary actions, grievance handling, and conflict resolution.
• Ensure compliance with labor laws, employment regulations, and company policies.
• Foster a positive employee experience and maintain a productive workplace culture.

Organizational Development & Change Management

• Lead organizational development initiatives that improve effectiveness, engagement, and productivity.
• Support change management programs by developing communication, stakeholder engagement, and adoption plans.
• Drive employee engagement initiatives and organizational culture programs.

Learning & Development

• Identify organizational capability gaps and develop learning strategies.
• Design and implement leadership development, technical training, and career development programs.
• Evaluate learning effectiveness and measure training outcomes.

HRIS & HR Analytics

• Utilize HRIS platforms, preferably SAP SuccessFactors, to manage HR processes and employee data.
• Develop HR dashboards and reports using Power BI and other analytics tools.
• Analyze workforce metrics and provide actionable insights to support business decisions.

HR Policy & Governance

• Develop, review, and implement HR policies, procedures, and governance frameworks.
• Ensure HR practices comply with legal requirements and organizational standards.
• Conduct HR audits and support continuous process improvement initiatives.

Leadership & Stakeholder Management

• Build strong relationships with business leaders and key stakeholders.
• Coach and influence managers on people-related matters.
• Lead and mentor HR team members to achieve departmental objectives.
• Drive cross-functional collaboration to support business priorities.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline. Master's degree or MBA is preferred.
• Professional HR certification (e.g., SHRM-CP/SHRM-SCP, CIPD, HRCI, or equivalent) is an advantage.

Experience

• 7–10+ years of progressive HR experience, including at least 3 years in an HR Manager or HR Business Partner role.
• Experience across multiple HR disciplines, including recruitment, employee relations, compensation and benefits, organizational development, and performance management.
• Experience supporting business transformation and change initiatives.