HR Business Partner

Antal International Network; Dammam; On-site; Confidential; Full time

Job summary

A global HR consultancy in Saudi Arabia is seeking an experienced HR Business Partner to align HR initiatives with organizational strategy. The ideal candidate will have 8–12 years of HR experience, including 4 years as an HRBP. Responsibilities include workforce planning, performance management, and employee engagement. This role demands a strong background in talent management and organizational design, alongside excellent stakeholder management skills. Competitive compensation and a dynamic work environment are offered.

Qualifications

• 8–12 years of progressive HR experience with at least 4 years in an HRBP role.
• Experience in diverse sectors such as automotive, retail, or real estate.
• Strong background in talent management and organizational design.

Responsibilities

• Partner with business leaders to translate strategy into HR initiatives.
• Drive workforce planning, organizational design, and succession planning.
• Lead engagement surveys and resolve workplace conflicts.

Skills

Business acumen

Stakeholder management

Knowledge of labor laws

Problem-solving skills

HR analytics

Emotional intelligence

Education

Bachelor’s degree in Human Resources or Business Administration

Master’s preferred

Professional HR certifications (CIPD, SHRM)

Job description

Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to translate organizational strategy into HR initiatives.

• Drive workforce planning, organizational design, and succession planning.

• Provide HR insights for business decisions related to talent, structure, and culture.

• Support change management and transformation projects.

Talent Management & Development

• Collaborate on talent acquisition strategies for critical roles.

• Identify high-potential employees and develop career paths and development plans.

• Implement learning and development initiatives aligned with business needs.

• Support leadership capability building and coaching.

Performance & Rewards

• Drive performance management cycles, including goal setting, feedback, and appraisals.

• Partner with Total Rewards team on compensation benchmarking and incentive design.

• Advise managers on employee recognition and retention strategies.

• Ensure fairness, equity, and transparency in reward systems.

Employee Relations & Engagement

• Act as the primary HR contact for managers and employees on ER issues.

• Support a positive work environment, aligned with company culture and values.

• Lead engagement surveys and follow-up action planning.

• Resolve workplace conflicts and provide mediation where needed.

HR Operations & Compliance

• Ensure compliance with labor laws, policies, and regulations.

• Monitor HR metrics and provide insights to business leaders.

• Support implementation of HR systems and digital platforms.

• Partner with HR Centers of Excellence (COEs) for policy rollouts and process improvements.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).

• Professional HR certifications (CIPD, SHRM, or equivalent) desirable.

• 8–12 years of progressive HR experience, with at least 4 years in an HRBP role.

• Experience in diversified holding companies or sectors such as automotive, retail, or real estate.

• Strong background in talent management, employee relations, and organizational design.

Skills & Competencies

• Business acumen and ability to align HR with organizational goals.

• Strong stakeholder management and relationship-building skills.

• Knowledge of labor laws and HR compliance frameworks.

• Excellent problem-solving, coaching, and influencing skills.

• Data-driven approach with strong HR analytics and reporting capabilities.

• High emotional intelligence, adaptability, and change leadership.

Key Internal & External Relationships

• Internal: Business Unit Heads, Group HR Director, HR COEs (Talent, Rewards, L&D), Finance, Legal.

• External: Recruitment agencies, training vendors, HR consultants, labor authorities.

Performance Indicators (KPIs)

• Achievement of workforce planning and talent pipeline objectives.

• Employee engagement and retention rates.

• Effectiveness of performance management and talent development initiatives.

• Compliance with labor laws and HR policies.

• Strength of business leader partnership and satisfaction.