HR Business Partner

Antal International; Dammam; On-site; SAR 150,000 - 200,000; Full time

Job summary

A global HR consultancy in Saudi Arabia seeks an experienced HR Business Partner. Responsibilities include translating organizational strategy into HR initiatives, driving performance management, and managing employee relations. The ideal candidate will have a Bachelor’s degree, extensive HR experience, and strong stakeholder management skills. With a focus on talent development and compliance, this role offers an opportunity to shape HR practices in a dynamic work environment.

Qualifications

• 8–12 years of progressive HR experience, with at least 4 years in an HRBP role.
• Experience in diversified sectors like automotive, retail, or real estate.
• Strong background in talent management and employee relations.

Responsibilities

• Partner with leaders to translate organizational strategy into HR initiatives.
• Drive performance management cycles and partner on compensation benchmarking.
• Act as primary HR contact for managers on employee relations issues.
• Ensure compliance with labor laws, policies, and regulations.

Skills

Business acumen

Stakeholder management

HR compliance knowledge

Problem-solving

Coaching skills

HR analytics

Education

Bachelor’s degree in Human Resources or Business Administration

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.