HR Manager

MUFG; Saudi Arabia; On-site; SAR 150,000 - 200,000; Full time

Job summary

A leading financial institution in Saudi Arabia is seeking an experienced HR professional to lead the HR function and manage daily operations. The role involves overseeing recruitment, payroll, employee relations, and ensuring compliance with local laws and HR policies. Candidates should have over 5 years of HR experience, strong knowledge of KSA regulations, and excellent communication skills in English and Arabic. This position offers a dynamic working environment in a prestigious financial institution.

Benefits

Flexible working arrangements

Comprehensive health insurance

Qualifications

• 5+ years of experience in HR, ideally in Financial or Professional services.
• Strong knowledge of KSA rules and regulations regarding employment and immigration.
• KSA National with the ability to manage large workloads and tight deadlines.

Responsibilities

• Lead the HR function and manage daily operations in KSA.
• Conduct recruitment and onboarding processes.
• Ensure compliance with local laws and regulations.
• Manage payroll activities and employee relations.

Skills

Fluency in English and Arabic

Strong people management skills

Project management skills

Strong attention to detail

Excellent communication skills

Education

Degree / Masters in HR or HR related subject

Professional HR qualifications such as CIPD

Tools

Microsoft Office

Job description

Overview of the Department/Section

Provision of all HR related support to employees and managers across the EM region including:

• Human Resources Risk and Governance oversight
• Compensation and benefits management including monthly payroll and group insurances
• Human capital planning
• Learning and Development
• HR advisory
• Staff mobility and career development
• Management of recruitment and onboarding
• Immigration and other start‑up/relocation support for MUFG EM staff
• Development, implementation of HR related policies and procedures
• Leaver / post‑employment management
• Management and resolution of employee relations across the region

Main Purpose of the Role

To lead the Human Resources function and to manage the day to day operations in accordance with internal and external rules, regulations and laws of KSA. Responsibility for implementation of the Bank’s global and regional human resources strategy within the KSA Branch.

Key Responsibilities

Essential Functions:

• On‑boarding and Off‑boarding
• Local recruiting activities, posting positions in compliance with local laws, liaison with 3rd‑party recruitment companies, maintaining strong network and acting as conduit in the recruiting process
• Conduct HR interviews as part of the recruitment process, advising on candidate suitability in line with the Global capability matrix
• Extending offers to new hires (following comp package approval from MENA/London HR)
• Drafting / reviewing employment contracts and contract packs, following up on the submission of documents by pending hires
• Keeping managers advised on the status of new hires / transferees
• Ensuring all new, existing and departing employee data records are kept up to date; ensuring leaver details are processed for departing employees
• Initiation and on‑going monitoring of relocations and destination services as necessary for new joiners / transferees including on‑going support of Japanese Expatriates
• Overall management of immigration and ongoing immigration activities
• Conducting exit interviews with employees, ensuring all company property is returned back to the Branch
• Coordinate the international transfer process by working closely with the home country HR, the destination services and the shipping company and dealing with any relocation issues as they arise
• Ensure all new employees and leavers paperwork is provided in orderly fashion to the GRO for filing; preparing and delivering the employee induction programme; follow up with departed employees to close any outstanding HR matters
• Acting as a key point of contact for employees and line managers providing advice and support for HR related matters such as HR policies and procedures; dealing with employee relations issues following the Bank’s internal policies and in line with local laws and regulations
• Processing of monthly payroll in partnership with 3rd‑party payroll provider; ensuring monthly sign‑off, provision of reporting to Finance; processing of salary payments in accordance with WPS; management of GOSI, system updates, monthly payments, registrations, de‑registrations
• Management and processing of HR related invoices and submission to Finance for payment; as required by Head of HR MENA, manage renewal process for relevant insurance policies for the Branch in line with the budget
• Support the Head of HR MENA in the compensation review process; ensuring McLagans data is detailed in compensation review sheets; support in the preparation of key compensation documentation, reporting and procedures particularly in relation to deferred compensation; participate in the delivery and communication of compensation and benefits to staff; lead coordination in the annual compensation and benefits surveys for the Branch as required; manage any employee engagement initiatives
• Support in the implementation of Branch training and development initiatives; lead the design and/or coordination of individual training courses where assigned by the Head of HR MENA; coordinating logistical arrangements for any external training provisions and delivering training where appropriate; management of the Branch’s KPI setting, interim review and year‑end review processes in accordance with EMEA wide deadlines; ensuring 100% completion in accordance with the Branch’s BSC; coordination of draft performance ratings for MENA calibration process; coordinate the Branch’s annual talent review as part of the Global Talent Review process
• Back up to the GRO in the execution of changes of employee data records held such as cost centre changes, transfers, terminations, joiners, compensation, passport, visas, salary information etc.; attend to employee/manager queries related to any HR related systems; liaise with the London HRIS team to manage the administration and maintenance of the HR intranet site and ensure information published is up‑to‑date for employees to access as may be required; maintenance of all trackers/reports which are to be used by the HR team or distributed outside of HR; lead management of Japanese expatriate tracker; updating relevant HR trackers as required such as recruitment tracker, employee relations etc.; ensuring the Branch maintains appropriate levels of Saudisation to ensure the Branch activities continue without issue; maintenance of appropriate employees records for compiling for internal/external reporting as required
• Ensure audit compliance of employment files; manage internal and external audit HR related requirements ensuring preparation ahead of audits is completed in a timely manner; support the Head of HR MENA in the drafting of HR policies and procedures are up to date; assist in establishing new processes and procedures as required for legal, regulatory, efficiency, cost saving purposes; ensure HR Operations manuals are in place for the Branch and ensure updates are completed in a timely manner; maintenance of an ops update tracker for on‑going changes which may need to be made to HR procedures; responsible to work effectively for fraud prevention and detection; this should also include making sure staff, customers and other stakeholders such as key contracting parties are made aware of fraud and prevention techniques
• Support the Head of HR MENA in the rollout of any Global/EMEA HR Initiatives and lead where requested; support the Head of HR MENA in the implementation of the regional HR agenda and lead initiatives where requested; provide general administration support such as answering telephone calls, dealing with correspondence/letters, updating HR documents, organizing meetings and conference calls, checking invoices for payment; participate in annual review processes including performance review, salary and bonus review, promotions; ad‑hoc projects and tasks as required by the Head of HR Emerging Markets; ensuring the HR function, policies and procedures continue to be in line with laws and regulations of KSA, reporting to the Head of HR Emerging Markets for any changes in these; support the Head of HR Emerging Markets in the direct and indirect personnel expenses budgeting and re‑forecasting for the termly, annual and Mid‑Term Business Plan for the Branch; create necessary strategies and policies in collaboration with the related parties under the guidance of the Head of Riyadh Branch and/or senior management and Head of Human Resources, Emerging Markets; educate junior staff and improve their skills and working capabilities so that improve the total staff standard; support the Head of Internal Control by taking lead and contributing to establish Riyadh Branch and in particular, Human Resources as the best working place in MUFG; always have the “willing to help” attitude and try to find issues and solve them for the improvement; to provide coverage for the HR Analyst in their absence; broader MENA and EMEA Collaboration (Local Function Head) – responsibility for implementing initiatives to support your function’s strategic vision (global and regional) in your location, providing your team and colleagues with the necessary support to realize and implement those visions and initiatives effectively and collaborating with relevant MENA function leadership as appropriate; responsibility for consultation with and reporting to the MENA Function Head, taking direction and giving feedback on matters relating to local operations, with the aim of embedding consistency in the operation of functions across EMEA offices; matters for consultation and reporting will be undertaken in accordance with your division’s governance framework and any other relevant frameworks; lead and/or take part in the functional periodical meetings to enhance functional communication in both the MENA and broader EMEA region; data protection – acting as the data protection business process owner (BPO) for Human Resources Department with responsibility for the following: complying with the transparency requirements (as detailed in the Data Protection Policy); ensuring there are lawful grounds for processing personal data; ensuring personal data are used and stored in accordance with the purposes communicated to individuals; ensuring data being collected are relevant and not excessive for the purpose for which the personal data were collected; taking reasonable steps where appropriate to ensure data is kept accurate and up to date; ensuring personal data are adequately protected against accidental or unlawful processing and against destruction, accidental loss or damage; undertake privacy impact assessments when there are significant changes to the business process; ensuring personal data is not transferred to locations not deemed to have adequate protections where transfer restrictions apply; and ensuring that personal data are not retained for longer than necessary; and ensuring that their records of processing activities (RoPA) are kept up to date and accurate.

Compensation and Benefits

• Processing of monthly payroll in partnership with 3rd‑party payroll provider; ensuring monthly sign‑off, provision of reporting to Finance; processing of salary payments in accordance with WPS; management of GOSI, system updates, monthly payments, registrations, de‑registrations; management and processing of HR related invoices and submission to Finance for payment; as required by Head of HR MENA, manage renewal process for relevant insurance policies for the Branch in line with the budget; support the Head of HR MENA in the compensation review process; ensuring McLagans data is detailed in compensation review sheets; support in the preparation of key compensation documentation, reporting and procedures particularly in relation to deferred compensation; participate in the delivery and communication of compensation and benefits to staff; lead coordination in the annual compensation and benefits surveys for the Branch as required; manage any employee engagement initiatives.

Learning and Development

• Support in the implementation of Branch training and development initiatives; lead the design and/or coordination of individual training courses where assigned by the Head of HR MENA; coordinating logistical arrangements for any external training provisions and delivering training where appropriate; management of the Branch’s KPI setting, interim review and year‑end review processes in accordance with EMEA wide deadlines; ensuring 100% completion in accordance with the Branch’s BSC; coordination of draft performance ratings for MENA calibration process; coordinate the Branch’s annual talent review as part of the Global Talent Review process.

IT Systems and Reporting

• Back up to the GRO in the execution of changes of employee data records held such as cost centre changes, transfers, terminations, joiners, compensation, passport, visas, salary information etc.; attend to employee/manager queries related to any HR related systems; liaise with the London HRIS team to manage the administration and maintenance of the HR intranet site and ensure information published is up‑to‑date for employees to access as may be required; maintenance of all trackers/reports which are to be used by the HR team or distributed outside of HR; lead management of Japanese expatriate tracker; updating relevant HR trackers as required such as recruitment tracker, employee relations etc.; ensuring the Branch maintains appropriate levels of Saudisation to ensure the Branch activities continue without issue; maintenance of appropriate employees records for compiling for internal/external reporting as required.

HR Risk and Control

• Ensure audit compliance of employment files; manage internal and external audit HR related requirements ensuring preparation ahead of audits is completed in a timely manner; support the Head of HR MENA in the drafting of HR policies and procedures are up to date; assist in establishing new processes and procedures as required for legal, regulatory, efficiency, cost saving purposes; ensure HR Operations manuals are in place for the Branch and ensure updates are completed in a timely manner; maintenance of an ops update tracker for on‑going changes which may need to be made to HR procedures; responsible to work effectively for fraud prevention and detection; this should also include making sure staff, customers and other stakeholders such as key contracting parties are made aware of fraud and prevention techniques.

Miscellaneous

• Support the Head of HR MENA in the rollout of any Global/EMEA HR Initiatives and lead where requested; support the Head of HR MENA in the implementation of the regional HR agenda and lead initiatives where requested; provide general administration support such as answering telephone calls, dealing with correspondence/letters, updating HR documents, organizing meetings and conference calls, checking invoices for payment; participate in annual review processes including performance review, salary and bonus review, promotions; ad‑hoc projects and tasks as required by the Head of HR Emerging Markets; ensuring the HR function, policies and procedures continue to be in line with laws and regulations of KSA, reporting to the Head of HR Emerging Markets for any changes in these; support the Head of HR Emerging Markets in the direct and indirect personnel expenses budgeting and re‑forecasting for the termly, annual and Mid‑Term Business Plan for the Branch; create necessary strategies and policies in collaboration with the related parties under the guidance of the Head of Riyadh Branch and/or senior management and Head of Human Resources, Emerging Markets; educate junior staff and improve their skills and working capabilities so that improve the total staff standard; support the Head of Internal Control by taking lead and contributing to establish Riyadh Branch and in particular, Human Resources as the best working place in MUFG; always have the “willing to help” attitude and try to find issues and solve them for the improvement; to provide coverage for the HR Analyst in their absence; broader MENA and EMEA Collaboration (Local Function Head) – responsibility for implementing initiatives to support your function’s strategic vision (global and regional) in your location, providing your team and colleagues with the necessary support to realize and implement those visions and initiatives effectively and collaborating with relevant MENA function leadership as appropriate; responsibility for consultation with and reporting to the MENA Function Head, taking direction and giving feedback on matters relating to local operations, with the aim of embedding consistency in the operation of functions across EMEA offices; matters for consultation and reporting will be undertaken in accordance with your division’s governance framework and any other relevant frameworks; lead and/or take part in the functional periodical meetings to enhance functional communication in both the MENA and broader EMEA region; data protection – acting as the data protection business process owner (BPO) for Human Resources Department with responsibility for complying with transparency requirements, ensuring lawful grounds for processing personal data, ensuring personal data are used and stored in accordance with the purposes communicated to individuals, ensuring data collected are relevant and not excessive, taking reasonable steps to ensure data accuracy and up to date, ensuring personal data are adequately protected against accidental or unlawful processing, undertaking privacy impact assessments when there are significant changes to the business process, ensuring personal data are not transferred to locations not deemed to have adequate protections where transfer restrictions apply, and ensuring personal data are not retained for longer than necessary, and ensuring RoPA are kept up to date and accurate.

Work Experience

5 years’ + experience as an HR professional, ideally within Financial, Legal or professional services; experience of managing and developing others.

Education and Skills

• Degree / Masters in HR or HR related subject
• Professional HR qualifications such as CIPD preferred
• Strong knowledge of the rules and regulations of KSA in respect of employment and immigration.
• KSA National
• Fluency in English and Arabic
• Proficient in Microsoft Office with Excel skills at an intermediate level
• Strong attention to detail
• Excellent communicator
• Client oriented and experience of stakeholder management
• Project management skills
• Strong people management skills

Personal Requirements

• Integrity & Responsibility
• Professionalism & Teamwork
• Challenge ourselves to grow
• Client Centric
• People Focused
• Listen Up, Speak Up
• Innovate & Simplify
• Own & Execute
• Excellent communication skills
• Results driven, with a strong sense of accountability
• A proactive, motivated approach.
• The ability to operate with urgency and prioritise work accordingly.
• Strong decision‑making skills, the ability to demonstrate sound judgement.
• A structured and logical approach to work.
• Strong problem‑solving skills.
• A creative and innovative approach to work.
• Excellent interpersonal skills.
• The ability to manage large workloads and tight deadlines.
• Excellent attention to detail and accuracy.
• A calm approach, with the ability to perform well in a pressurised environment.
• Strong numerical skills.
• Excellent Microsoft Office skills.

Performance and Duties

The role holder will be assessed in accordance with their employing entity’s performance framework and process with relevant input obtained from the dual hatting entity as relevant.

Flexible Working

We are open to considering flexible working requests in line with organisational requirements.

Diversity and Inclusion

MUFG is committed to embracing diversity and building an inclusive culture where all employees are valued, respected and their opinions count. We support the principles of equality, diversity and inclusion in recruitment and employment, and oppose all forms of discrimination on the grounds of age, sex, gender, sexual orientation, disability, pregnancy and maternity, race, gender reassignment, religion or belief and marriage or civil partnership. We make our recruitment decisions in a non‑discriminatory manner in accordance with our commitment to identifying the right skills for the right role and our obligations under the law.