Human Resources Manager

Trivers; Medina Province; On-site; SAR 240,000 - 360,000; Full time

Job summary

Trivers is seeking an experienced HR Manager in Medina to lead the human resources function strategically and operationally. You will align HR initiatives with business goals, drive workforce planning, and oversee policies, payroll, and compliance while advising the CEO with HR insights.

You will manage recruitment, performance management, and employee development, ensuring a professional and confidential workplace culture in a growing organization.

Qualifications

• Bachelor’s degree in HRM, Business Administration, or related field.
• Professional HR certification preferred (e.g., SHRM-CP/SHRM-SCP/PHR/CIPD).
• Minimum 7–10 years of HR experience, including managerial experience.
• Strong knowledge of HR best practices, labor regulations, recruitment, compensation, and performance management.
• Excellent leadership, communication, negotiation, and problem-solving skills.
• Analytical skills and proficiency in HR systems and MS Office.
• Ability to handle confidential information and advise senior management professionally.

Responsibilities

• Develop and implement HR strategies aligned with business objectives (strategic HR management).
• Advise CEO on workforce planning, organizational structure, and human capital management.
• Develop and maintain HR policies, procedures, and employee handbook.
• Provide regular HR reports, KPIs, and recommendations to CEO.
• Support organizational development, change management, and business transformation.
• Oversee end-to-end recruitment and onboarding processes.
• Manage performance and talent management programs, including KPIs and development plans.
• Oversee salary structures, compensation policies, and benefits; ensure payroll accuracy.
• Ensure compliance with labor laws and company policies; manage employee relations and investigations.
• Supervise daily HR operations and HR documentation; monitor systems and processes.

Skills

Strategic HR

Workforce planning

Leadership

Employee relations

Performance management

Policy development

Education

Bachelor’s degree in HRM/Business Administration

SHRM-CP or SHRM-SCP or PHR or CIPD preferred

Tools

HRIS

Payroll systems

Microsoft Office

Job description

1. Job Purpose

The HR Manager is responsible for developing, implementing, and overseeing the company's human resources strategies, policies, and procedures to support business objectives. The role ensures effective workforce planning, talent acquisition, employee development, performance management, employee relations, and compliance with applicable labor laws and regulations.

The HR Manager reports directly to the CEO and provides strategic HR advice, workforce insights, and recommendations to support organizational growth and business performance.

2. Key Responsibilities

A. Strategic HR Management

• Develop and implement HR strategies aligned with the company's business objectives.
• Advise the CEO on workforce planning, organizational structure, and human capital management.
• Develop and maintain HR policies, procedures, and the employee handbook.
• Provide regular HR reports, performance indicators, and recommendations to the CEO.
• Support organizational development, change management, and business transformation initiatives.

B. Recruitment and Talent Acquisition

• Oversee the end-to-end recruitment and selection process.
• Identify staffing needs in coordination with department heads and the CEO.
• Develop recruitment plans to attract and retain qualified talent.
• Ensure effective onboarding and integration of new employees.
• Monitor recruitment costs, hiring timelines, and workforce requirements.

C. Performance and Talent Management

• Develop and manage the employee performance appraisal system.
• Establish performance objectives and KPIs in coordination with management.
• Identify training needs and implement employee development plans.
• Support succession planning and leadership development.
• Recommend initiatives to improve employee productivity and engagement.

D. Compensation and Benefits

• Oversee salary structures, compensation policies, and employee benefits.
• Ensure internal pay equity and alignment with market practices.
• Review payroll processes and coordinate with Finance to ensure accuracy and timely payment.
• Monitor HR-related costs and support the preparation and control of the HR budget.

E. Employee Relations and Compliance

• Manage employee relations, grievances, disciplinary matters, and workplace investigations.
• Ensure compliance with applicable labor laws, regulations, and company policies.
• Maintain accurate employee records and ensure confidentiality of HR information.
• Oversee employment contracts, employee documentation, and separation procedures.
• Promote a professional, fair, and positive workplace culture.

F. HR Operations and Administration

• Supervise daily HR operations and ensure efficient delivery of HR services.
• Oversee attendance, leave management, employee files, and HR documentation.
• Monitor HR systems and recommend process improvements and automation.
• Coordinate with department heads to address workforce and operational needs.

G. Reporting to the CEO

• Submit periodic HR reports covering headcount, recruitment, turnover, attendance, employee performance, and HR costs.
• Highlight workforce risks, critical vacancies, employee relations issues, and compliance concerns.
• Present recommendations and action plans to improve workforce effectiveness.
• Escalate significant HR matters requiring CEO review or approval.
• Provide HR analysis to support executive decision-making.

3. Key Performance Indicators (KPIs)

• Recruitment time and cost per hire.
• Employee turnover and retention rates.
• Employee performance appraisal completion rate.
• Training and development effectiveness.
• Employee engagement and satisfaction.
• Payroll and HR administration accuracy.
• Compliance with labor laws and internal policies.
• HR budget performance.
• Workforce planning and staffing efficiency.

4. Qualifications and Requirements

• Bachelor's degree in Human Resources Management, Business Administration, or a related field.
• Professional HR certification is preferred, such as SHRM-CP, SHRM-SCP, PHR, or CIPD.
• Minimum 7–10 years of relevant HR experience, including managerial experience.
• Strong knowledge of HR best practices, labor regulations, recruitment, compensation, and performance management.
• Excellent leadership, communication, negotiation, and problem-solving skills.
• Strong analytical skills and proficiency in HR systems and Microsoft Office.
• Ability to handle confidential information and advise senior management professionally.

5. Authority and Decision-Making

• Manage day-to-day HR operations within approved company policies and delegated authority.
• Recommend recruitment, promotions, compensation adjustments, and disciplinary actions in accordance with company procedures.
• Approve HR operational matters within the limits of delegated authority.
• Refer strategic HR decisions, exceptional compensation matters, significant employee relations cases, and matters outside delegated authority to the CEO for approval.

6. Reporting Relationship

The HR Manager reports directly to the Chief Executive Officer (CEO) and works closely with department heads and other business functions to ensure alignment between HR initiatives and organizational objectives.

Direct Reports: HR Officers, Recruiters, HR Coordinators, and other HR team members, as applicable.

Job Purpose Summary: To lead the company's human resources function strategically and operationally, ensuring that the organization attracts, develops, retains, and manages its workforce effectively while providing the CEO with reliable HR insights and recommendations.