Hr-Jobs in Saudi-Arabien

Established in the 1930s as a trading business, Al‑Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al‑Futtaim Group partners with over 200 of the world’s most admired and innovative brands. Al‑Futtaim Group’s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.

By upholding our values of respect, excellence, collaboration and integrity; Al‑Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

The HR Business Partner acts as a strategic advisor to senior management, focusing on human capital management. The role is crucial in developing HR strategies that align with business growth objectives and support a culture of performance, meritocracy, and diversity. The position encompasses workforce optimisation, financial management of manpower budgets, and HR policy implementation. A significant focus is placed on employee engagement and effective change management, ensuring HR practices comply with Group HR policy.

Organisational Development

• Collaborate with Business MD and Head of HR to create HR strategy and annual HR Plan.
• Communicate plans and progress to HR Function and Business Units.
• Create and support a continuous improvement environment for HR activities within Business Units.

Capability

• Ensure new employees are properly inducted and productive quickly.
• Develop succession and retention strategies for key talent and positions.
• Execute learning and development plans to equip individuals with necessary skills.
• Implement performance management plans to improve performance or assist with exits.

Training & Development

• Specify training initiatives to support business objectives.
• Liaise with Group Training Department for appropriate initiative delivery.
• Identify and deliver training for key and high potential staff.
• Ensure all key positions have identified successors.

Employee Relations

• Manage ER issues within business units.
• Support line managers in creating a culture of engagement based on company values.
• Reinforce culture of meritocracy, performance‑focus, and diversity.
• Act as an advisor to line managers to minimize risk and ensure legal compliance.
• Communicate and implement changes to HR policies and procedures.

Business Partnering

• Act as a coach and advisor to senior line management.
• Consult and support line managers across business units.
• Measure and improve employee engagement.
• Advise and mentor management and HR team on people‑related issues.
• Facilitate transition and act as a change agent.

Workforce Optimisation

• Guide the creation of a lean multi‑skilled workforce.
• Support reorganisation and consolidation to deliver efficiencies.
• Communicate organisational messages and monitor feedback within business units.
• Ensure compliance with localisation policies and targets.
• Improve productivity based on employee productivity metrics.

Financial Management

• Provide regular financial reports on employee costs to line management.
• Conduct annual manpower budget exercises accurately and efficiently.
• Manage HR Department budget.
• Monitor and communicate manpower performance, overtime, and cost controls.

HR Policy

• Ensure compliance to HR policy and strengthen business internal controls.
• Educate staff about policies via trainings and address breaches immediately.
• Reinforce Emiritization and diversification goals.
• Review compliance with laws, regulations, and organisational requirements.

• Proven experience in change management and organisational development.
• Strong mentorship and coaching capabilities for senior management.
• Exceptional analytical and financial modelling skills.
• Outstanding communication and problem‑solving abilities
• Bachelor’s degree in Human Resource, Psychology, or Business Management
• CIPD qualification is desirable
• Experience as an HR Generalist and HR Business Partner
• Strong skills in Change Management, Organisational Development, Performance Management, Recruitment, and Employee Relations
• Proficient in analytical skills, financial modelling, and communication
• Possess behaviours such as achievement orientation, strategic thinking, and solution orientation.

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Before you click “apply”: Please read the job description carefully to ensure you can confidently demonstrate why this opportunity is right for you and take the time to put together a well‑crafted and personalised CV to further boost your visibility. Our global Talent Acquisition team members are all assigned to specific businesses to ensure that we make the best matches between talent and opportunities. We not only consider the requisite compatibility of skills and behaviours, but also how candidates align with our Values of Respect, Integrity, Collaboration, and Excellence.

As part of our candidate experience promise, we also want to make ourselves available to you throughout the application process. We make every effort to review and respond to every application.