Senior Manager - HR Business Partner

Role Overview

Senior Manager - HR Business Partner at Qiddiya Investment Company. This role delivers tailored HR solutions for assigned divisions through strategic business partnering with divisional leaders and HR colleagues.

Role Purpose

To serve as a trusted HR advisor to divisional business leaders, addressing organizational challenges, supporting workforce planning, implementing HR programs, and ensuring HR initiatives and policies are effectively localized and consistently applied to drive divisional and organizational objectives.

Key Responsibilities

Strategic Leadership and Business Partnership

• Develop strategic partnerships with divisional business leaders by understanding their goals, challenges and opportunities, positioning HR as a trusted advisor.
• Champion collaboration with HR departments to integrate divisional talent strategies with business priorities.
• Evaluate divisional business-specific gaps and authorize solutions in partnership with Centers of Excellence to address employee needs.
• Define team objectives by understanding divisional business objectives and challenges to deliver tailored HR solutions.
• Lead continuous improvement initiatives by evaluating HRBP team performance, approving best practices, and driving innovation across supported divisions.

Budget and Operations Management

• Prepare and manage the annual budget for the HR Business Partner Department and reporting Sections in conjunction with the HR Division's budget and track expenditure to ensure adherence to the budget.
• Develop and implement the operating plan for the HR Business Partner Department in alignment with the HR Divisional strategic plans to ensure achievement of Qiddiya's overall objectives.
• Manage and control the operating framework for the HR Business Partner Department, provide guidance and support, and ensure implementation and review of work processes to achieve high performance standards and continuous improvement.

Organizational Design, Workforce Planning, and Talent Management

• Lead team efforts in organization design and workforce planning to identify talent needs in partnership with Centers of Excellence.
• Approve workforce assessments to ensure divisional workforce requirements are met.
• Establish and evaluate processes for divisional team restructuring, talent redeployment and cross-unit moves to optimize workforce agility and support business transformation.
• Oversee the localization and tailoring of HR initiatives to address unique divisional and market contexts.

HR Program Management

• Champion the consistent application of HR policies across divisions to resolve exceptions and escalations, ensuring fair treatment and effectively managing sensitive employee matters and grievances.
• Oversee the onboarding experience journey by setting expectations, approving processes, and ensuring seamless integration for new hires, resulting in alignment with organizational culture and process consistency.
• Engage actively in compensation decisions by approving discrepancy resolutions and supporting team-led conversations, ensuring fairness and equity in compensation across divisions.
• Collaborate with recruitment teams to approve exceptions and align offers with organization-wide standards, ensuring equity and consistency in employment terms.
• Set direction for divisional compensation review and role clarity processes to drive transparency, retention, and fairness of rewards across business groups.
• Set direction for supporting divisional people leaders in day-to-day employee relations to enable timely resolution of recurring team issues and foster a positive work environment.

People and Self Management

• Develop a continuous talent pipeline for key roles in the HR Business Partner Department and provide mentoring for high potential talent in the team to create future leaders.
• Monitor and enable the achievement of goals and key performance indicators for direct reports and ensure effective implementation of the performance management process in the department to create a high-performance team.
• Ensure high level of employee engagement and capability development by providing ongoing feedback and coaching to team members within the HR Business Partner Department to ensure creation of a learning culture within Qiddiya.