Human Resources Manager

Roles and responsibilities

1. Recruitment and Staffing

• Talent Acquisition: Oversee the recruitment process, including job postings, screening resumes, conducting interviews, and selecting candidates to meet organizational needs.
• Workforce Planning: Analyze staffing needs and develop strategies to attract and retain top talent while ensuring compliance with local labor laws and regulations.
• Onboarding: Develop and implement effective onboarding programs to ensure new hires are integrated smoothly into the organization.

2. Employee Relations

• Conflict Resolution: Address employee grievances, mediate disputes, and foster a positive work environment by promoting effective communication and collaboration.
• Engagement Initiatives: Implement employee engagement programs and surveys to gauge employee satisfaction and improve retention strategies.
• Cultural Sensitivity: Promote an inclusive workplace culture that respects and acknowledges the diverse backgrounds and perspectives of employees.

3. Performance Management

• Performance Appraisals: Develop and manage performance appraisal processes, providing guidance to managers on setting objectives, assessing performance, and conducting evaluations.
• Employee Development: Identify training and development needs for employees and facilitate programs that enhance skills, knowledge, and career progression.
• Succession Planning: Collaborate with senior leadership to identify high-potential employees and create succession plans for critical roles.

4. Compensation and Benefits

• Compensation Structure: Design and manage competitive compensation packages and benefits programs to attract and retain talent.
• Salary Reviews: Conduct regular salary reviews and benchmarking against industry standards to ensure the organization remains competitive.
• Compliance: Ensure that compensation practices comply with local labor laws and regulations.

5. Policy Development and Compliance

• HR Policies: Develop, implement, and maintain HR policies and procedures that align with organizational goals and comply with local laws.
• Compliance Monitoring: Ensure compliance with labor laws, health and safety regulations, and company policies, conducting regular audits as necessary.
• Reporting: Prepare and present reports on HR metrics, such as turnover rates, hiring statistics, and employee satisfaction, to senior management.

6. Training and Development

• Training Programs: Identify training needs and coordinate training programs that enhance employee skills and support career growth.
• Leadership Development: Design and implement leadership development programs to prepare employees for managerial roles.
• Continuous Learning: Foster a culture of continuous learning and professional development within the organization.

7. Health and Safety

• Safety Compliance: Oversee health and safety programs, ensuring compliance with relevant regulations and promoting a safe workplace environment.
• Wellness Programs: Implement employee wellness initiatives that promote physical and mental well-being.

8. Strategic HR Planning

• Strategic Alignment: Collaborate with senior management to develop HR strategies that align with overall business goals.
• Change Management: Support organizational change initiatives by providing guidance on HR-related implications and ensuring smooth transitions.

9. HR Information Systems Management

• HRIS Management: Oversee the implementation and management of HR information systems, ensuring accurate and up-to-date employee records.
• Data Analysis: Utilize HR analytics to inform decision-making and improve HR processes and policies.

Desired candidate profile

1. Educational Background

• Degree in Human Resources or Related Field: A Bachelor’s degree in Human Resources Management, Business Administration, or a related field is required. A Master’s degree or professional certifications (e.g., CIPD, SHRM) are advantageous.

2. Experience

• HR Management Experience: 5-7 years of progressive experience in human resources management, ideally in a supervisory or managerial role.
• Industry Knowledge: Experience in sectors relevant to the organization (e.g., retail, manufacturing, services) to bring valuable insights into industry-specific HR practices.

3. Key Skills

• Strategic Thinking: Ability to align HR strategies with organizational goals and develop initiatives that drive business performance.
• Leadership and Influence: Strong leadership capabilities to inspire and guide HR teams and collaborate effectively with management and employees.
• Communication Skills: Excellent verbal and written communication skills in both Arabic and English to interact with diverse stakeholders and facilitate training.

4. Employee Relations

• Conflict Resolution Skills: Proficient in handling employee grievances and mediating disputes to maintain a positive work environment.
• Engagement and Motivation: Knowledge of best practices for enhancing employee engagement and retention, including effective feedback and recognition systems.

5. Performance Management

• Assessment and Development: Experience in developing performance appraisal systems and identifying training needs to support employee growth.
• Succession Planning: Familiarity with creating succession plans for key positions and developing high-potential employees.

6. Compensation and Benefits Management

• Market Analysis: Knowledge of compensation trends and practices in the local labor market, ensuring competitive salary structures and benefits packages.
• Regulatory Compliance: Understanding of labor laws and regulations in Saudi Arabia to ensure compliance in compensation and benefits administration.

7. Policy Development and Compliance

• HR Policy Formulation: Ability to create, implement, and update HR policies and procedures that reflect best practices and comply with local laws.
• Compliance Monitoring: Strong focus on ensuring organizational compliance with labor laws, health and safety regulations, and ethical standards.