Human Resource Business Partner

Roles and responsibilities

In this role, you’ll be right in the action, playing an advisory role to managers and employees, creating and sharing policies, and keeping things running smoothly across departments.

Working under the guidance of seasoned HR professionals, you can expect to be kept busy drafting official documents to working closely with teams such as Payroll and Talent Acquisition, you’ll have a hand in shaping the way we work.

Yours is a role which will support performance management, foster a positive culture, positively impact employee wellbeing, and keep business operations running smoothly like clockwork.

One day you might be planning engagement initiatives, the next you’ll be helping with investigations, always maintaining confidentiality and professionalism.

No two days will be the same, and you'll get to make a real difference. Ready to join us and help build an inspiring, vibrant work culture? Let’s do this!
Strategic HR Leadership
Aligning HR and Business Strategy: Work closely with leadership to align HR practices and policies with the business’s goals and priorities. This includes developing HR strategies that support the company’s objectives, such as talent acquisition, leadership development, and employee retention.
Workforce Planning: Collaborate with managers to analyze workforce needs, plan for talent acquisition, and identify future HR requirements to support business growth.
Change Management: Lead or support organizational change initiatives, helping employees navigate transitions, whether it be restructuring, mergers, or new leadership.
Employee Relations and Engagement
Employee Advocacy: Serve as a trusted advisor to employees, addressing their concerns, resolving conflicts, and ensuring that the company’s culture and values are upheld.
Promoting Employee Engagement: Develop and implement programs or initiatives that boost employee engagement, satisfaction, and morale, ensuring a positive work environment.
Conflict Resolution: Mediate disputes and conflicts within teams, providing guidance to managers and employees to reach fair and effective solutions.
Well-being and Inclusion: Advocate for employee well-being programs and foster a culture of diversity and inclusion within the workplace.

Desired candidate profile

Degree qualified, you will demonstrate at least sound years of 3 years of HR experience ideally within the aviation or hospitality industry.

Experience of working on investigations or handling employee incidents will be viewed favourably.

We welcome your application and would love to hear from you even more if you are a Saudi Arabian national.

This is your opportunity to shape the future of air travel. Bring your best and show us why you can own this position within Riyadh Air.

Please submit your application by clicking on the Apply button. Our Talent Acquisition team will be reviewing applications shortly
Talent Management
Talent Acquisition: Collaborate with recruitment teams to ensure the hiring process aligns with the company’s needs and culture. Help identify key talent gaps and recommend solutions to attract top candidates.
Performance Management: Work with managers to establish clear performance expectations and facilitate performance reviews. Support the implementation of performance improvement plans when necessary.
Succession Planning: Help identify high-potential employees and create plans for their development, ensuring that future leadership and key positions within the organization are filled from within when possible.
Learning and Development: Identify skill gaps and recommend training or development programs to enhance employee skills and support career growth within the organization.
HR Policy and Compliance
Policy Development and Implementation: Develop, implement, and maintain HR policies that are aligned with company values, industry standards, and legal requirements. Ensure that these policies are communicated and consistently applied across the organization.
Regulatory Compliance: Stay updated on employment laws and regulations (such as labor laws, equal employment opportunity regulations, etc.) to ensure the company is compliant with all local, state, and federal guidelines.
Ethics and Integrity: Advise and guide the organization in maintaining high ethical standards, making sure that the company fosters a fair and transparent work environment.