Job Summary
The Human Resources Business Partner (HRBP) acts as the lead contact for business leaders on human capital issues. This role involves providing strategic HR support to various departments, fostering positive employee relations, and implementing HR initiatives in collaboration with business leaders across Middle East.
Main Duties and Responsibilities
Business Partnering:
• Act as the primary HR business partner for assigned business areas across the Middle East, building a strong understanding of their commercial objectives and people challenges.
• Advise leaders on people decisions, balancing business requirements, employee experience and regional people priorities.
• Proactively suggests new and innovative solutions and influences decision making of leaders, pushing back or challenging when business recommendations are not in line with people agenda.
• Provide data driven insights to leadership to help drive decision making.
• Manage all aspects of the employee lifecycle from onboarding, performance management, internal transfers, nationalization, employee engagement, employee relation cases (grievances, disciplinaries, capabilities/PIP’s) and offboarding/exit interviews.
• Lead the implementation of regional people initiatives within assigned business areas, adapting delivery to local requirements.
• Supports with alignment between the strategic objectives of the PPC team and business priorities.
• Responsible for ongoing people initiatives across the business line, i.e. All-Star Awards, preparation of people dashboards, reports and presentations, leveraging on data and analytics.
Recruitment and Onboarding:
• Liaise with TA team and hiring managers to understand hiring plans and support with any issues/challenges in relation to recruitment, contract conversions, internship program.
• Ensure a smooth onboarding process for all new joiners.
Engagement and Nationalization
• Support change management and employee engagement, using survey results and focus groups to develop measurable action plans.
• Embed inclusion, diversity and equity into people decisions, and partner with leaders on nationalization priorities to develop and retain national talent.
Performance Management:
• Lead mid-year and year-end performance cycles and moderation discussions, ensuring timely, consistent and evidence-based rating, promotion and progression decisions.
• Develop Performance Managers to deliver effective feedback and career conversations and guide them in managing underperformance and performance improvement plans.
Reward and Recognition:
• Partner with Reward and business leaders on salary reviews, bonuses, promotions and progressions, considering performance, readiness, internal equity.
• Support recognition and retention initiatives in line with regional policies and help leaders communicate reward decisions clearly and consistently.
Learning and Talent:
• Partner with business leaders and Learning and Development to identify development needs and support talent reviews, succession planning and high-potential development.
• Promote learning, leadership and graduate programs, monitor their impact, and advise on career development.
Employee Relations:
• Manage employee relations cases, ensuring compliance with local requirements and firm policies, accurate documentation, confidentiality and appropriate escalation.
• Oversee exit interviews and analyze attrition trends to identify retention risks and recommend actions.
Stakeholder Management:
• Build and maintain positive stakeholder relationships, address concerns promptly and work collaboratively to resolve conflicts.
• Resolve stakeholder issues constructively and keep leaders informed of key people risks, decisions and actions, balancing business needs with consistent people practices.
Leadership and Team Management:
• Lead and coach HR team members, setting clear priorities and performance expectations while strengthening business partnering skills.
• Promote regional collaboration, knowledge sharing and consistent practices to ensure timely, high-quality delivery.
Educational Requirements:
• Bachelor's degree in, Human Resources, Business Administration, or related field. Master's degree preferred.
• HR certification (e.g., PHR, CIPD level 5) preferred.
Experience:
• Minimum of 7-10 years of progressive experience in HR roles, with at least 2 years in a HR Generalist capacity.
Knowledge/Technical Skills:
• Strong understanding of HR best practices, employment laws, and regulations.
• Strategic thinking and problem-solving skills.
• Strategic mindset with the ability to translate business goals into HR initiatives.
• Experience with HRIS and other HR technology platforms.
• Stakeholder Management
Interpersonal Skills:
• Collaborative and team-oriented approach.
• Excellent communication, interpersonal, and negotiation skills.
• Empathetic listener with strong conflict resolution skills.
• Results-driven and able to thrive in a fast-paced environment.
• Continuous learner with a passion for personal and professional development.
• Proven ability to build relationships and influence stakeholders at all levels of the organization.
