HR Business Partner (KSA National)

GBS

DUTIES & RESPONSIBILITIES

Talent Acquisition & Recruitment

• Serve as the primary HR point of contact for all businesses operating under the Ghobash brand in KSA, ensuring consistent and high-quality HR service delivery across all business units.
• Lead end-to-end recruitment assignments across multiple Ghobash Group business units in KSA, managing the full hiring lifecycle from requisition through to offer acceptance.
• Establish recruitment requirements through close collaboration with Line Managers and the Group Recruitment Manager.
• Create and refine Job Descriptions as required to support hiring activities and role clarity.
• Build applicant pipelines by researching and posting on relevant job portals and professional networks.
• Screen, interview, and evaluate applicants using a consistent and structured competency-based framework.
• Arrange and coordinate management interviews for shortlisted candidates.
• Adhere to Group recruitment policies and procedures at all times.
• Build and maintain a comprehensive database of KSA national talent.

Nationalization & Saudization Quota Management

• Take full ownership of Saudization strategy, nationalization targets, and visa quota management for all GBS and Ghobash Group business units within KSA.
• Manage all Saudization portals, including Qiwa and Nitaqat, ensuring the company maintains the required Nitaqat colour band at all times.
• Work with senior management and the HR/PRO Department to ensure employee files and visa quotas are maintained and kept up to date.
• Develop manpower plans using workforce forecasting to ensure visa quota compliance with KSA Labour Law requirements.
• Collaborate with Line Managers on Saudization strategy and ongoing manpower planning.
• Ensure compliance with localization policies and nationalization targets across all business units.
• Monitor and report on Saudization metrics, escalating risks or compliance gaps to relevant stakeholders in a timely manner.

Onboarding & Manpower Planning

• Oversee employee onboarding to ensure a consistent and compliant experience aligned to Group standards.
• Conduct research and analysis to remain current on industry trends and best practices in onboarding and manpower planning.
• Liaise with Corporate HR and the General Manager to develop succession plans and retention strategies for key talent and critical positions.
• Liaise with Corporate HR and General Manager to develop and execute Learning & Development plans equipping individuals with the necessary skills.
• Formulate and implement performance improvement plans to address performance issues or facilitate exit from the organisation.

Performance Management

• Define and set KPIs for employees that meet business needs, in collaboration with Line Managers.
• Develop Job Descriptions and conduct role mapping for grading and compensation benchmarking.
• Facilitate performance review cycles and provide coaching support to managers and employees.

Employee Relations

• Ensure all employee requests are addressed within defined HR SLAs and in line with company policy.
• Respond to all employee queries clearly and in a timely manner.
• Monitor employee absence and leave applications, verifying causes for staff absences as required.
• Reinforce a culture of meritocracy, performance-focus, and diversity at all times.
• Ensure compliance with KSA Labour Law and Group policy throughout the entire employee lifecycle.
• Communicate and implement changes to HR policies and procedures effectively across all business units.
• Ensure the disciplinary procedure is correctly and consistently applied.

Business Partnering

• Act as a trusted business partner, advisor, and coach to General Managers and senior line management across all Ghobash Group businesses in KSA.
• Consult and support Group HR community members on local HR matters, ensuring a joined-up approach.
• Measure employee engagement across business units and drive initiatives to improve it.
• Act as a change agent and facilitate organisational transitions effectively.
• Communicate with senior leaders to present new ideas and propose solutions, factoring in budget constraints and company culture.