Human Resources Business Partner

We are seeking an experienced HR Business Partner (HRBP) to provide strategic and operational HR support to the organization. The role is responsible for supporting management and employees in workforce planning, employee relations, performance management, recruitment, talent development, and HR policies while ensuring compliance with company policies and applicable labor regulations.

Key Responsibilities
1. HR Business Partnership
- Act as a trusted HR partner to senior management, project management, and department heads.
- Provide strategic and operational HR guidance aligned with business and project objectives.
- Understand workforce requirements and provide HR solutions to support business performance.
- Advise managers on HR policies, procedures, employee matters, and organizational issues.
- Support the implementation of HR strategies across projects and corporate functions.
- Build strong relationships with management, employees, and key stakeholders. 2. Workforce Planning & Manpower Management
- Lead workforce planning activities in coordination with Project Management and department heads.
- Assess current and future manpower requirements based on project schedules and business needs.
- Support manpower mobilization, deployment, transfers, and demobilization across projects.
- Monitor workforce levels, organizational structures, and staffing requirements.
- Provide manpower reports and HR analytics to support management decision-making.
- Ensure appropriate workforce allocation in line with project requirements and budgets. 3. Recruitment & Talent Acquisition
- Partner with management and recruitment teams to identify and prioritize hiring requirements.
- Review manpower requisitions and ensure recruitment activities are aligned with approved budgets and organizational requirements.
- Participate in candidate assessment, interviews, and selection processes where required.
- Support onboarding, mobilization, and integration of new employees. 4. Employee Relations & Performance Management
- Provide guidance to managers and employees on employee relations, disciplinary matters, grievances, and workplace issues.
- Manage and resolve employee concerns in a fair, consistent, and professional manner.
- Ensure proper implementation of disciplinary and grievance procedures in accordance with company policies and applicable labor regulations.
- Support the implementation of performance management processes, including objectives, appraisals, performance improvement plans, and development actions.
- Coach managers on effective people management and performance-related matters.
- Promote a positive, professional, and high-performance work environment. 5. HR Policies, Compliance & Risk Management
- Ensure consistent application of HR policies, procedures, and company standards across projects and departments.
- Monitor compliance with applicable labor laws, employment regulations, and company requirements.
- Identify HR-related risks and recommend appropriate mitigation measures.
- Support audits, inspections, and investigations related to HR and employee matters.
- Maintain accurate and confidential employee records and HR documentation.
- Ensure timely implementation and communication of HR policies and procedures. 6. Talent Management, Learning & Organizational Development
- Support talent management and succession planning initiatives for critical positions.
- Identify training and development needs in collaboration with management and department heads.
- Coordinate with Learning & Development teams to implement relevant training programs.
- Support career development, employee engagement, and retention initiatives.
- Identify high-potential employees and support their development plans.
- Contribute to organizational development and change management initiatives. 7. Compensation, Benefits & HR Administration
- Partner with Compensation & Benefits teams on salary reviews, promotions, allowances, and employee benefits.
- Support the implementation of compensation and reward programs in line with company policies.
- Monitor employee movements, promotions, transfers, and changes in employment status.
- Coordinate with Payroll and Finance to resolve employee compensation and benefits issues.
- Ensure HR transactions and employee documentation are completed accurately and on time. 8. HR Reporting & Leadership
- Develop and maintain HR reports, workforce dashboards, and key HR metrics.
- Provide regular HR updates, workforce analysis, and recommendations to senior management.
- Monitor key indicators including headcount, turnover, absenteeism, recruitment status, employee performance, and workforce costs.
- Lead and mentor HR Officers, HR Coordinators, and HR Administrators where applicable.
- Collaborate with Recruitment, Payroll, Compensation & Benefits, Finance, Administration, and Project teams to ensure effective HR service delivery.

Qualifications:
- Bachelor's degree in human resources management , or a related discipline .
- Minimum 8–12 years of progressive HR experience, with significant experience in an HR Business Partner or similar HR leadership role.
- Previous experience within the building construction, engineering, infrastructure, or contracting industry is preferred.
- Experience supporting large-scale projects and diverse, multi-site workforces is highly desirable.
- Previous experience working across GCC countries is an advantage. Technical Knowledge, Skills & Abilities Required:
- Strong knowledge of HR policies, employee relations, and HR best practices.
- Experience in workforce planning, recruitment, talent management, and performance management.
- Good knowledge of employment laws and labor regulations, particularly in the GCC.
- Strong HR reporting and analytical skills.
- Proficiency in Microsoft Office and HRIS systems.
- Excellent leadership, communication, negotiation, coaching, and problem-solving skills.
- Strong interpersonal skills and ability to work effectively with employees and management.
- Ability to manage multiple priorities in a fast-paced environment.
- Strong business acumen and ability to align HR initiatives with business objectives.