Job Description

Senior Human Capital Business Partner & Head of Talent Acquisition

About Group AMANA Group AMANA is in constant forward motion. Over decades of growth, we have adopted intelligent solutions that improve the way we build, making AMANA a regional leader in the industry today. We have gone beyond conventional construction by championing intelligent solutions that improve the way we build. We are a human-centric organization, promoting learning and development opportunities for all employees to thrive in dynamic markets. By investing in our peopleaEUR(TM)s continued growth and learning, we challenge and change how we build together - people and business. Role Summary The Senior Human Resources Business Partner (HRBP) will dedicate 80% of their time to implementing HR strategy and operations for Organization Functions and 20% to leading Talent Acquisition across the Group. This role requires a strategic mindset to align HR initiatives with business objectives while managing a team of four. Key Responsibilities:

Human Capital Business Partner (80%)

Strategic Alignment & HR Strategy Collaborate with business units (BU) and human capital centers of excellence (COE) to implement and adapt HR strategies. Execute HC initiatives, policies, and processes in line with organizational objectives. Represent HR in discussions with business leaders to bridge HR strategies with corporate goals. Provide insights to enhance HR frameworks and ensure alignment with business priorities. Talent Management & Development Conduct job analysis and evaluations. Develop job descriptions and competency assessments. Drive performance management, including goal-setting, appraisals, and talent development. Act as a consultant to BU leaders in managing employee performance effectively. Support executive coaching and training needs analysis. Implement localization programs in UAE and KSA in conjunction with Nationalization Directors to enhance local workforce participation and promote diversity. Employee Life Cycle & Retention Analyze exit interview data and develop retention strategies. Implement onboarding programs that emphasize performance management fairness and transparency. Change Management & Culture Building Lead change management programs to enhance people development and engagement. Promote a people-centric culture and coach leaders on aligning with company values. HC Policies Delivery & Evaluation Ensure the effective delivery of HC policies and services. Evaluate and enhance existing HC policies in collaboration with service teams. Employee Relations Manage and resolve complex employee relations issues, including grievances and exits. Ensure compliance with legal frameworks and HR policies. Performance Management Oversee performance issues, disciplinary actions, and warning letters. Partner with HC teams to define common HR requirements and assess the impact of HR solutions. Communicate HC priorities effectively to business leadership. Manpower Planning & Recruitment Lead workforce planning and manage recruitment processes within the division. Ensure all recruitment requires are met in line with annual manpower budget. Training & Development Identify and implement training initiatives aligned with operational needs. HR Operations Serve as the first point of contact for employee-related matters, including visas, transfers, salary issues and allowances. Set objectives, delegate responsibilities, and monitor team performance. Conduct fair performance reviews and provide constructive feedback. Support the HCBP team in professional development and skills transfer. Build a positive team environment in line with organizational values. Manage the HCBP teamaEUR(TM)s headcount, performance, work distribution, and coaching. Foster career growth and motivation. Head of Talent Acquisition (20%)

Recruitment Strategy & Operations Develop and execute a recruitment strategy aligned with business needs. Select and manage contracts with recruitment suppliers, agencies, and job boards (e.g., LinkedIn). Oversee end-to-end recruitment and onboarding processes, ensuring adherence to SLAs and metrics. Participate in BU senior management meetings and project reviews. Compliance & Market Best Practices Review company HR practices and assess legal exposure. Advise on market best practices and legal updates. Implement cost-effective and efficient HR methods and policies. Develop initiatives to enhance employee morale, including consultations and surveys. Promote diversity, equal opportunities, and well-being at the workplace. HR Policy & Compliance Ensure HR/ Recruitment policies comply with local laws and market trends. Oversee policy implementation to support effective recruitment, retention, and motivation. Budget & Resource Management Prepare and track the HR divisionaEUR(TM)s annual budget, implementing proactive corrections as needed. Organizational Effectiveness & HR Projects Collaborate with the CHRO to identify and implement HR projects to improve organizational effectiveness. Conduct HR audits and surveys to evaluate program success and drive continuous improvement. MARKET SKILLS and COMPETENCIES

Creativity Analytical skills Agility Leadership Communications and presence Business acumen Strategic thinking Strategic HR planning and execution. Employee relations and performance management. Talent acquisition and workforce planning. Leadership and people development. Change management and organizational culture. Strong communication and stakeholder management skills. EDUCATIONAL QUALIFICATIONS BacheloraEUR(TM)s degree in Human Resources, Business Administration, or a related field. 10+ years of HR experience, with at least 5 years in a senior HRBP role. Proven track record in talent acquisition and strategic HR leadership. Strong knowledge of UAE and KSA labor laws. Experience managing a team and driving HR transformation initiatives. What Makes a True AMANAian? We know that our growth and success come from our people, who continuously drive our company, partners and clients forward. Our community of talented employees, AMANAians, are built on the eight foundations of the Group AMANA workforce. Communication (Not communicative) Empowerment (Not Empowered) Reliability Teamwork Accountability Integrity Navigating YOU The above required to ensure that Amana continues to thrive in the VUCA (volatile, uncertain, complex and ambiguous markets) landscape. Seniority level

Mid-Senior level Employment type

Full-time Job function

Human Resources Industries

Construction #J-18808-Ljbffr