HR Manager
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Key skills for this role
About the Role
Manage recruitment, onboarding, compensation, compliance, and performance management while ensuring adherence to Saudi labor laws and enhancing workplace culture.
Key Skills for This Role
Full Job Posting
Key responsibilities
- Recruitment and hiring coordination
- Coordinate end-to-end recruitment for all hires including job posting, candidate sourcing, interview scheduling, reference checks, offer negotiation, and onboarding.
- Partner with hiring managers to define role requirements, scoping, and candidate evaluation criteria.
- Manage relationships with external recruiters and search firms for senior hires, particularly the director-level roles being added across operations, commercial, and brand divisions.
- Build a recruitment pipeline through active sourcing, professional networks, and Saudi luxury industry relationships.
- Manage candidate experience from initial outreach through onboarding to reflect brand quality
- Onboarding and employee experience
- Design and operate onboarding programs that orient new hires to the brand, culture, and operational practices.
- Manage the first-90-days experience for all new hires including check-ins, training coordination, and integration support.
- Build a welcoming workplace culture appropriate to a heritage-led luxury brand, balancing professional standards with the warmth and craft sensibility of brands's identity.
- Conduct exit interviews and gather employee feedback to continuously improve workplace experience.
Compensation
- and benefits administration
- Operate the organization's compensation administration including monthly payroll processing in coordination with the Finance Director.
- Manage employee benefits including medical insurance, end-of-service gratuity calculations, allowances (housing, transport), and annual airfare programs.
- Maintain compensation records and ensure compliance with Saudi labor law requirements.
- Support compensation review and salary planning processes in coordination with the CEO and division leaders.
- Manage employee compensation communications and resolve compensation-related questions or issues
- Employment compliance and Saudi labor law
- Ensure the organization's compliance with Saudi labor law including employment contract standards, working hours, leave entitlements, end-of-service obligations, and termination procedures.
- Maintain employment documentation including contracts, amendments, performance records, and disciplinary documentation.
- Stay current on changes to Saudi labor law and Ministry of Human Resources and Social Development requirements.
- Support legal counsel as needed on employment-related matters.
- Manage employee grievance processes and ensure fair, documented handling of workplace issues.
- Saudization (Nitaqat) management
- Track and manage the organization s Saudization ratio against Nitaqat program requirements.
- Develop hiring strategies that strengthen the organization s Saudization standing while attracting the best talent available.
- Coordinate with division leaders on hiring decisions that affect Saudization compliance.
- Manage relationships with Saudi government employment programs and initiatives.
- Support Saudi national talent development, including mentorship programs and career development pathways.
- Performance management
- Establish and operate performance management processes including goal-setting, performance reviews, and development planning.
- Coordinate annual review cycles in partnership with division leaders.
- Support managers in handling performance issues professionally and within Saudi labor law requirements.
- Build performance management culture that emphasizes growth and accountability without bureaucracy.
- Policy development and documentation
- Develop and maintain the organization s HR policies including employee handbook, code of conduct, leave policies, and operational procedures.
- Document HR practices and ensure consistent application across the organization.
- Update policies as the organization grows and as Saudi regulatory environment evolves.
- Support policy implementation across all teams and divisions
- Culture and team development
- Support the organization's organizational culture by reinforcing brand values, craft sensibility, and professional standards across all teams.
- Coordinate team events, cultural moments, and internal communications that build connection across a growing team.
- Identify training and development needs and coordinate appropriate programs.
- Support founder and senior leadership in shaping culture deliberately as headcount grows.
- HR systems and reporting
- Implement and operate HR information systems appropriate to organization s scale.
- Maintain accurate HR data including employee records, organizational structure, compensation history, and compliance documentation.
- Provide HR reporting to the CEO including headcount, retention, recruitment metrics, Saudization status, and compensation trends.
- Continuously improve HR systems and processes as the organization scales
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