People & Culture Manager

Role overview

Strategy, culture, and talent

• Align people priorities with business growth, retail expansion, and operational needs; support organizational design, role clarity, team structure, and workforce planning.
• Coach managers on performance, engagement, team dynamics, feedback, and underperformance; embed brand values and customer-centric expectations across sites.
• Improve hiring standards and selection processes; lead recruitment for corporate, leadership, and key operational roles and oversee high-volume retail hiring.
• Build sustainable talent pipelines for store expansion and future workforce needs.

Onboarding, performance, and development

• Design effective onboarding for retail, factory, and corporate employees; own and improve performance management practices.
• Identify capability gaps and develop learning priorities and learning journeys across teams.
• Build manager capability through practical people-management training, coaching, and tools.

Reward, engagement, and employee relations

• Drive compensation and benefits projects, job grading, salary structures, and benefits frameworks; support attraction and retention of key talent.
• Develop engagement and retention approaches, initiatives, and internal people communications; use employee feedback and retention insights to improve experience.
• Set employee relations standards and coach managers on disciplinary matters, grievances, probation, and performance concerns.
• Ensure employee relations practices comply with local labor laws; conduct exit interviews and use insights to address retention issues.

People operations and reporting

• Oversee payroll, contracts, visas/PRO, insurance, leave, and employee lifecycle processes; guide the HR team responsible for day-to-day execution.
• Improve HR policies, processes, and systems, and partner with Finance on governance and effective operations.
• Track hiring, time-to-fill, turnover, onboarding, performance, engagement, and other people metrics; translate findings into leadership recommendations.

Qualifications and experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 8–12 years of People & Culture or HR experience; experience in fast-growing or scale-up organizations.
• Retail, consumer, beauty, or other operationally complex environment experience is preferred.
• Strong working knowledge of GCC labor law, employee relations, and people governance.
• Arabic language capability is strongly preferred.
• Demonstrated people judgment, manager coaching, analytical ability, discretion, resilience, and practical change-management capability.