Senior Human Resources Manager

About This Role

Our client, a well-loved consumer goods brand, is in a meaningful phase of transformation and scale. This is not a culture role. It is not a people operations role dressed up in softer language. This is a structural HR leadership mandate for someone who can build discipline into a system without slowing the business down.

The role You will own the HR agenda end-to-end: policies, hiring, performance management, employee relations, compensation frameworks, and compliance. The expectation is simple: audit-ready, legally sound, and consistent.

You will run performance cycles that actually matter: objectives, calibration, and consequences. You will coach managers through difficult conversations and make sure those conversations are documented properly.

You will improve hiring quality in priority roles, partner with business leaders on workforce planning, and reduce churn where it hurts the business most.

You will manage employee relations from start to finish, including the messy parts, with pace, fairness, sound judgement, and proper documentation.

You will also create a clear monthly HR cadence for leadership: data, risks, actions, and recommendations. No noise. No theatre.

Must have

• 15+ years of solid HR experience, including 3–5 years in a senior HR leadership role
• Experience across food manufacturing and commercial populations
• Operational grounding and commercial awareness
• The judgement to say no when needed, and explain why
• The ability to work through layered stakeholders without losing momentum
• GCC experience is essential

If your strength is building order, improving standards, and keeping a business operationally sharp, this is the kind of role that gives you room to matter.