Director Human Resources Operations

About the Job

The Director Human Resources Operations is responsible for developing and implementing HR policies, overseeing Government Relations on aspects such as visas, permits, licenses, registration, etc., while liaising with various government departments and agencies and enabling employee engagement through enhanced employee experiences. The role will collaborate with key stakeholders to ensure compliance with employment laws and will oversee delivery of HR services & operations to ensure efficiency, accuracy, and a positive employee experience. The role will lead a team of HR professionals, partnering with the Business Partnering Director and business leaders to address employee concerns & resolve differences. The role will monitor service delivery metrics and implement strategies to enhance HR operational effectiveness.

Responsibilities

1. Talent Development
   1. Talent Development Strategy: Develop and execute a comprehensive talent development strategy that aligns with the organization's goals and objectives. Identify key development areas and design initiatives to enhance employee skills, knowledge, and capabilities.
   2. Learning Needs Assessment: Collaborate with HR Business Partners and business leaders to identify learning and development needs across the organization. Conduct assessments, surveys, and interviews to gather data and insights on skill gaps and development opportunities.
   3. Training Program Design and Delivery: Design and deliver training programs and initiatives that address identified learning needs. This includes both technical and soft skills training, leadership development programs, onboarding programs, and other learning interventions.
   4. Learning Technology and Tools: Stay updated on learning technologies and tools to enhance the delivery and effectiveness of talent development programs.
   5. Succession Planning and Career Development: Collaborate with HR Business Partners and talent management teams to identify high-potential employees and develop succession plans. Design and implement career development programs and initiatives to support employees' career growth and advancement.
   6. Evaluation and Measurement: Develop and implement evaluation methods to assess the effectiveness and impact of talent development programs. Collect and analyze data on program outcomes, participant feedback, and business impact to continuously improve and refine initiatives.

Minimum Qualifications

Bachelor's or master's degree in human resources, Business Administration, or a related field is typically required. Specialization or coursework in employee relations, labor laws, or organizational behavior is beneficial. At least 12 years of experience in employee relations, HR policy development, or a related field is typically required with 3 - 5 years of experience in handling workplace conflicts, conducting investigations, and developing effective solutions as well as in developing, implementing, and enforcing HR policies and procedures in a KSA based company.