HRbp Specialist

**Who is our client and your future employer?**:
Ranked among the world’s largest petrochemicals manufacturers, it is a public company based in Riyadh, Saudi Arabia. With operations in around 50 countries, The Company has a global workforce of over 31,000 talented individuals. The company operates through three strategic Business Units - Petrochemicals, Agri-Nutrients and Specialties. They support customers by identifying and developing opportunities in key end markets such as construction, medical devices, packaging, agri-nutrients, electrical and electronics, transportation, and clean energy.

The company’s manufacturing, sales, technology and innovation facilities are located throughout the globe and are managed by four regional offices: the Middle East and Africa, Asia, the Americas and Europe.

The Company invests heavily in Technology and Innovation (T&I). The T&I facilities are spread across the globe with hundreds of dedicated scientists contributing to the ongoing development of new patents and certifications.

**LHR Americas**:
The job opportunity you have long waited for. LHR Americas recruit people from around the world to work in Saudi Arabia.

**Who are we looking for?***:
Collaborates with Leaders & Employees in the assigned client group to determine and deliver impactful HR solutions to address business challenges.
Focuses on tactical and delivery aspects of programs, policies & processes across all HR areas such as performance management, succession planning, career development, C&B, people relations and organization change interventions.

**Qualifications**:

- Bachelor’s degree in business administration, HR management, or related field
- 8+ Years of relevant experience in HR. At least 2-3 years experience as a HRBP
Chemical, Manufacturing industry experience preferred
- The job holder requires a fundamental understanding of the business area(s) in which they operate, to be able to support and advise leaders and managers on specific HR topics affecting the function/SBU.
The job holder must build and maintain strong relationships with Managers and Employees to ensure effective delivery of HR initiatives and policies to ensure a fair and equitable workplace.
- Employee Relations & Compliance,HR Policy and Procedures,Talent Acquisition,Workforce Planning,Organization Change Management,Data Analytics, Compensation Design & Implementation, Performance Management,
Succession Planning,Coaching & Mentoring.

**Duties and responsabilities**
***:

- HR Plans & Strategic Partnership
- Develop and implement appropriate HR plans in line with the HR Strategy, for allocated function/client group.
- Work with local leaders to ensure plans are in line with functional business strategy and needs, amending and reviewing as required
- Contribute to HR Projects and initiatives as nominated, bringing local expertise, knowledge and feedback
- Contribute to the functional plans and objectives by working with business leaders to identify, prioritize, and build capabilities, behaviors, structures, and processes
- Review key performance targets and their related talent implications with business leaders. Develop and deliver plans for approrpriate action
- HR Policy, Compliance and Employee Relations
- Provide assistance and guidance to managers and employees on a broad range of human resource policies, programs, and practices.
- Interpret & communicate policies and policy changes as required
- Take part in wider HR Projects and initatives
- Monitor practices and procedural compliance and challenge where needed.
- Lead Employee Relations groups such as Joint Consultation, Employee Focus Group, Improvement Teams to ensure effective and positive relationships between Leaders, managers and Employees.
- Act as a liaison between the line and HR on relevant HR activities such as Disciplinary, Grievance, Employee Welfare, Global Mobility, Maternity/Paternity and other People related Policies. Guiding and supporting both Managers and Employees, in line with relevant policies
- Review and benchmark the internal and external environment to improve HR policies and initiatives.
- Coach senior leadership on the requirements to operate within the existing policies, agreements and procedures, with sensitivity to the local/regional specifics, such as collective labor agreements (CLAs) or legacy agreements.
- Lead the negotitaion/collective bargaining processes, acting as the main point of contact between employee representative bodies, such as unions and works council (WC)and the organisation.
- Collect, organize, interpret and summarize numerical data from various data sources pertaining to workforce, to provide operational information for business problems.
- Organization Development
- Provide support and guidance in re-structuring activities, such as Redundancy policies, legislation requirements, re-deployment, outsourcing.
- Talent Development
Facilitates the Talent Review Process and coach managers to:

- Follow the end