Job Responsibilities:
Learning & Development

Lead the annual training needs analysis in partnership with Heads of Functions and Heads of Departments, converting business, capability and succession priorities into a consolidated learning plan.

Provide expert input to the HR Director on the annual Training & Events budget, including prioritization, cost assumptions, resource requirements and return on investment considerations.

Assess external training providers, facilitators and assessment centers; manage evaluation, selection, service quality and commercial coordination in line with internal procurement requirements.

Coordinate internal trainers and external providers, ensuring clear learning objectives, suitable materials, effective logistics and consistent learner experience.

Works closely with the Global L&D team on training topics at various levels.

Own training governance and records, including attendance, certification, employee files and accurate, timely HRMS & WD data entry.

Implement pre and post-training evaluation methods, analyze participant and manager feedback, identify effectiveness gaps and recommend corrective or follow-up actions.

Consolidate learning metrics and insights for monthly HR reporting.

Performance Management

Act as the internal subject matter expert for the annual performance management cycle, ensuring consistent application of the framework, governance standards and timelines.

Plan and administer the end-to-end performance cycle, including launch, communications, progress tracking, quality checks, calibration support and closure.

Review the quality and completeness of performance documentation; identify rating, objective setting or feedback concerns and escalate topics to the HR Director.

Provide accurate dashboards and status reporting on completion, ratings and review quality, with focused follow-up to Heads of Departments and line managers.

Deliver expert sessions, and one to one coaching on performance related topics.

Guide managers in developing practical performance improvement and development plans for underperforming employees, ensuring actions, responsibilities and review dates are clearly documented.

Employee Engagement

Lead the planning and delivery of employee engagement initiatives and company events, ensuring alignment with culture, employee experience and business priorities.

Use participation data and employee feedback to assess engagement effectiveness and recommend improvements to programs and internal communication.

Manage various employee-related surveys and work closely with the HR Director to agree on action plans.

Your profile:

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline.

Minimum 7 years of progressive HR experience, with strong experience across learning & development, performance management, employee engagement, or HR policies.

At least 3 years in a specialist, senior specialist, or process-owner role, covering two or more of these areas.

Fluent business English, written and spoken. Arabic is an advantage.

Strong working knowledge of HRMS, Microsoft Excel, and PowerPoint, with the ability to prepare reports, analyze trends, and turn data into meaningful management actions.

Hands-on experience in instructional design and facilitation, training needs analysis, performance-cycle management using Workday, vendor management, policy development and document control, employee relations support, and project management.

Strong stakeholder management and influencing skills, with sound judgment, confidentiality, attention to detail, and reliable follow-through.

Please submit your application via the ‘Apply’ button.