Job Description
Job Title: HR Manager
Reporting Line: Executive Director
Department: People & Culture/HR
I. Employee Engagement and Retention:

• Act as a liaison between management and staff to address employee concerns and resolve conflicts.
• Set up and be the primary point of contact for the employee communications committee.
• Manage the communication of key messages, business strategy, and vision and values to all staff.
• Promote a positive work environment that values diversity and inclusion and maintain a positive relationship with all employee representatives.
• Develop, lead, and maintain employee recognition programs to boost morale and retention.
• Understand the nature of the fast-food chain culture and implement strategies to maintain engagement and talent retention.
• Promote employee communication activities and channels, to encourage and enable feedback from staff.
• Design and execute initiatives to enhance employee engagement and satisfaction.
• Conduct regular employee surveys and analyze feedback to drive continuous improvement.
• Develop and implement retention strategies to reduce turnover and enhance employee loyalty.

II. Culture and Organizational Development:

• Promote and cultivate a positive and inclusive company culture.
• Develop and implement policies and programs that align with the company’s values and mission.
• Lead initiatives to improve workplace diversity, equity, and inclusion (DEI).

III. Strategic HR Planning:

• Contribute to the development and execution of the HR strategy.
• Analyze HR metrics and data to inform decision-making and strategic planning.
• Partner with senior leadership to align HR initiatives with business goals.

IV. Compliance and HR Administration:

• Ensure compliance with local, state, and federal employment laws and regulations and internal HR operational policies and processes are adhered to and continually improved.
• Maintain accurate employee records and manage HR documentation of each person’s employment history, both online and in paper form, and ensure all such information is kept confidential.
• Responsible for the accurate maintenance of information used in the Human Resources Information System (HRIS) including payroll, personnel details, leave and attendance.
• Oversee benefits administration and assist employees with benefits-related inquiries or delegate as necessary the task as part of upskilling for succession planning.
• Supervise and monitor all matters of work permits and visas in conjunction with the Public Relations Manager/Officer.
• Develop and update HR policies and procedures as needed.

V. Performance Management:

• Oversee the performance review process, including goal setting, evaluations, and feedback.
• Provide training and support to managers on performance management best practices.
• Implement programs to recognize and reward high performance.

VI. Compensation and Benefits:

• Put in place local policies & processes for salaries and benefits in alignment with company approved budget.
• Implement and monitor employee incentive bonus schemes.

VII. Workforce Planning and Strategy:

• Analyze workforce trends and develop strategies to address talent needs.
• Collaborate with executive team to align HR practices with business goals.
• Prepare the HR Budget for input into the overall hotel budget.
• Lead succession planning efforts to ensure long-term organizational success.

VIII. People and Organizational Skills:

• Exhibit strong people skills, including empathy, active listening, and effective communication.
• Handle employee grievances and disciplinary actions effectively ensuring that processes are monitored, well received, and understood in a professional manner and without bias.
• Display excellent organizational skills with the ability to manage multiple priorities and projects.
• Foster a collaborative and high-performing HR team culture.

IX. Employee Accommodation and Transport

• Overlook all matters of employee accommodation, facilities, and transport in coordination with Housing Manager/Supervisors.
• Conduct monthly meetings to ensure awareness of housing & transportation operations and challenges and address issues in a timely manner.
• Share with the executive team important points to gain support in improving employee facilities that need budget requirements and financial consent.

X. Sustainability, Health & Safety

• Include Occupational Health and Safety Management System (OHSMS) Roles and Responsibilities in the job description of all the employees and OHSMS team designation, including performance reviews for accountability and compliance.
• Communicate the occupational health and safety (OHS) roles and responsibilities to all employees.
• Provide support by organizing staff campaigns and workshops on HR related programs of OHSMS.
• Be a part of all incident/accident investigation especially in occupational health and safety.
• Develop, implement, review and update HR & training competency procedures in consultation with Environment, Health and Safety Manager/Officer.
• Participate in management reviews as required.

XI. Diversity and Inclusion:

• Develop and promote initiatives that enhance workplace diversity and inclusion.
• Provide training and resources on cultural competence and anti-discrimination practices.
• Monitor and report on diversity metrics and progress as evidenced by a healthy workforce across all shops through feedback or survey reports.

XII. Training and Development:

• Liaise L&D Manager in identifying training needs and pro-actively participate in tailoring development programs for employees at all levels.
• Facilitate workshops and training sessions that address generational differences and promote team cohesion, as needed.
• Work closely with L&D Manager to implement mentorship programs pairing experienced employees with newer hires.
• Foster HR team talent development by providing continuous learning opportunities and career growth paths.
• Monitor the effectiveness of training programs and make necessary adjustments.

XIII. Recruitment and Onboarding:

• Develop and implement recruitment strategies to attract top talent from diverse backgrounds.
• Oversee and manage the hiring process, including job postings, interviews, selection, and onboarding.
• Collaborate with department heads to identify staffing needs and create job descriptions.

o Design and execute a comprehensive onboarding program tailored to different generational needs.
Qualifications:

• Bachelor’s degree in human resources, Business Administration, or related field. Master’s degree or HR certification (e.g., SHRM-CP, PHR) preferred.
• Minimum of 5 years of HR experience, with at least 2 years in a management role.
• Experience in the hospitality or restaurant industry is highly desirable.
• Strong understanding of employment laws and HR best practices.
• Excellent communication, interpersonal, and conflict-resolution skills.
• Proven ability to work effectively with a diverse workforce, including managing multi-generational teams.
• Strong organizational skills and attention to detail.
• Ability to handle sensitive information with confidentiality and professionalism.

Job Type: Full-time
Application Question(s):

• Do you have a Saudi Arabia passport?
• Are you a Saudi Arabia National?

Experience:

• HR Management: 3 years (Preferred)