People Operations Business Partner

People Operations Business Partner

Job Summary

We are seeking an experienced People Operations Business Partner to support a large and fast-growing frontline workforce and its operational leadership teams. The role will provide comprehensive HR partnership across the employee lifecycle, from workforce planning and recruitment to performance management, employee relations, HR administration, engagement, and offboarding.

The successful candidate will work closely with senior leaders and frontline managers to improve organizational effectiveness, strengthen people processes, maintain accurate HR records, and ensure consistent application of company policies and employment regulations.

This is a hands-on role suited to an HR professional who can combine strategic business partnering with strong operational execution and employee relations expertise.

Key Responsibilities

HR Business Partnership & Workforce Planning

• Partner with operations leaders and managers on workforce planning, organizational structure, team effectiveness, and people-related business priorities.
• Provide practical HR guidance to leaders on organizational development, workforce requirements, employee performance, and people challenges.
• Analyze workforce needs and support effective resource planning across large frontline teams.
• Help leaders build high-performing and engaged teams through effective people practices.
• Provide HR insights and recommendations to support operational and business decisions.

Recruitment & Onboarding

• Manage the end-to-end recruitment process for operational and frontline positions in collaboration with Talent Acquisition teams.
• Support workforce intake, role scoping, candidate assessment, selection, offer management, and onboarding.
• Coordinate high-volume recruitment campaigns and onboarding cohorts when required.
• Ensure new employees receive a structured and consistent onboarding experience.
• Partner with hiring managers to improve recruitment quality, speed, and workforce readiness.

Performance Management

• Manage performance management activities across the assigned employee population.
• Coordinate performance review cycles, goal setting, calibration, performance improvement plans, and follow-up actions.
• Support managers in addressing performance concerns fairly, consistently, and in accordance with company procedures.
• Coach leaders on effective feedback, performance conversations, expectation setting, and employee development.
• Support the implementation and continuous improvement of competency and career-level frameworks.

Employee Relations

• Manage employee relations matters from initial concern through investigation and resolution.
• Handle grievances, workplace investigations, disciplinary procedures, warning letters, and employee exits professionally and confidentially.
• Provide managers with practical guidance when dealing with sensitive employee situations and difficult conversations.
• Maintain accurate documentation and ensure HR processes are applied consistently.
• Apply working knowledge of UAE and Saudi Arabia (KSA) labour regulations to support compliant HR practices.
• Identify recurring employee relations issues and recommend preventative measures.

HR Administration & HRIS

• Maintain accurate employee information and lifecycle records within the HR Information System (HRIS).
• Process employee changes including contracts, transfers, promotions, letters, status updates, and other employment documentation.
• Ensure HR data remains accurate across different legal entities and employment arrangements, including contractor populations.
• Maintain confidential employee records in accordance with company policies and applicable requirements.
• Identify opportunities to automate, simplify, and standardize HR processes.

HR Reporting & People Analytics

• Develop and maintain HR reports and dashboards covering key workforce indicators.
• Monitor headcount, employee turnover, retention, performance, engagement, absenteeism, and other relevant metrics.
• Analyze workforce data to identify trends, risks, and improvement opportunities.
• Translate HR data into practical recommendations that can support management decision-making.
• Provide regular people-related reports and insights to operational leadership.

Employee Engagement & Culture

• Develop and coordinate employee engagement activities across frontline teams.
• Conduct and support pulse surveys and other employee feedback initiatives.
• Analyze survey results and translate employee feedback into practical improvement actions.
• Promote a positive, inclusive, and high-performance workplace culture.
• Support managers in improving employee communication, engagement, and retention.

Policies & Employee Lifecycle

• Maintain HR policies, procedures, and guidelines to ensure they remain current and accessible.
• Promote consistent application of HR policies across teams and locations.
• Manage employee lifecycle processes from onboarding through transfers, changes, and offboarding.
• Ensure exits and offboarding activities are completed accurately, professionally, and in accordance with company procedures.
• Continuously identify opportunities to improve HR processes and create scalable, repeatable solutions.

Candidate Requirements

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field.
• 4–7 years of experience in HR Business Partnering, People Operations, HR Generalist, or a similar role.
• Previous experience in a high-growth company, startup, scale-up, or fast-paced operational environment is preferred.
• Experience supporting large frontline, operational, distributed, or high-volume employee populations.
• Strong hands-on experience managing employee relations, including grievances, investigations, disciplinary procedures, documentation, and employee exits.
• Proven experience managing recruitment activities at volume and coordinating the end-to-end hiring process.
• Experience partnering with senior leadership as well as frontline and operational managers.
• Practical experience with performance management processes, competency frameworks, and career-level structures.
• Working knowledge of UAE and KSA employment and labour regulations.
• Experience supporting employees and contractors across multiple locations or employment structures.
• Strong knowledge of HRIS and performance management systems.
• Ability to design, implement, and improve HR processes from the ground up.
• Strong analytical and reporting skills with the ability to interpret workforce data.
• Excellent communication, coaching, influencing, and problem-solving abilities.
• High level of confidentiality, discretion, accountability, and professional judgment.
• Fluency in English is required; Arabic language skills are strongly preferred.

Key Skills

• HR Business Partnering
• People Operations
• Employee Relations
• Workforce Planning
• High-Volume Recruitment
• Performance Management
• HRIS Administration
• HR Policies & Compliance
• UAE Labour Law
• KSA Labour Law
• Employee Engagement
• People Analytics
• HR Reporting & Dashboards
• Organizational Development
• Talent Management
• Coaching & Leadership Support
• Onboarding & Offboarding
• Process Improvement