Human Resources Manager

About Chedid Insurance Brokers Saudi Arabia

Chedid Insurance Brokers Saudi Arabia, a subsidiary of the globally recognized Chedid Insurance Brokers Network, stands as a leading insurance brokerage provider in the Kingdom. With a presence in over 43 cities across the Levant, GCC, Africa, and Europe, the network operates through eight subsidiaries, serving more than 17,000 clients and supported by a team of over 700 partners. Key markets include Abu Dhabi, Athens, Beirut, Cairo, Doha, Dubai, Istanbul, Jeddah, Khobar, Limassol, London, Port Louis, Riyadh, and Sharjah. Since its establishment in 2012, Chedid Insurance Brokers Saudi Arabia has rapidly expanded its portfolio across critical sectors such as automotive, hospitality, contracting, infrastructure, and financial institutions. The company is distinguished by its blend of local expertise and global capabilities, offering specialized risk advisory services, strategic partnerships, and a strong commitment to digital transformation.

About the Role

As part of our strategic growth initiatives, we are seeking a dynamic and forward-thinking Human Resources Manager to lead our Human Resources and Administration functions in Saudi Arabia. This pivotal role will serve as a strategic business partner, responsible for translating business priorities into effective people strategies. The ideal candidate will drive talent acquisition and development, enhance employee engagement, and strengthen organizational performance to support our continued expansion in the Kingdom’s competitive insurance market.

Key Responsibilities

• Strategic HR Leadership: Develop and implement HR strategies that align with business objectives, ensuring a high-performing workforce that drives organizational success.
• Workforce Planning: Lead manpower planning and workforce analysis to anticipate future talent needs, ensuring alignment with business growth and succession planning.
• Performance Management: Design and implement robust performance appraisal systems to foster a culture of accountability, continuous improvement, and excellence.
• Talent Acquisition & Retention: Oversee end-to-end recruitment processes, from sourcing and onboarding to retention strategies, ensuring a seamless integration of new hires into the organization.
• Employee Development: Conduct training needs analysis and collaborate with specialized professionals to deliver targeted training programs that enhance employee skills and capabilities.
• Cross-Exposure Initiatives: Organize opportunities for employees to gain exposure across different entities within the network, fostering collaboration and knowledge sharing.
• Policy & Compliance: Develop and implement HR policies, procedures, and job descriptions while ensuring strict compliance with labor laws and internal governance standards.
• Employee Relations: Provide advisory support to management on HR-related matters, handle conflict resolution, grievances, and disciplinary actions with fairness and professionalism.
• Engagement & Wellness: Drive initiatives to boost employee engagement and wellness, creating a positive and productive work environment.
• Internal Communication: Improve clarity and efficiency in internal communication processes to ensure alignment and transparency across the organization.
• Reporting & Audits: Prepare comprehensive HR-related reports for senior management and regulators, and liaise with internal and external auditors on HR and administrative audits.
• Government & Administrative Management: Oversee all HR-related government requirements, portals, and systems, including ERP and GR, while managing office administrative tasks such as services, travel arrangements, and procurement.
• Digital Transformation: Implement and optimize digital tools such as HRIS and e-records to enhance operational efficiency and data management.
• Benchmarking & Continuous Improvement: Conduct benchmarking exercises to evaluate HR and administrative practices and propose innovative enhancements to drive operational excellence.

Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience: Minimum of 8 years of progressive HR leadership experience, with a proven track record of managing a Human Resources team in a corporate environment.
• Skills: Strong strategic thinking, exceptional interpersonal and communication skills, and the ability to influence stakeholders at all levels.
• Compliance Knowledge: In-depth understanding of labor laws, regulatory requirements, and best practices in HR administration.
• Technical Proficiency: Familiarity with HRIS, ERP systems, and digital tools for HR and administrative management.