w You Will Do It

• Align HR strategy and operating plans with business objectives and regional priorities.
• Advise senior leaders on labor relations, risk mitigation, policy interpretation, and the impact of legal and regulatory changes.
• Develop regional staffing strategies, workforce plans, and external sourcing approaches to support current and future talent needs.
• Partner with Compensation to design and implement reward and recognition programs that support performance and motivation.
• Participate in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Support diversity and inclusion initiatives that help attract, develop, and retain talent across the region.
• Build human resource planning models to identify competency, knowledge, and talent gaps and create programs to address them.
• Lead succession planning, leadership development, and broader learning initiatives for key contributor and management roles.
• Enhance HR policies, programs, tools, and HR technology strategies to improve service delivery and operational effectiveness.
• Partnering with compensation, develops and implements progressive and proactive reward and recognition programs to provide motivation, incentives, and rewards for effective performance.
• Develop programs to allow the organization to drive diversity and inclusion strategies to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
• Enhance and/or develop, implement, and enforce appropriate policies, programs, tools, and HR technology strategies for effective management of the people resources of the organization for the direct and indirect labor organizations. Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization.
• Maintains knowledge of global HR policies, programs, laws, and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
• Provides technical advice and knowledge to others within the human resource discipline.
• 
  

Required

What we look for

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proven experience in an HR leadership role with area of responsibility in Middle East and in Africa.
• Strong knowledge of labor relations policies, workforce strategies, risk mitigation, and the legal landscape.
• Demonstrated ability to partner and collaborate across functions and regions to improve outcomes and redesign organizations where needed.
• Proven ability to think strategically and translate plans into phased, executable actions.
• Experience working with senior leadership and influencing decisions across multiple business areas.
• Ability to lead effectively in a fast-paced, progressive, and innovative environment.
• Strong project and program management capability, with experience applying these principles in operational environments.
• Proficiency in English (Arabic language is preferred)

w You Will Do It

• Align HR strategy and operating plans with business objectives and regional priorities.
• Advise senior leaders on labor relations, risk mitigation, policy interpretation, and the impact of legal and regulatory changes.
• Develop regional staffing strategies, workforce plans, and external sourcing approaches to support current and future talent needs.
• Partner with Compensation to design and implement reward and recognition programs that support performance and motivation.
• Participate in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
• Support diversity and inclusion initiatives that help attract, develop, and retain talent across the region.
• Build human resource planning models to identify competency, knowledge, and talent gaps and create programs to address them.
• Lead succession planning, leadership development, and broader learning initiatives for key contributor and management roles.
• Enhance HR policies, programs, tools, and HR technology strategies to improve service delivery and operational effectiveness.
• Partnering with compensation, develops and implements progressive and proactive reward and recognition programs to provide motivation, incentives, and rewards for effective performance.
• Develop programs to allow the organization to drive diversity and inclusion strategies to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training, and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
• Enhance and/or develop, implement, and enforce appropriate policies, programs, tools, and HR technology strategies for effective management of the people resources of the organization for the direct and indirect labor organizations. Continues improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization.
• Maintains knowledge of global HR policies, programs, laws, and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs.
• Provides technical advice and knowledge to others within the human resource discipline.
• 
  

Required

What we look for

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proven experience in an HR leadership role with area of responsibility in Middle East and in Africa.
• Strong knowledge of labor relations policies, workforce strategies, risk mitigation, and the legal landscape.
• Demonstrated ability to partner and collaborate across functions and regions to improve outcomes and redesign organizations where needed.
• Proven ability to think strategically and translate plans into phased, executable actions.
• Experience working with senior leadership and influencing decisions across multiple business areas.
• Ability to lead effectively in a fast-paced, progressive, and innovative environment.
• Strong project and program management capability, with experience applying these principles in operational environments.
• Proficiency in English (Arabic language is preferred)