About the Role

We are building a high-performing organization at pace, and our operations teams are the engine of it. This role exists to give that population a dedicated people partner: someone who owns the full employee lifecycle for a large, fast-moving frontline workforce and the leaders who run it.

This is a broad seat. You will advise leadership on structure and performance, run hiring end to end for operational roles, handle employee relations casework with rigor, and keep the systems, records, and policies behind all of it accurate. It suits someone equally comfortable in a leadership conversation about org design and in the detail of a disciplinary file or a contract change.

You will be given autonomy early and expected to build repeatable processes rather than one-off fixes.

What You'll Own

Partner with operations leadership and team leaders on organizational design, workforce planning, and team effectiveness across a large frontline population.
Own hiring end to end for operational roles: intake and scoping, assessment, offers, and onboarding cohorts at volume, in partnership with Talent Acquisition.
Run performance management for the population you support, including review cycles, calibration, improvement plans, and the follow-through that makes them count.
Apply and extend competency and leveling frameworks so they hold up for high-volume frontline roles, not only corporate ones.
Coach team leaders and managers on expectation-setting, feedback delivery, and difficult conversations, building their capability rather than absorbing the work for them.
Own employee relations end to end, including grievances, investigations, warning letters, disciplinary process, and exits, applying working knowledge of UAE and KSA labour law with consistency and discretion.
Own workforce administration in the HRIS: contract changes, letters, lifecycle updates, and records, maintaining data integrity across entities and employment types including contractors.
Build reporting and dashboards on headcount, attrition, performance, and engagement, and translate them into recommendations leadership can act on.
Keep HR policies current, accessible, and consistently applied, and own onboarding and offboarding with equal rigor.
Run engagement initiatives and pulse surveys, synthesizing results into clear actions.

What We're Looking For

4-7 years in HR business partnering or people operations within high-growth startups or scale-ups, including experience supporting large frontline or operational populations.
Hands-on employee relations experience covering investigations, disciplinary process, documentation, and exits.
Recruitment experience at volume, owning roles end to end rather than briefing a recruiter.
Demonstrated track record of partnering with senior leaders as well as frontline managers.
Experience building and running performance management systems and competency or leveling frameworks.
Working knowledge of UAE and KSA labour law.
Experience across distributed teams and mixed employment types, including employees and contractors.
Strong proficiency with HRIS and performance management platforms; comfortable building process from scratch.
Fluency in English; Arabic strongly preferred.

Responsibilities

About the Role

You will be given autonomy early and expected to build repeatable processes rather than one-off fixes.

What You'll Own

Partner with operations leadership and team leaders on organizational design, workforce planning, and team effectiveness across a large frontline population.
Own hiring end to end for operational roles: intake and scoping, assessment, offers, and onboarding cohorts at volume, in partnership with Talent Acquisition.
Run performance management for the population you support, including review cycles, calibration, improvement plans, and the follow-through that makes them count.
Apply and extend competency and leveling frameworks so they hold up for high-volume frontline roles, not only corporate ones.
Coach team leaders and managers on expectation-setting, feedback delivery, and difficult conversations, building their capability rather than absorbing the work for them.
Own employee relations end to end, including grievances, investigations, warning letters, disciplinary process, and exits, applying working knowledge of UAE and KSA labour law with consistency and discretion.
Own workforce administration in the HRIS: contract changes, letters, lifecycle updates, and records, maintaining data integrity across entities and employment types including contractors.
Build reporting and dashboards on headcount, attrition, performance, and engagement, and translate them into recommendations leadership can act on.
Keep HR policies current, accessible, and consistently applied, and own onboarding and offboarding with equal rigor.
Run engagement initiatives and pulse surveys, synthesizing results into clear actions.

What We're Looking For

4-7 years in HR business partnering or people operations within high-growth startups or scale-ups, including experience supporting large frontline or operational populations.
Hands-on employee relations experience covering investigations, disciplinary process, documentation, and exits.
Recruitment experience at volume, owning roles end to end rather than briefing a recruiter.
Demonstrated track record of partnering with senior leaders as well as frontline managers.
Experience building and running performance management systems and competency or leveling frameworks.
Working knowledge of UAE and KSA labour law.
Experience across distributed teams and mixed employment types, including employees and contractors.
Strong proficiency with HRIS and performance management platforms; comfortable building process from scratch.
Fluency in English; Arabic strongly preferred.