Saudi Gulf HR Leader

Saudi Gulf HR Leader

This role has been designated as 'Edge', which means you will primarily work
outside of an HPE office.
Job Description:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the
way people live and work. We help companies connect, protect, analyze, and act
on their data and applications wherever they live, from edge to cloud, so they
can turn insights into outcomes at the speed required to thrive in today 's
complex world. Our culture thrives on finding new and better ways to
accelerate what's next. We know diverse backgrounds are valued and succeed
here. We have the flexibility to manage our work and personal needs. We make
bold moves, together, and are a force for good. If you are looking to stretch
and grow your career our culture will embrace you. Open up opportunities with
HPE.
Job Family Definition:
Provides a full range of HR support and program implementation activities
across multiple businesses, functions, and geographies. Delivers programs and
policies developed globally that are specialized for local or regional
requirements. Acts as a consultant and partner in driving and implementing
organizational design, transformation, change management, talent management,
total rewards, workforce planning, and employee relations strategies and
policies. Ensures HR programs are implemented based on business-specific
priorities and legal requirements at the country level. Collaborates across
the HR organization to deliver an integrated portfolio of services to all
employees. Systematically deploys policies and structures established by HR
functions while delivering differentiated solutions based on unique business
needs, local market pressures, and the competitive landscape. Supports talent
acquisition efforts of staffing and recruiting, and partners with mergers,
acquisitions, divestitures, and outsourcing (MADO) to ensure new employee
integration success. Consults with managers and other stakeholders on employee
relations issues. Interfaces with managers, employees, government agencies,
and other external representatives in consultation and negotiations as
necessary.
Management Level Definition:
Applies advanced subject matter knowledge to manage staff activities in
solving common and complex business/technical issues within established
policies. Manages exempt individual contributors and/or supervisors. Has
accountability for results of a major program in terms of cost, direction and
people management. Provides guidance on process improvements and recommends
changes in alignment with business tactics and strategy for area of
responsibility. Plans, manages and monitors operational/tactical activities of
Staff. Staff members' work may involve strategic issues. Recruits and supports
development of direct staff members. Typically reports to MG2 or Director.

Additional guidance/criteria: Manages and controls activities within a single
country or a sub-region which is part of a larger geographical Region; Manages
at least ‎4 employees and typically between ‎8 and ‎15 direct reports. Span of
Control guidelines may differ from these numbers.
Responsibilities:
* Leads a team of ICs by monitoring and setting performance goals and objectives, allocating business areas of responsibility to HR Generalists, and ensuring consistent delivery of corporate programs and policies.
* Sets expectations for program delivery and implementation across different businesses and/or geographies.
* Partners with business and human resources managers within a country, group of countries, or region to develop targeted program solutions.
* Leverages advanced knowledge across the human resources functions to consult with leaders and to provide guidance and consult on a wide range of human resources programs.
* Develops strategies for deploying HR programs and analyzes the impact resulting from program deployment.
* Maintains an understanding of the legal and regulatory environment, identifies potential compliance issues, and recommends solutions.
* Translates global human resources initiatives into targeted solutions to support unique needs.
* Influences and negotiates with high-level managers (e.g., Director, VP); represents the company to internal and external stakeholders, such as works councils and unions, to communicate key issues and support contract negotiation at the country level.
* Manages change initiatives across a broad employee base.
* For employee relations roles, manages a portfolio of complex cases and advises team on the legal and financial risks involved.
Education and Experience Required:
* First-level university degree or equivalent experience; advanced university degree preferred.
* Typically ‎8-‎10 years related experience in cross-functional human resources areas.
* Typically ‎0-‎2 years supervisory experience.
Knowledge and Skills:
* Broad human resources knowledge, with limited areas of functional specialization.
* Advanced knowledge of the current legal environment in local geography.
* Superior financial and business acumen.
* Superior project management skills.
* Superior communication skills, including both written and verbal forms catered to a wide variety of audiences.
* Ability to lead a project team and partner with stakeholders outside HR.
Impact/Scope:
* Scope can be at the country or regional level.
* Contributes to overall strategy development on a regional level.
* Contributes to priority projects.
Join us and make your mark!
We offer:
* A competitive Tax free salary and extensive social benefits
* Diverse and dynamic work environment
* Work-life balance and support for career development
* An amazing life inside the element!

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This role has been designated as 'Edge', which means you will primarily work
outside of an HPE office

HPE is an equal opportunity employer/Female/Minority/Individual with
Disabilities/Protected Veteran Status
Job:
Human Resources
Job Level:
Master

Hewlett Packard Enterprise is EEO F/M/Protected Veteran/ Individual with
Disabilities.

HPE will comply with all applicable laws related to the use of arrest and
conviction records, including the San Francisco Fair Chance Ordinance and
similar laws and will consider for employment qualified applicants with
criminal histories.