Saudi Nationals Only- Head of HR Saudi - Riyadh

Reporting to the MENA Head of HR based in Dubai, the Head of HR Saudi Arabia
will deliver HR Leadership to Managers and Employees across all Lines of
Businesses in the location. As an HR Head, you will identify and develop
solutions based on business priorities and organizational analysis. Your
responsibilities will include consulting with all levels of management on
employee relations, staffing, compensation, development, organizational and
change management issues.

As the head of HR, you will partner closely with the Local business heads,
Senior Country Officer (SCO), Risk Functions including Legal, Compliance,
Global Security, and Investigations departments and other appropriate regional
JPM officials to advise and establish the HR priorities and solutions needed
to meet the business priorities. This role is critical to the success of the
franchise in Saudi Arabia. You will also partner closely with HR colleagues
across lines of businesses and functional groups including HR Operations,
Recruiting, Talent Management, Compensation, International Benefits, HR
Oversight and Control, Regulatory, Employee Relations, Expatriate, among other
areas, to promote a scalable and sustainable operating and control environment
for HR in Saudi Arabia as well as enhance employees' experience.
Job responsibilities

Recruitment and Talent Management

• Developing and delivering a talent management strategy including regular talent, succession, and promotion reviews


• Supporting clients through the annual performance management process including objective setting, bi-annual performance reviews, evaluation committees and compensation planning


• Involvement in various diversity initiatives and participation in various committees as required


• Partner with the business and recruitment teams to determine future resource demands including key skills, location strategy, succession and diversity gaps and co-ordinate HR partners (location HRBPs, L&D and recruitment) to deliver solutions in the most cost-efficient way.


• Co-ordinate hiring and transfer approvals by escalating through the appropriate channels and maintain links to the marketplace to understand the competitive landscape and anticipate any potential retention (including compensation) or recruitment risks.


• Work closely with managers to determine graduate and intern demands


• Partner with the business in ensuring talents are acquired and developed and participate in the succession planning session of the business and provide objective and fair inputs in the process


• Assist in the recruitment process to ensure a pipeline of talent to support business needs and growth and partner with Staffing to develop and implement proactive recruitment strategies and sourcing pipelines, to identify and attract a diverse and highly qualified pool of candidates and work with business management team to identify internal mobility plan.

Compensation and Benefits Management
* Support the year end compensation process, ensuring consistent and fair decisions are made in the promotion, bonus, and salary/TC process
* Establish and maintain links to the external marketplace / competitor landscape to ensure that our compensation and benefits package remains competitive in local marketplace across the region and implement the annual compensation planning and review process in partnership with line managers through communication of the process and timelines
* Generate and analyse needed reports and develop and implement cost effective benefit programs in line with local practices
* Participate in compensation & benefit surveys for salary bench marking to ensure the salary levels are in line with market standards
* Work closely with the business on any counter-offers internal transfer or complex hiring decisions
* Manage the expat process taking into consideration costings and the hiring of local talent. At the end of expat assignments effectively manage the localization/repatriation process including any succession decisions to replace individuals.
* Update and consult managers on Wellness initiatives.

Employee Relations
* Work through the resolution of ER cases by analysing the issue and actively working with ER/legal council in determining the correct process and strategy to minimize any financial, legal, and reputational risk to the Firm.
* Recommend solutions in a timely fashion following established guidelines and advising managers.
* Ensure employees and managers receive the appropriate counselling, guidance, and support on employee relations issues
* Ensure the relevant global/regional stakeholders are aware of any proposed action and have provided the necessary approvals.
* Manage end to end cases and programmatic productivity save initiatives through partnership with the ER team and legal council.
* Coach and guide managers and around leave of absence cases (maternity, paternity, sabbatical, long term sickness etc) including successfully transitioning employees in their return to work.

Performance Management
* Partner with the business in ensuring timely and data-driven implementation of online performance management system
* Contribute to the review of the performance management system for continued relevance and appropriateness to the needs of the business
* Work jointly with line partners on preventing or addressing performance issues

Employee Engagement
* Create and sustain an environment that motivates high performance, recognizes and rewards excellence of individuals and teams, and results in employee commitment
* Work jointly with line partners to understand, communicate, and implement plans, strategies and change initiatives as required by business needs and trends
* Partner with the business in driving and strengthening employee engagement initiatives that promote the strengthening of organizational culture and values
* Contribute to the analyses of results of organizational surveys/ employee satisfaction surveys and in the development of and driving initiatives as a result of the analyses
* Conduct exit interviews, analyse attrition data, and recommend strategies or programs to improve retention
* Communicate and implement HR policies and program in the line of business and conduct focus group discussions or SKIPs across levels as and when needed
* Participate in cross-functional HR projects and help drive and execute the people agenda including talent management, performance management, mobility, training, and compensation.
J.P. Morgan is a global leader in financial services, providing strategic
advice and products to the world's most prominent corporations, governments,
wealthy individuals and institutional investors. Our first-class business in a
first-class way approach to serving clients drives everything we do. We strive
to build trusted, long-term partnerships to help our clients achieve their
business objectives.
We recognize that our people are our strength and the diverse talents they
bring to our global workforce are directly linked to our success. We are an
equal opportunity employer and place a high value on diversity and inclusion
at our company. We do not discriminate on the basis of any protected
attribute, including race, religion, color, national origin, gender, sexual
orientation, gender identity, gender expression, age, marital or veteran
status, pregnancy or disability, or any other basis protected under applicable
law. In accordance with applicable law, we make reasonable accommodations for
applicants' and employees' religious practices and beliefs, as well as any
mental health or physical disability needs.