Senior Human Resources Business Partner

JOB PURPOSE/SUMMARY:

The Senior HR Business Partner (Senior HRBP) serves as the lead HR partner for the assigned business area and is accountable for delivering integrated, end-to-end HR support that aligns people strategies with business and operational priorities within Sanad’s aviation and aero-engine MRO environment.

Acting as the primary HR focal point for employees and leaders, the role provides senior-level advice, practical solutions, and execution leadership across workforce planning, organizational effectiveness, performance management, talent development, employee relations, engagement, and the overall employee experience.

During the initial stage of the HR Business Partnership structure, the Senior HRBP may operate as an individual contributor without a direct report and will remain personally accountable for hands-on HR delivery within the assigned business area. As the function develops, the role is expected to supervise a Senior Specialist - HRBP with the appropriate skills and expertise to provide dedicated operational and specialist support. The Senior HRBP will establish clear priorities, delegate responsibilities appropriately, develop the incumbent’s capabilities, and ensure the quality and consistency of HRBP services.

The Senior HRBP works closely with the Group Head of HR and HR Centers of Excellence (Talent Acquisition, Employee Services, Talent Development, and Talent & Organizational Effectiveness) to align HR strategies, programs, and services with business needs. Acting as the key link between the business and HR functions, the role translates workforce requirements into effective HR solutions and ensures their successful implementation to support organizational objectives.

KEY RESPONSIBILITIES AND ACCOUNTABILITIES

1. Strategic HR Partnership & Business Advisory:

• Act as the trusted HR advisor to business leaders, aligning people strategies with business objectives and operational priorities. Provide data-driven HR guidance, support workforce planning and organizational effectiveness, and partner with leadership to implement HR initiatives that drive business performance and employee success.

2. End-to-End HR Delivery Ownership:

• Oversee the delivery of HR services across the employee lifecycle, ensuring efficient, consistent, and high-quality support to the business. Manage HR operations, resolve complex employee matters, drive continuous improvement, and ensure HR services meet established standards and business requirements.

3. Organizational Effectiveness & Change Execution:

• Lead organizational design, restructuring, and workforce optimization initiatives to enhance business performance and operational effectiveness. Partner with leaders and HR stakeholders to implement change initiatives, address organizational gaps, manage change impacts, and ensure successful adoption of business transformation efforts.

4. Performance Management & Culture Enablement:

• Lead the implementation of the performance management cycle, ensuring fair, consistent, and high-quality outcomes. Coach leaders on performance, development, and accountability practices, leverage performance insights to drive improvement, and promote a high-performance culture aligned with Sanad’s values and leadership expectations.

5. Leadership Development & Succession Support:

• Lead succession planning, talent reviews, and leadership development initiatives to build a strong talent pipeline. Support the identification and development of high-potential employees, promote career growth and internal mobility, monitor succession readiness, and ensure effective implementation of development and succession plans.

6. Workforce Planning & Talent Acquisition Alignment:

• Lead workforce planning initiatives to ensure the business has the right talent and capabilities to meet current and future operational needs. Partner with Talent Acquisition and business leaders to drive effective recruitment, monitor key workforce metrics, identify workforce risks, and support succession planning, internal mobility, talent development, and workforce readiness.

7. Employee Relations, Experience & Engagement:

• Provide expert guidance on employee relations matters, ensuring fair and consistent application of HR policies and practices. Lead employee engagement, wellbeing, and recognition initiatives, analyze workforce feedback and trends, address workplace concerns proactively, and foster a positive, inclusive, and high-performing work environment.

8. HR Integration and COE Collaboration:

• Act as the key liaison between the business and HR Centers of Excellence (COEs), ensuring business needs are translated into effective HR solutions. Collaborate with Talent Acquisition, Employee Services, Talent Development, and Talent & Organizational Effectiveness to deliver aligned HR programs, support business priorities, coordinate HR initiatives, and ensure consistent service delivery while monitoring effectiveness and addressing risks.

QUALIFICATIONS, EXPERIENCE AND COMPETENCIES Minimum Qualifications(Education/Certification/Licensure/Professional Membership)

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Master’s degree in Human Resources, Business Administration, or a related field is preferred.
• Recognized professional HR certification or membership, such as CIPD, SHRM-SCP, SPHR, or an equivalent qualification, is preferred.

Minimum Experience:

• 10 to12 years of progressive HR experience, including substantial experience in a senior HR business partnering or comparable leadership role.
• Demonstrated experience advising and supporting senior business leaders in a complex operational, engineering, industrial, or technical environment.
• Experience in aviation, MRO, aerospace, manufacturing, engineering, or a comparable industry is strongly preferred.
• Proven experience managing integrated, end-to-end HR delivery for a business function, division, or major operational area.
• Demonstrated experience in workforce planning, organizational effectiveness, performance management, talent development, employee relations, and change implementation.
• Experience leading, coaching, mentoring, or coordinating the work of HR professionals through direct reporting or matrix arrangements.
• Previous formal people-management experience is preferred, with the capability and readiness to supervise and develop a Senior Specialist - HRBP as the structure expands.
• Proven ability to influence and deliver outcomes in a matrix environment through effective coordination with HR COEs, HR Operations, and business stakeholders.
• Demonstrated success in leading HR initiatives or projects that have delivered measurable improvements in workforce capability, employee experience, operational performance, or organizational effectiveness.

Job Specific Competencies:

1. Strategic HR Partnering and Business Impact

• Ability to translate Sanad’s HR strategy into practical, business-aligned people plans and measurable actions. Acts as a trusted senior advisor by connecting workforce priorities with operational performance, productivity, capability, and organizational readiness.

1. Business and Operational Acumen - Aviation MRO

• Strong understanding of aviation MRO operations, including engine turnaround time, capacity planning, manpower loading, workforce productivity, technical capability requirements, and operational continuity. Applies business insights to anticipate workforce risks and develop appropriate HR interventions.

1. Organizational Effectiveness and Change Leadership

• Ability to lead organizational design, restructuring, workforce optimization, and transformation initiatives. Ensures alignment among organizational structures, roles, accountabilities, capabilities, and operational requirements while effectively facilitating stakeholder engagement and change adoption.

1. Performance, Talent and Leadership Development

• Expertise in strengthening performance and accountability through effective performance management, talent reviews, succession planning, career development, and leadership-development initiatives. Coaches leaders to improve goal setting, feedback, performance differentiation, development planning, and the management of underperformance.

1. Strategic Workforce Planning and Talent Acquisition Alignment

• Ability to align workforce and talent acquisition strategies with short- and long-term business requirements. Anticipates critical capability needs and promotes workforce readiness through manpower planning, talent pipelines, internal mobility, succession, development, and recruitment.

1. Employee Relations, Experience and Engagement

• Ability to manage sensitive employee relations matters fairly, consistently, and confidentially while strengthening employee engagement, wellbeing, inclusion, and the overall employee experience. Translates workforce trends and employee feedback into structured interventions with clear ownership and measurable outcomes.

1. Integrated HR Service Delivery, COE Collaboration and Analytics

• Ability to collaborate effectively with HR Centers of Excellence - including Talent Acquisition, Employee Services, Talent Development, and Talent & Organizational Effectiveness - to deliver coordinated, responsive, and business-aligned HR solutions. Uses HR systems, workforce dashboards, and employee insights to inform decisions, identify risks, improve services, and evaluate the impact of HR initiatives.

1. Leadership, Governance and Risk Management

• Ability to operate independently and, as the HRBP structure develops, lead and develop HR team members by providing clear direction, coaching, and performance accountability. Maintains strong knowledge of labor laws, HR policies, delegated authorities, confidentiality requirements, and governance frameworks to ensure compliance, manage people-related risks, and protect organizational integrity.