HR Director, Saudi Arabia

4 weeks ago

Riyadh, Saudi Arabia Lilly Full time

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism. We give our best effort to our work, and we put people first. We’re looking for people who are determined to make life better for people around the world.

**Overall Job Purpose**:
Lilly has a legacy spanning over 140 years and is steadfast in its commitment to create high-quality medicines for patients. Grounded in our values of Integrity, Excellence, and Respect for People, we infuse these principles into every facet of our daily work. With a rich history of pioneering research and development, Lilly stands at the forefront of groundbreaking opportunities.

Here in Saudi Arabia and the Middle East region, we are on the brink of an era of remarkable growth, one that aligns with our primary mission to unite caring with discovery to make life better for people around the world. As we embark on this exciting journey, the dedicated individuals at Lilly are positioned at the heart of our mission, driving us forward to realize our commitments to customers and patients.

The Human Resources Director is responsible to serve in a functional leadership capacity as a strategic partner to advance the business and people aspects of the affiliate. The individual will be accountable and take ownership for developing and implementing HR strategies, establishing, and fostering an inclusive, and diverse culture in line with Team Lilly values, and ensuring compliance with legal and local regulations and company policies.

The HRD will serve on the affiliate leadership and will work closely with regional hub/global HR teams to align people strategies, inclusive of DE&I and HSE, with wider business goals and objectives. In addition, they are expected to build and maintain strategic relationships with key internal and external stakeholders and lead organizational change management processes to drive positive outcomes.

**Key Responsibilities**:
Responsibilities include assessing and developing appropriate short
- and long-term solutions to all aspect of HR needs, including but not limited to:

- Performance Management & Succession Management Process: Drive talent/succession review process to match existing capabilities with skills required for success. Manage and promote usage of Performance Management to drive business objectives and inform talent review process. Manage all performance issues to positive resolution balancing business needs, positive employee relations and legal requirements. Assist in developing individual plan to build skills and develop leaders.
- Employee Engagement and Talent Retention: Monitor level of employee engagement to assess areas for improvement and develop strategies and action plans to improve these levels. Work with line manager to continuously engage talents and implement retention strategies developed.
- Training and Development: To ensure a robust learning and development strategy is in place and implemented.
- Compensation and Benefits: Work with the Company senior management team and global/area compensation consultants to manage compensation and benefits programs including merit and incentives/bonus programs, monitor internal and external equity, and recommend appropriate adjustments as necessary. Provide benchmarking for changing compensation and benefits levels.
- Business Planning: Partnering with key stakeholders to make appropriate decisions and/or trade-offs in allocating budget and headcount resources in Business plan and operating plan discussions that support the strategic long-term direction of the affiliate.
- Employee Relations: Jointly resolve people issues with managers, upholding integrity, confidentiality, impartiality, and professionalism always. Analyze trends and make recommendations that will enhance the Company’s culture Inclusive of managing the grievance and disciplinary framework and supporting on labor cases in partnership with legal.
- HR processes and initiatives: Review HR policies, processes and procedures and continuously make improvements to them. Ensure their relevance supports Company, HR, and the local regulatory requirements in all countries. Participate in HR initiatives that align to the business strategy and support the achievement of the organization’s business objectives.
- Business Partnering: Working with the management team, build and foster a culture of employee engagement and integrity to reinforce the organization’s business strategies and culture for continuous growth and improvement. Provide executive coaching to senior management team and mid-level managers.
- HSE: Ensuring health and safety for employees in line with local legislation and corpo

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