Regional Human Resources Manager

EXECUTE. COMPLY. TRANSFORM.

Regional HR Manager – Production Focus (MENA & GCC)

Are you an HR leader who thrives in the complexity of a
high-volume manufacturing environment
? Do you excel at translating strategic HR vision into hands-on, compliant operational excellence across diverse cultures?

Our company is a market leader in the
Manufacturing Sector
, where our success is built on the performance, efficiency, and safety of our people. We are searching for a
Strategic Regional HR Manager
to command the Production Human Resources function across our critical
MENA & GCC
operations. This role is not just about policy; it's about optimizing the
human engine
that drives our factories.

This pivotal role requires balancing global corporate HR strategy with sharp local market execution, ensuring our policies are consistent, compliant, and drive maximum performance across multiple production and plant sites.

What You Will Do (Key Responsibilities)

As our Regional HR Manager, you are the ultimate strategic partner and operational leader, driving all human capital initiatives with a clear focus on the factory floor and operational excellence.

1. Strategic Leadership & Governance

• Actionable Strategy:
  Convert global HR directives into localized, executable action plans that directly support plant efficiency, cost control, and production targets.
• Risk Mitigation & Compliance:
  Own the compliance landscape. Guarantee strict adherence to all local labor, employment, and critical occupational safety regulations across all sites, shielding the business from operational risk.
• Executive Consulting:
  Act as the primary, trusted advisor to Regional and Plant Directors on organizational design, complex labor negotiations, union relations (where applicable), and large-scale workforce restructuring.
• Budget Ownership (NEW):
  Prepare, manage, and monitor the regional HR budget, optimizing spend on recruitment, training, and employee engagement programs for maximum ROI.

2. Operational Talent Pipeline

• Full-Cycle Acquisition:
  Lead the talent supply chain. Optimize the entire recruitment cycle—from sourcing to retention—for critical senior roles (e.g., Engineers, Plant Managers) while strategically managing the
  high-volume sourcing and onboarding of blue-collar production staff
  .
• Performance Engineering:
  Design, implement, and enforce a data-driven performance management system with specific metrics tied to productivity, quality control, and safety compliance on the factory floor.
• Succession & Skills Development:
  Identify critical skills gaps and deploy targeted development programs focusing on advanced technical skills, leadership capability, and building robust succession plans for key operational management roles.
• Workforce Optimization (Elaborated):
  Strategically plan and manage workforce deployment, including complex shift patterns, absenteeism management, capacity planning, and flexible staffing models.

3. Culture, Relations, and Equity

• Complex Relations Management:
  Proactively and swiftly resolve highly complex employee relations issues, grievances, and disciplinary actions, specializing in managing multi-national, multi-language, and multi-cultural workforces common in industrial sites.
• Engagement & Retention:
  Design and champion culture-boosting initiatives and targeted engagement programs (e.g., site-specific recognition, welfare support) to significantly boost shift-worker morale and reduce operational turnover.
• Total Rewards Strategy:
  Oversee, benchmark, and design competitive regional compensation and benefits packages, ensuring equity and compliance, with specific expertise in managing overtime policies, housing allowances, and site-specific operational benefits.
• Safety & Wellness Partnership (Elaborated):
  Work hand-in-hand with the HSE (Health, Safety, and Environment) teams to embed a proactive safety culture, enforce protocols, and drive wellness programs designed for the physical demands of manufacturing.

What You Will Need (Qualifications)

• Education:
  Bachelor's degree in HR, Business, or a related field. SHRM-SCP, PHR, or equivalent certification is strongly preferred.
• Experience:
  A minimum of 10 years of progressive HR experience, including at least 3 years managing a regional or multi-site operation.
• Sector Expertise (CRITICAL):
  Non-negotiable, proven, and hands-on HR leadership experience within the Manufacturing, Heavy Industrial, or Logistics sectors.
• Regional Expertise:
  In-depth, applied knowledge of labor laws and HR best practices across the MENA & GCC regions is mandatory.
• Skills:
  Demonstrated executive-level leadership, superior cross-cultural communication, and advanced conflict-resolution skills in demanding industrial environments.
• Technical Proficiency:
  Expert use of HRIS systems (with integration experience in payroll/time tracking) and a track record of leveraging HR analytics and metrics to improve operational performance.
• Mobility:
  Willingness and ability to travel regionally to support and audit site operations.

Why Join Us?

This is an opportunity to move beyond administration and truly impact the bottom line of a successful organization. We offer a culture of high performance and provide the resources you need to deliver.

• High Impact:
  Direct ownership of the workforce strategy for our core manufacturing operations.
• Rewards:
  A highly competitive salary and a robust, performance-based bonus structure.
• Growth:
  Comprehensive health, wellness, retirement benefits, and a clear path for executive leadership development.

Are you ready to optimize our most valuable asset—our people? Apply today to lead our Production HR strategy across the MENA & GCC