About Deloitte

When you work for us, you commit to a career at one of the largest and most prestigious professional services firms in the world. We have received numerous awards over the last few years, including Best Employer in the Middle East, Best Consulting Firm, and the Middle East Training & Development Excellence Award.

Our Purpose

Deloitte makes an impact that matters. Every day we challenge ourselves to do what matters most — for clients, for our people, and for society. We serve clients distinctively, bringing innovative insights, solving complex challenges, and unlocking sustainable growth. We inspire our talented professionals to deliver outstanding value to clients, providing an exceptional career experience and an inclusive and collaborative culture. We contribute to society, building confidence and trust in the markets, upholding the integrity of organizations, and supporting our communities.

Our shared values guide the way we behave to make a positive, enduring impact:

• Lead the way
• Serve with integrity
• Take care of each other
• Foster inclusion
• Collaborate for measurable impact

Role Overview

During your tenure as a Senior Manager HR Business Partner, you will work closely with Partners, Directors, and senior leaders to support their teams. You will run key people processes (performance, promotions, pay reviews), handle employee relations cases, ensure compliance with labour law and firm policies, and use people data to help leaders make better decisions. You’ll also help improve engagement and the overall employee experience.

Key Responsibilities

• Act as a trusted advisor to Partners, Directors, and senior leaders on organization design, workforce planning, talent strategy, and culture.
• Translate business priorities into actionable people plans aligned to firm strategy and values.
• Coach leaders on performance, engagement, change management, and team effectiveness.
• Lead end-of-year performance cycles, ensuring quality, consistency, and adherence to timelines.
• Manage performance outcomes including calibration, moderation, and final rating alignment in line with firm guidelines.
• Facilitate talent review discussions, succession planning, and identification of high potentials and critical roles.
• Govern promotion processes end-to-end (eligibility, documentation, panels, approvals, and communications).
• Oversee annual salary review and bonus processes, ensuring fairness, internal equity, and compliance with firm policies.
• Lead complex employee relations cases, investigations, disciplinary matters, and grievance handling with discretion and consistency.
• Manage Performance Improvement Plans (PIPs) and structured improvement processes, including documentation, coaching guidance, and risk mitigation.
• Ensure outcomes are compliant with labour law, internal policies, and ethical standards.
• Support wellbeing, inclusion, and culture initiatives aligned to firm priorities.
• Provide regular people dashboards and insights (performance distribution, promotions, attrition, employee relations trends, diversity metrics, engagement).
• Maintain strong governance, documentation standards, and audit readiness across all people processes.
• Identify process improvements and standardization opportunities to enhance efficiency and employee experience.

Leadership Capabilities

• Builds own understanding of our purpose and values; explores opportunities for impact.
• Demonstrates strong commitment to personal learning and development; acts as a brand ambassador to help attract top talent.
• Understands expectations and demonstrates personal accountability for keeping performance on track.
• Actively focuses on developing effective communication and relationship-building skills.
• Understands how their daily work contributes to the priorities of the team and the business.

Qualifications

• Bachelor's degree in human resources management, business administration, or a related field.
• Knowledge of best practices in HR management is essential.
• Experience of 12+ years in HR with 8+ years managing performance cycles, talent reviews, employee relations, performance management, calibration, promotions, salary reviews, PIPs, and restructuring.
• Skilled in handling employee relations, disciplinary actions, and exit processes compliant with labour laws.
• Proficient in people analytics, reporting, and maintaining HR governance and audit readiness.
• Ability to communicate professionally with leadership.
• Detail oriented and conscientious.
• Excellent organizational, communication, and time-management skills.
• Advanced level of technical proficiency and computer literacy (Word, Excel, PowerPoint, Microsoft Management).
• Fluent in English (reading, speaking, and writing).