Associate Director - HR Workplace Conduct & Support

Qiddiya Investment Company

Employee Relations Management:

Plan and manage the intake, investigation, and resolution of employee grievances, complaints, and allegations, ensuring confidentiality and adherence to organizational protocols.

Implement and oversee case assignment and escalation processes, ensuring complex or high-risk matters are addressed according to established procedures.

Delegate and track investigation activities for level 1 cases and oversee formal investigations for level 2 cases, reviewing evidence collection, reporting, and recommended actions for procedural integrity and compliance.

Optimize the employee relations tracker as a central governance and compliance tool, ensuring case records are complete, auditable, and leveraged for regulatory reporting, leadership insight, and robust risk monitoring.

Assess trends and patterns in employee relations data to inform decisions, drive continuous improvement, and proactively address conduct and morale challenges.

Policy & Compliance:

Manage the drafting, review, and revision of employee handbooks and workplace policies, facilitating legal compliance and clear communication of expectations.

Implement processes to enforce policy compliance, resolving gaps and recommending measures to uphold standards.

Track and report compliance metrics and audit results, supporting strategic compliance oversight.

Coaching and Training

Manage delivery of training programs on HR policies and risk mitigation to ensure consistent understanding and application.

Facilitate ongoing training needs assessments to identify gaps and recommend enhancements and cross-functional initiatives based on feedback and emerging risk trends to drive workforce readiness and mitigate potential risks.

Oversee communication and adoption of compliance and conduct standards, maintaining a culture of awareness, accountability, and ethical behavior.

Risk Mitigation:

Assess and manage identification of HR-related operational risks, ensuring risk monitoring is fully integrated with workplace conduct oversight.

Implement and periodically test controls and escalation procedures, resolving vulnerabilities in HR processes.

Oversee input and updates to the central HR risk register to execute effective mitigation strategies.

Review audit findings and escalate unresolved or systemic risks, driving continuous improvement and resilience in compliance practices.