What we offer

This is a builder role for a scaling agency of approximately 90 employees. You will design and implement scalable HR processes, establish best practices where none exist, optimize existing workflows, and run the function using data, external benchmarks, and AI-enabled solutions.

As the trusted HR business partner to leadership and managers across Beirut, Dubai, and Riyadh, you will shape the employee experience throughout the entire employee lifecycle, from attracting top talent through to career development, performance management, employee engagement, compensation, compliance, and retention.

You will own Acquisit’s People function end-to-end across four strategic pillars:

• Talent Acquisition

• Culture & Retention

• Learning & Development

• HR Administration & Compliance

What you will be responsible for

Talent Acquisition

• Lead full-cycle recruitment across all business functions, including intake meetings, sourcing strategies, structured interviews, offer management, negotiation, and onboarding.

• Own the recruitment process through HubSpot ATS while continuously improving recruitment workflows and candidate experience.

• Build and maintain talent pipelines across Lebanon, UAE, and Saudi Arabia for current and future hiring needs.

• Develop sourcing strategies by role family using direct sourcing, referrals, networking, and employer branding initiatives.

• Own recruitment analytics including:

  • Time-to-fill

  • Cost-per-hire

  • Source-of-hire

  • Offer acceptance rate

  • Quality of hire

• Report recruitment KPIs quarterly against industry benchmarks.

• Develop and strengthen Acquisit’s Employer Value Proposition (EVP), careers page, employer branding, and employee referral programme.

• Ensure compliant employment contracts, onboarding documentation, visa coordination, and hiring documentation across all legal entities.

Culture & Retention

• Build and continuously improve an engaging employee experience across all three offices.

• Drive employee engagement through regular engagement surveys (eNPS), pulse surveys, feedback initiatives, and measurable action plans.

• Foster one unified company culture across Beirut, Dubai, and Riyadh through effective communication, recognition programmes, company rituals, and cross-office collaboration initiatives.

• Own and continuously improve the company’s performance management framework, including:

  • Goal setting (OKRs/KPIs)

  • Probation reviews

  • Mid-year and annual performance reviews

  • Calibration sessions

  • Performance Improvement Plans (PIPs)

  • Succession planning

  • Talent reviews

• Partner with department heads to improve manager capability in coaching, feedback, and performance conversations.

• Develop and execute internal communication initiatives to ensure employees remain informed, engaged, and aligned with company objectives and values.

• Manage employee relations, including grievances, conflict resolution, underperformance management, disciplinary processes, and exit interviews.

• Monitor retention metrics and analyze turnover trends (regretted vs. non-regretted attrition), identifying root causes and implementing retention strategies.

Learning & Development

• Design and continuously improve the onboarding experience with structured 30-60-90-day plans, buddy programmes, and measurable onboarding outcomes.

• Conduct annual training needs analyses aligned with business objectives and competency frameworks.

• Develop and manage learning curricula across all disciplines.

• Manage the annual Learning & Development budget and evaluate training effectiveness beyond attendance through measurable business outcomes.

• Design competency frameworks for all functions.

• Create and maintain clear career paths and progression frameworks across departments, enabling employees to understand development opportunities, promotion criteria, and long-term career evolution.

• Partner with department heads to identify high-potential employees and create Individual Development Plans (IDPs).

• Lead internal knowledge management initiatives, including SOPs, playbooks, best practices, post-mortems, and AI-enabled knowledge repositories.

HR Administration & Compliance

• Oversee all HR administrative processes throughout the employee lifecycle.

• Manage compensation and benefits administration, ensuring internal equity, market competitiveness, and compliance with company policies.

• Coordinate annual salary reviews, promotions, bonus administration, and employee benefits programmes.

• Manage disciplinary actions in accordance with company policies and local employment legislation, ensuring consistency, fairness, and appropriate documentation.

• Ensure compliance with employment legislation and labour regulations across Lebanon, UAE, and Saudi Arabia, maintaining compliant HR policies, contracts, employee records, and employment documentation.

• Maintain employee files and HRIS records with the highest standards of confidentiality and data integrity.

• Support HR audits and regulatory reporting requirements as needed.

• Work closely with Finance to ensure accurate and timely payroll processing, employee data management, salary adjustments, benefits administration, end-of-service calculations, and all HR-related administrative processes.

People Analytics & AI

• Build dashboards and reporting across all People functions.

• Establish KPIs across recruitment, retention, engagement, learning, and HR operations.

• Benchmark HR performance against relevant industry standards.

• Identify opportunities to automate and improve HR processes using AI and digital tools.

• Champion the adoption of AI within HR workflows, including sourcing, screening, onboarding, learning, documentation, and knowledge management.
  
  

What Success Looks Like (First 12 Months)

• A comprehensive People Operations roadmap has been implemented across all four HR pillars.

• Recruitment performance consistently meets hiring targets with:

  • Time-to-fill at or below 30 days

  • Offer acceptance above 90%

• Employee engagement is measured regularly with action plans executed following each survey.

• Voluntary turnover remains below industry benchmarks.

• Every employee has:

  • A structured onboarding programme

  • Defined performance objectives

  • A documented career pathway

  • Access to a structured learning curriculum

• Performance management is fully embedded across the organisation.

• Compensation, payroll, compliance, and HR administration operate efficiently with strong partnership between HR and Finance.

• AI-enabled HR processes improve efficiency, reporting accuracy, and employee experience.