Requirements
Education: Bachelor’s degree in Business Administration, HR, Psychology, or a related field (required). Master’s in Business Psychology, HR Management, or MBA strongly preferred. Experience: 6–8 years of progressive HR experience in a multinational or high-growth organization, with a minimum of 3–4 years in a dedicated HRBP role covering multiple business functions.Industry Experience: Proven track record partnering with at least two of: R&D, Finance, Supply Chain, or Marketing in a multinational, FMCG, consumer health, or fast-scaling environment. Technical Skills: Proficiency in HRIS platforms (SAP SuccessFactors or equivalent), Microsoft Excel for people analytics, and PowerPoint for business-facing reporting and presentations.
Description
About Limitless Naturals: Limitless Naturals is one of the fastest-growing consumer health companies in the region, offering science-led food supplements and sports nutrition products that help people live longer, healthier lives. We combine our pharmaceutical expertise with deep consumer insight to identify emerging health trends early and turn them into innovative, evidence-based solutions. Our ambition goes beyond products - we are driving the longevity movement in the Arab world by inspiring healthier daily habits and making better health part of everyday life.Job Summary:As the Senior P&C Business Partner, your mission is to serve as a trusted strategic partner to Research & Development, Finance, Supply Chain, and Marketing — embedding yourself in the business, building people capability, and translating organizational strategy into measurable people outcomes. This is a senior, high-impact individual contributor role operating within a lean, performance-driven P&C team. You will own the end-to-end people agenda across four of our most critical business clusters, from talent acquisition and performance management to employee relations and engagement, ensuring Limitless Naturals continues to attract, develop, and retain the talent required to scale.Key Responsibilities & Accountability: 1. Strategic Business PartneringServe as the primary HR contact and trusted advisor for the Heads of R&D, Finance, Supply Chain, and Marketing, embedding yourself in their business rhythm and planning cycles.Proactively identify people risks and opportunities within each function and develop targeted interventions before they impact departmental performance.Translate business unit objectives into structured people plans covering headcount, capability, performance, and engagement priorities for each cluster.2. Talent Acquisition & Workforce PlanningOwn the end-to-end recruitment process for all roles within partnered functions, from workforce planning and job briefing through to offer and onboarding.Develop and maintain annual headcount plans in alignment with each function’s growth roadmap, ensuring hiring activity is proactive rather than reactive.Partner with the OD & Rewards Manager to ensure all roles within the cluster are correctly graded, scoped, and mapped to defined career pathways.3. Performance Management & Talent DevelopmentDrive 100% completion of the annual performance management cycle across all four partnered functions, including goal-setting, mid-year reviews, and year-end calibration.Facilitate talent calibration sessions with sector heads, identify high-potential employees, and ensure individual development plans (IDPs) are in place and actively tracked.4. Employee Relations & EngagementManage employee relations matters across all partnered functions with discretion, fairness, and commercial sensitivity, resolving issues at the appropriate level and escalating only when necessary.Conduct regular pulse checks, skip-level conversations, and engagement touchpoints to maintain a high-trust, high-performance culture across R&D, Finance, Supply Chain, and Marketing.5. P&C Operations & InsightsUse people analytics — attrition trends, engagement scores, performance distribution, and time-to-hire — to generate data-backed recommendations for business leaders and the P&C Manager.Ensure all HR processes within the cluster — onboarding, probation reviews, contract lifecycle, and offboarding — are executed on time and to standard.Contribute to cross-functional P&C initiatives — policy updates, culture programs, employer branding — as an active member of the wider People & Culture team.