Develop and nurture Burq’s unique culture, ensuring alignment with company values and mission.
Design and implement initiatives to boost employee engagement, satisfaction, and retention.
Lead programs that enhance diversity, equity, inclusion, and belonging across the organization.

2. Talent Management & Development

Partner with leadership to identify talent needs, succession planning, and workforce development.
Oversee performance management processes, including goal setting, feedback, and appraisal cycles.
Implement learning and development initiatives to upskill employees and foster career growth.

3. Recruitment & Onboarding

Lead end-to-end recruitment strategies to attract top talent for all levels.
Ensure a seamless onboarding experience that integrates new hires into Burq’s culture.
Build a strong employer brand in the market to position Burq as an employer of choice.

4. HR Operations & Compliance

Manage HR policies, procedures, and programs, ensuring compliance with local labor laws.
Provide strategic HR insights and analytics to drive business decisions.

5. Leadership & Advisory

Act as a trusted advisor to the leadership team on people-related strategies and challenges.
Foster a high-performance culture by coaching managers on leadership, team management, and employee relations.
Lead organizational change initiatives, ensuring smooth transitions and employee alignment.

Ideally 4–7 years of hands-on experience in HR, People & Culture, Talent Acquisition, Organizational Development, or Leadership Enablement.
Proven track record — able to source, assess, and close top talent across technical, operational, and leadership roles.
Demonstrated ability to design and scale hiring systems, including competency frameworks, interview processes, scorecards, employer branding, and onboarding workflows.
Proven track record of building high-performance cultures in fast-growing or founder-driven teams.
Strong command over modern people practices: performance management, employee engagement, capability building, compensation structures, conflict resolution, and HR analytics.
Comfortable making data-driven decisions without losing the human element; able to derive insights from people metrics, hiring funnel analytics, and engagement data.
Highly adaptable; able to operate in ambiguity, make judgment calls, and prioritise what truly matters in a fast-moving environment