About the Company
Dräger is a leading international company in the fields of medical and safety technology, dedicated to protecting, supporting, and saving lives. Founded in Lübeck, Germany in 1889, Dräger has grown into a trusted global brand with over 16,000 employees in more than 190 countries. In Saudi Arabia, Dräger Arabia has proudly partnered with healthcare providers, industries, and government sectors for decades, delivering cutting-edge medical devices, safety solutions, and life-saving technologies tailored to the Kingdom’s vision and growth. Our commitment to innovation, quality, and sustainability makes us a global leader—and a local partner of choice. At Dräger, “Technology for Life” isn’t just a motto; it’s our mission.
About the Role
APPLICANT MUST BE SAUDI
To attract, identify, and hire qualified talent that aligns with the organization's strategic goals and culture. It ensures a fair, efficient, and compliant hiring process that meets workforce needs in a timely and cost-effective manner. By partnering with business units, the department supports workforce planning, drives nationalization efforts, enhances the candidate and hiring manager experience, and contributes to overall organizational growth and performance.
Responsibilities
- Manage end-to-end recruitment for all levels up to mid senior-level roles across departments
- Manage full onboarding process
- Prepare & update JDs
- Partner with hiring managers to understand role requirements and workforce planning needs
- Develop and execute sourcing strategies using job boards, LinkedIn, referrals, and headhunting
- Screen and shortlist candidates based on job fit, cultural alignment, and business needs
- Conduct interviews and facilitate panel assessments when required
- Manage offer process including salary negotiation, approvals, and contract issuance
- Ensure compliance with labor laws and internal recruitment policies
- Maintain and update the ATS with accurate candidate and vacancy data
- Monitor recruitment KPIs (e.g., time-to-hire, cost-per-hire) and provide regular reports
- Drive employer branding initiatives and participate in career fairs or networking events
- Support nationalization programs and internal mobility efforts
- Mentor junior recruiters and provide guidance on complex hiring cases
- Coordinate with HR operations for onboarding and pre-employment processes
Additional Roles
Lead or support strategic recruitment projects, such as talent pipeline development, diversity hiring initiatives, or recruitment process improvementAct as a subject matter expert in recruitment best practices, labor market trends, and sourcing innovationsCollaborate with HR Business Partners and line managers on organizational design and succession planningContribute to employer branding efforts, including social media content, careers page development, and employee value proposition (EVP) campaignsManage relationships with external recruitment agencies, headhunters, and job platformsSupport HR audits by providing recruitment-related documentation and compliance reportsTrain hiring managers on interview techniques, recruitment policies, and unconscious biasCoordinate internship or graduate programs and build long-term talent pipelinesParticipate in HR systems implementation or upgrades (e.g., ATS, onboarding tools)Assist in workforce nationalization strategies (e.g., Saudization) and ensure alignment with localization goalsReports To
Sr. HR Ops. Manager
Qualifications
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (mandatory)Professional HR certifications (preferred) :SHRM-CP or SHRM-SCPCIPD Level 5 or 7PHR or SPHRRelated Experience
5–7 years of progressive experience in talent acquisition or recruitment rolesProven track record in full-cycle recruitment, including sourcing, interviewing, selection, and offer managementExperience in mid to senior-level hiring across multiple departments or business unitsExposure to recruitment in a corporate, multinational, or fast-paced environmentFamiliarity with local labor laws and nationalization programs (e.g., Saudization in KSA)Hands-on experience with ATS platforms and HR systems (e.g., SAP SuccessFactors, MENA Tech, Oracle, Workday)Experience in working with hiring managers and providing consultation on role requirements and market trendsPrior involvement in employer branding, talent pipelines, or recruitment process improvement is a plusSkills, Special Competencies, or Certifications
Technical Skills
Proficiency in Applicant Tracking Systems (ATS) and HRIS platforms (e.g., SAP SuccessFactors, MENA Tech, Oracle, Workday)Strong sourcing skills using LinkedIn Recruiter, job boards, and Boolean searchSolid understanding of recruitment metrics (time-to-hire, cost-per-hire, etc.)Familiarity with labor law and compliance related to hiring (e.g., Saudi Labor Law)Soft Skills
Strong communication and interpersonal skillsExcellent interviewing, assessment, and decision-making skillsHigh level of organization and time managementAbility to influence and collaborate with stakeholders at all levelsAttention to detail and problem-solving mindsetStakeholder management and relationship building with hiring managersEmployer branding and recruitment marketing awarenessCultural sensitivity and alignment with localization goals (e.g., Saudization)Capability to manage multiple vacancies simultaneously in a high-pressure environmentMentorship or training experience for junior recruiters or interviewersLocal certifications in labor law or recruitment practices (if applicable)Seniority level
Associate
Employment type
Full-time
Job function
Human Resources
Industries
Medical Equipment Manufacturing and Public Safety
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