HRIGHT Consultancy العربية

Services

Seventeen services in five pillars, from setting up HR to running it. Each one is written for Bahrain, with GCC versions where needed.

HR Foundations & Compliance

Get the essentials right and stay on the right side of Bahrain's labour rules. Most new clients start here.

1.1HR Setup & Strategy

Build an HR function that fits your size today and can grow with your plans.

New and growing businesses get HR set up properly from the start. Established organisations get a review of the HR function and a practical roadmap linked to business priorities.

You receive
An HR diagnostic summary, HR roadmap, core HR toolkit and compliance calendar.
Best for
Start-ups, companies growing past 20 to 50 employees, organisations setting up in Bahrain, and HR teams that need a reset.

What's included

  • HR diagnostic: current practices, capability, gaps and risks
  • HR operating model: who does what, and what to keep in-house or outsource
  • Core HR toolkit: offer letters, employment contracts, HR forms, personnel file standards and an onboarding checklist
  • HR roadmap for the next 12 to 24 months, with priorities and HR KPIs
  • HR compliance calendar: payroll cut-offs, SIO contributions, work permit renewals, probation and contract dates, and performance and increment cycles

1.2HR Policies, Contracts & Employee Handbook

Clear, fair rules your managers can apply consistently, written for Bahrain.

We draft or update your policies, procedures and handbook to reflect the Labour Law for the Private Sector (Law No. 36 of 2012, as amended), your culture and how your business actually runs.

You receive
A policy manual, procedures, handbook, contract templates and a rollout pack.

What's included

  • Review of current policies and contracts against Bahrain requirements, with a gap list
  • HR policy manual and step-by-step procedures, from recruitment to exit
  • Employment contract templates in Arabic and English
  • Employee handbook in plain language, in Arabic and English
  • Employee data handling aligned with the Personal Data Protection Law (Law No. 30 of 2018)
  • Forms, templates and approval workflows
  • Rollout support: manager briefing and employee communication
  • Optional annual review to keep documents current as regulations change
  • For GCC operations: country versions adapted to local labour law, with local legal review where required

1.3HR Audit, Governance & Compliance

Find and fix compliance gaps before an inspector, auditor or employee does.

A structured review of HR documents, practices and payroll against Bahrain requirements and good practice, with a risk-rated report and an action plan.

You receive
Risk-rated findings (high, medium, low), a remediation plan with owners and dates, and an optional follow-up review after three to six months.

What's included

  • Employment contracts, personnel files and mandatory records
  • Working hours, overtime, leave and public holidays
  • Salary payment through the Wage Protection System (WPS) and SIO contributions
  • End-of-service for non-Bahraini staff: monthly SIO contributions since March 2024, and the employer's liability for earlier service
  • Work permits and Bahrainisation position with the LMRA
  • Disciplinary records and termination practice
  • Employee personal data handling under the PDPL
  • HR governance: code of conduct, conflict of interest, whistleblowing and HR approval authorities

1.4Arabic–English HR Translation

HR documents that read correctly in both languages.

Bahrain employment contracts must be in Arabic, and many policies start life in English. We translate HR documents between Arabic and English and keep HR terms accurate and consistent.

You receive
Translated documents in your format, plus the glossary.

Please note: This is HR translation, not certified legal translation. Where a certified translation is required, we coordinate one.

What's included

  • Employment contracts, offer letters and HR letters
  • HR policies, procedures and employee handbooks
  • Job descriptions, forms and employee communications
  • An Arabic–English HR glossary for your organisation, so terms stay consistent
  • Review of existing translations for accuracy and consistency

Organisation, Jobs & Reward

Structure the organisation clearly and pay people fairly and consistently. The three services build on each other: structure first, then jobs and grades, then pay.

2.1Organisation Design & Workforce Planning

A structure that supports your strategy, with the right roles in the right numbers.

We help leadership teams design or reshape the organisation, clarify accountabilities and plan the workforce the strategy needs.

You receive
A current-state assessment, structure options, a recommended organisation chart, a delegation of authority matrix and a workforce plan.

What's included

  • Organisation diagnostic: spans and layers, duplication and decision bottlenecks
  • Structure options (functional, divisional or matrix) and a recommended design
  • Roles, accountabilities and job titling conventions
  • Delegation of authority matrix and management committee structures
  • Workforce planning and workload analysis: headcount, skills gaps and staffing cost
  • Bahrainisation planning: meeting LMRA Bahrainisation targets and using Tamkeen wage and training support for Bahraini hires
  • Restructuring support: transition plan, role mapping and communication, with legal review for any terminations

2.2Job Architecture: Descriptions, Evaluation & Grading

Clear roles, consistent titles and a grading structure you can defend.

We analyse roles, write consistent job descriptions and evaluate jobs with a structured points-factor method. The result is a grading structure that supports fair pay and visible career paths.

You receive
A job description library, evaluation results, a grade structure and an evaluation procedure.

What's included

  • Job analysis through questionnaires and interviews with job holders and managers
  • Job descriptions in one format: purpose, accountabilities, KPIs, competencies and requirements
  • Job families and a titling framework
  • Job evaluation using a structured points-factor method, calibrated with your management team
  • Grading structure and job-to-grade mapping
  • A procedure for evaluating new or changed roles

2.3Reward: Salary Structures, Benefits & Incentives

Pay that is competitive, affordable and easy to explain.

Building on your grades and on market data, we design salary structures and reward policies that help you attract and keep people within budget.

You receive
A benchmarking summary, salary structure, reward policy and cost model.

What's included

  • Reward review: current pay, allowances, benefits and total employment cost
  • Market benchmarking from published salary surveys and market data, with sources disclosed
  • Salary ranges by grade (minimum, midpoint, maximum), with placement and progression rules
  • Allowances and benefits review, such as housing, transport, medical insurance and leave
  • Annual increment matrix, and bonus or incentive design linked to performance
  • Pay equity check, including equal pay for work of equal value under the Labour Law
  • Reward policy and cost modelling of the recommended changes

Performance & Talent

Set clear expectations, assess people fairly and develop the talent you will need next.

3.1Performance Management

A performance process managers actually use and employees see as fair.

We design or redesign the full cycle: company objectives, individual goals, reviews, calibration and the link to pay and development.

You receive
A performance policy and guide, templates, a calibration toolkit and training sessions.

What's included

  • Review of the current process, forms and rating outcomes
  • Goal-setting framework (KPIs or OKRs) cascaded from company to team to individual
  • Behaviour or competency assessment linked to your values
  • Mid-year and year-end reviews, with regular check-ins and feedback
  • Rating scale and calibration process
  • Links to increments, bonuses, development plans and performance improvement plans
  • Manager and employee training
  • Set-up on your HR system, or on a cloud HR platform we provide

3.2Competencies, Assessment & Succession

Know what good looks like, assess it objectively and be ready when key people move on.

We build competency frameworks, use them across hiring, development and promotion, and prepare successors for critical roles.

You receive
A competency framework, assessment tools, talent review outputs, a succession plan and development plans.

What's included

  • Core, leadership and technical competency frameworks, with behaviours by level
  • Competency-based interview guides and scoring sheets
  • Assessment and development centre design: exercises, role plays and assessor briefing
  • 360-degree feedback design and reporting
  • Psychometric, cognitive and personality assessments with accredited partners: we choose the tools, coordinate testing and interpret the results for your decisions
  • Critical role identification and talent review meetings
  • Successor readiness plans (ready now, in 1 to 2 years, in 3 or more years) and emergency cover
  • Individual development plans and career paths by job family

3.3Recruitment & Onboarding Support

A structured, fair hiring process, and new joiners who settle in quickly.

We strengthen your own hiring and onboarding. We are not a recruitment agency and do not source or place candidates.

You receive
A recruitment toolkit, interview guides and an onboarding programme.

What's included

  • Hiring plans and role profiles
  • Job adverts, screening criteria and shortlisting support
  • Competency-based interviews, interview panel participation and assessment exercises
  • Offer letters and employment contracts in Arabic and English
  • Onboarding programme and probation review process

3.4Training & Workshops

Practical workshops that build management and HR capability.

We design training programmes around your policies and people practices, and deliver them in-house for your managers and HR team.

You receive
A tailored programme, workshop materials and an evaluation summary.

What's included

  • Training needs analysis for managers and HR teams
  • Programme design: objectives, content, exercises and materials
  • In-house workshops, such as Labour Law essentials for managers, performance conversations, competency-based interviewing, and handling discipline and grievances
  • Delivery in Arabic or English
  • Evaluation after each programme, with follow-up actions

Employee Relations & Engagement

Handle people issues fairly, and find out what your people think before problems grow.

4.1Employee Relations & Labour Law Guidance

Handle discipline, grievances and exits fairly, consistently and in line with Bahrain's Labour Law.

Practical support for managers, from the first difficult conversation to the final settlement, to reduce the risk of disputes.

You receive
An employee relations toolkit, investigation reports, case files and settlement calculations.

Please note: HRIGHT provides HR guidance, not legal advice. Where a legal opinion or representation is needed, we work alongside your lawyer.

What's included

  • Disciplinary and grievance procedures, letters and templates
  • Workplace investigations and investigation reports
  • Disciplinary hearing preparation and support
  • Attendance and absence management, including return-to-work and persistent absence cases
  • Performance improvement plans
  • Facilitated conversations to resolve workplace conflict
  • Separations: notice, final settlement, end-of-service calculations and exit documents
  • Labour complaints: case files and calculations for the Ministry of Labour's amicable settlement stage
  • On-call guidance for HR and managers on applying the Labour Law

4.2Engagement, Culture & People Analytics

Understand what your people think, see what your HR data shows, and act on both.

Surveys, focus groups and HR dashboards that turn opinions and data into a short list of actions.

You receive
A survey report, an action plan, an HR KPI framework and a dashboard.

What's included

  • Engagement, culture and employee opinion surveys
  • HR service effectiveness surveys
  • Confidential online surveys, reported by team with minimum group sizes to protect anonymity
  • Focus groups and leadership workshops to interpret results
  • Action planning with managers, and follow-up pulse surveys
  • Internal communication plans for change, policy launches and restructures
  • HR metrics framework: headcount, turnover, absence, time to hire, cost per employee and Bahrainisation ratio
  • Leadership HR dashboards, and analysis of turnover, absence and exit trends

Managed HR, Payroll & PRO

Hand day-to-day HR administration to a dependable partner. Ongoing services run on a secure cloud HR and payroll platform with employee self-service for payslips, leave and documents, or on your existing HR system.

5.1Payroll Services

Accurate, on-time payroll that meets WPS and SIO requirements.

We set up, localise and run payroll, or review the payroll you run in-house.

You receive
A monthly payroll pack, payslips and management reports.

What's included

  • Payroll set-up: pay elements, policies, payroll calendar and approval controls
  • Payroll localisation: adapting group or GCC payroll processes to Bahrain requirements
  • Monthly processing: salaries, allowances, overtime, deductions, unpaid leave, joiners and leavers
  • WPS salary file prepared for your bank or authorised payment provider; you approve and release payment
  • SIO contributions for Bahraini and non-Bahraini staff, including monthly end-of-service contributions and salary data updates
  • Leave balances, final settlements and end-of-service calculations
  • Payslips and employee self-service
  • Reports: accounting journal, cost-centre and headcount reports
  • Payroll health check for payrolls run in-house
  • GCC payroll coordination through in-country partners, on request

5.2Managed HR (Fractional HR Partner)

An experienced HR partner on call, without the cost of a full-time HR manager.

A named HR partner on a monthly retainer, working remotely and on-site, who handles day-to-day HR and advises management.

Retainer levels
Essentials, Growth and Partner, set by the number of days per month.

What's included

  • Day-to-day HR advice for management and employees
  • Contracts, letters and HR documentation
  • Onboarding and offboarding
  • Leave, attendance and personnel records
  • Employee relations cases and policy upkeep
  • Recruitment coordination and performance cycle administration
  • A monthly HR report
  • Coordination with payroll and PRO

5.3PRO & Government Services (Bahrain)

HR-related government transactions handled accurately and on time.

We prepare, submit and track your transactions with Bahrain's authorities, and remind you before anything expires.

You receive
A transaction tracker and a renewal calendar.

What's included

  • LMRA work permits: new permits, renewals, mobility, secondments and cancellations
  • Residence permits for family members
  • CPR card applications and updates
  • SIO registration and employee updates
  • Commercial Registration renewals and amendments on Sijilat
  • Document attestation
  • Renewal tracking and reminders

5.4HR Systems: Selection, Set-up & Support

The right HR system for your size and budget, set up properly from day one.

We help you choose, configure and adopt cloud HR and payroll software, with no tie to a single vendor.

You receive
A system recommendation, a configured platform and trained users.

What's included

  • Requirements and shortlist, for today and the next two to three years
  • Vendor demos and comparison: Bahrain WPS and SIO support, Arabic and English, and data hosting under the PDPL
  • Configuration: organisation structure, leave and attendance rules, approval workflows and payroll elements
  • Data migration and testing before go-live
  • Training for HR, managers and employees
  • Support after go-live
  • Help for eligible Bahraini businesses to use Tamkeen-supported software programmes

Ways to work with us

Every engagement starts with a free consultation and ends with a hand-over your team can run.

  • Project

    How it is priced
    One agreed price for an agreed scope and deliverables.
    Best for
    Policies, audits, grading, reward, performance, organisation design, translation, training and HR system set-up.

  • Monthly retainer

    How it is priced
    A set monthly fee for agreed days or headcount.
    Best for
    Managed HR and payroll.

  • Block of hours

    How it is priced
    A prepaid block of hours, used as you need them.
    Best for
    Occasional employee relations cases and HR questions.

Where we work

Every service is offered in Bahrain. Consulting projects extend across the GCC; PRO services are for Bahrain only.

Service area Bahrain Other GCC countries
Consulting projects (pillars 1 to 4) Yes Yes, adapted to each country's labour law, with local legal review where required
Payroll (5.1) Yes, including WPS and SIO Coordinated through in-country partners, case by case
Managed HR (5.2) Yes, remote and on-site Remote support, case by case
PRO and government services (5.3) Yes No
HR systems (5.4) Yes Yes, set up remotely

Starter packages

Four packages with a set scope give you an easy way to start. Every service is also available on its own.

Package What it covers Built from Typical length
HR Compliance Health Check Risk-rated review of contracts, files, payroll, permits and policies, with an action plan 1.3 2 to 3 weeks
HR Foundations Pack Arabic and English contracts, core policies, handbook and HR forms for SMEs 1.11.2 4 to 6 weeks
Grading & Salary Structure Job descriptions, job evaluation, grades and salary ranges 2.22.3 6 to 10 weeks
Payroll Set-up & Run Bahrain payroll set-up, then monthly processing 5.1 2 to 4 weeks to set up, then monthly

Typical lengths for organisations of up to about 100 employees.

Not sure where to start?

Tell us what is happening in your organisation and we will suggest the right first step. The first consultation is free.

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