702 Assistant Hr Director jobs in the United Arab Emirates

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.
• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.
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We are looking to employ an enthusiastic and driven HR Intern/Management Trainee to assist our HR department with administrative and HR/Recruitment-related tasks. The HR intern's responsibilities include updating employee absence records, filing HR documents accordingly, initiating background checks on shortlisted candidates, and providing suitable recommendations to improve HR policies. You should also be able to draft employee communications notifying staff of policy and procedural changes.

To be successful as an HR intern, you should keep abreast of the latest developments in labor legislation to determine how company HR policies may be affected. Ultimately, an outstanding HR intern should be detail-oriented and able to demonstrate excellent administrative and organizational skills.

HR Intern Responsibilities:

• Updating company databases by inputting new employee contact information and employment details.
• Screening potential employees' resumes and application forms to identify suitable candidates to fill company job vacancies.
• Organizing interviews with shortlisted candidates.
• Posting job advertisements to job boards and social media platforms.
• Removing job advertisements from job boards and social media platforms once vacancies have been filled.
• Assisting the HR staff in gathering market salary information.
  Assisting in the planning of company events.
• Preparing and sending offer and rejection letters or emails to candidates.
• Coordinating new hire orientations.
• Responding to staff inquiries regarding HR policies, employee benefits, and other HR-related matters.

HR Intern Requirements:

• Bachelor's degree in human resource management or studying toward a degree in human resource management or related field.
• Proven experience working in an office environment.
• Proficiency in all Microsoft Office applications.
• The ability to work as part of a team.
• Strong analytical and problem-solving skills.
• Excellent administrative and organizational skills.
• Effective communication skills.
• Detail-oriented.

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

Human Resources Management (Professional HR)

ID 118

HRM, Training Courses

This program deals with the latest innovations and direction of today’s Human Resource Departments. This essential program will provide you with the best in new techniques, processes and direction that leading HR departments need to take to be world class.

Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places, the key to prosperity as an organisation is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.

Module 1 - Leading Strategic HR Transformation

Module 2 - The Business of HR

• You will learn how to:
  • Master the new HR strategic process
  • Transform strategic requirements into HR objectives using the 6 S model
  • Create HR strategic action plans to achieve business objectives
  • Provide innovative predictive information
  • Practice business information interviews and present results
  • See the big picture for the future of employment and performance through people
  • Build your professional confidence
  • Identify the context for change – the economic and social changes that are driving employment change
  • Identify current employment practices and establish an agenda for change
  • Examine international developments in employment practices
  • Establish best practices covering issues such as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organisation, Equal Opportunities, Industrial Democracy, Employee Relations and Communications, Consultation and Involvement

• Upon completion of this seminar, you will know how to:
  • Use a strategic model to build an HR strategy and understand where strategy fits into corporate business
  • Utilize the 6 S process to translate strategy into HR action
  • Write business action plans to delegate strategic tasks
  • Build and produce high-level management information
  • Report on HR trends and master emergency planning
  • Conduct executive briefings to gather and disseminate information
  • Show the added value of HR to your business
  • Translate current trends to maximize Human Capital investment

Those attending the programme will return to their organisation equipped with up-to-date knowledge of the full range of issues involved in the development of the HR function as a competitive advantage.

Delegates will be able to develop an operational response to the strategic issues raised, with a concentration on practical steps.

• Demonstrate the HR strategic model to others
• Perfect high-level interviewing skills
• Develop social skills for use at the executive level (via EQ measurement)
• Maintain a future focus
• Manage an HR team to produce strategic results
• Deliver strategic objectives on time and on budget
• Demonstrate self-development and CPE record
• Self-start to achieve business objectives
• Demonstrate fiscal control and create ROI
• Improve HR practices
• Set and achieve business objectives for performance management

• Develop strategic thinking using the 10-step model
• Forward planning
• Analytical thinking
• Creativity and innovation
• Writing outlines for the 6 S process
• Master construction of Business action plans
• Use and master HR statistical packages
• Personal presentation skills
• International HR law
• Manpower planning
• Practice strategic planning
• Review recruitment and selection
• Use performance management tools
• Review the use of competencies

Module 1: Leading Strategic HR Transformation

• The Formulation of Strategy, How it Works – The Process Explained
• Translating Strategic Requirements into Business Action Plans – Including the Formation of HR Budgets
• Mastering Predictive Trends & Management Information – Getting the Big Picture
• Key Performance Factors – Maximising Human Capital
• Understanding and being able to Act on High Level HR Trends

Module 2: The Business of HR

• The Context for Change
• Managing Performance, Behaviour and Culture
• Implications for Employment Practice
• Employee Relations
• The Future for Employment Practices

At European Quality Training and Management Consultancy, we provide high-quality training and consultancy services to develop future leaders. With a team of skilled experts, we tailor programs to meet the needs of public and private sectors, grounded in quality, ethics, and social responsibility. Our client-focused approach ensures professionalism and sustainable outcomes.

European Quality Training and Management Consultancy

Subscribe now to our mailing list and keep up to date with our offers and news.

Human Resources Management (Professional HR)

ID 118

HRM, Training Courses

This program deals with the latest innovations and direction of today’s Human Resource Departments. This essential program will provide you with the best in new techniques, processes and direction that leading HR departments need to take to be world class.

Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places, the key to prosperity as an organisation is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.

Module 1 - Leading Strategic HR Transformation

Module 2 - The Business of HR

• You will learn how to:
  • Master the new HR strategic process
  • Transform strategic requirements into HR objectives using the 6 S model
  • Create HR strategic action plans to achieve business objectives
  • Provide innovative predictive information
  • Practice business information interviews and present results
  • See the big picture for the future of employment and performance through people
  • Build your professional confidence
  • Identify the context for change – the economic and social changes that are driving employment change
  • Identify current employment practices and establish an agenda for change
  • Examine international developments in employment practices
  • Establish best practices covering issues such as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organisation, Equal Opportunities, Industrial Democracy, Employee Relations and Communications, Consultation and Involvement

• Upon completion of this seminar, you will know how to:
  • Use a strategic model to build an HR strategy and understand where strategy fits into corporate business
  • Utilize the 6 S process to translate strategy into HR action
  • Write business action plans to delegate strategic tasks
  • Build and produce high-level management information
  • Report on HR trends and master emergency planning
  • Conduct executive briefings to gather and disseminate information
  • Show the added value of HR to your business
  • Translate current trends to maximize Human Capital investment

Those attending the programme will return to their organisation equipped with up-to-date knowledge of the full range of issues involved in the development of the HR function as a competitive advantage.

Delegates will be able to develop an operational response to the strategic issues raised, with a concentration on practical steps.

• Demonstrate the HR strategic model to others
• Perfect high-level interviewing skills
• Develop social skills for use at the executive level (via EQ measurement)
• Maintain a future focus
• Manage an HR team to produce strategic results
• Deliver strategic objectives on time and on budget
• Demonstrate self-development and CPE record
• Self-start to achieve business objectives
• Demonstrate fiscal control and create ROI
• Improve HR practices
• Set and achieve business objectives for performance management

• Develop strategic thinking using the 10-step model
• Forward planning
• Analytical thinking
• Creativity and innovation
• Writing outlines for the 6 S process
• Master construction of Business action plans
• Use and master HR statistical packages
• Personal presentation skills
• International HR law
• Manpower planning
• Practice strategic planning
• Review recruitment and selection
• Use performance management tools
• Review the use of competencies

Module 1: Leading Strategic HR Transformation

• The Formulation of Strategy, How it Works – The Process Explained
• Translating Strategic Requirements into Business Action Plans – Including the Formation of HR Budgets
• Mastering Predictive Trends & Management Information – Getting the Big Picture
• Key Performance Factors – Maximising Human Capital
• Understanding and being able to Act on High Level HR Trends

Module 2: The Business of HR

• The Context for Change
• Managing Performance, Behaviour and Culture
• Implications for Employment Practice
• Employee Relations
• The Future for Employment Practices

At European Quality Training and Management Consultancy, we provide high-quality training and consultancy services to develop future leaders. With a team of skilled experts, we tailor programs to meet the needs of public and private sectors, grounded in quality, ethics, and social responsibility. Our client-focused approach ensures professionalism and sustainable outcomes.

European Quality Training and Management Consultancy

Subscribe now to our mailing list and keep up to date with our offers and news.

We are seeking a highly skilled and professional Employee Relations Expert to join our team. As the first point of contact for employees, you will be responsible for creating a positive work environment and resolving any issues that may arise.

• Handle daily employee requests and provide timely support;
• Coordinate onboarding and offboarding processes for new hires;
• Manage employee exit procedures, including documentation and asset collection;
• Process visa and labor applications, coordinate PRO services;
• Maintain relationships with government authorities and manage inquiries;
• Oversee asset management across all regions;
• Monitor in-office attendance and discipline;
• Organize meetings and ensure process compliance;
• Manage HR system: update profiles, titles, salaries, contacts, documents; Track leaves, manage approvals, update delegations, and generate reports;
• Process payroll support: generate forecasts, WPS processing, and gratuity reports;
• Prepare HR letters and documents: salary certificates, NOCs, employment verifications;
• Maintain employee journey and attrition records;
• Support public holiday announcements and internal event logistics;
• Coordinate employee travel (visa, ticketing, hotel bookings);
• Handle warning letters and disciplinary progression plans;
• Support bank visits, legal verification, and external authority coordination;

• Bachelor's degree in HR, Business, or related field;
• 3+ years of experience in HR or talent relations, multi-regional experience preferred;
• Proficient in HR systems, well-organized, and highly professional;
• Strong communication, problem-solving, and empathy skills;

This is an excellent opportunity to develop your skills and expertise in employee relations and contribute to a dynamic and fast-paced work environment.

JOB SUMMARY

Assists in leading the propertys food and beverage/culinary operation including Restaurants/Bars Room Service and Banquets/Catering where applicable. Position oversees the development and implementation of departmental strategies and ensures implementation of the brand service strategy and brand initiatives. The position ensures the food and beverage/culinary operation meets the brands target customer needs ensures employee satisfaction focuses on growing revenues and maximizes the financial performance of the department. Delivers products and services to meet or exceed the needs and expectations of the brands target customer and property employees and provides a return on investment.

CANDIDATE PROFILE

Education and Experience

High school diploma or GED; 6 years experience in the food and beverage culinary event management or related professional area.

OR

2year degree from an accredited university in Food Service Management Hotel and Restaurant Management Hospitality Business Administration or related major; 4 years experience in the food and beverage culinary event management or related professional area.

CORE WORK ACTIVITIES

Developing and Executing Food and Beverage Strategy and Goals

Works with direct reports to develop and implement promotions food and wine pairings menu items and presentations.

Develops a food and beverage operating strategy that is aligned with the brands business strategy and leads its .

Ensures integration of departmental goals in game plans.

Leading Food and Beverage Teams

Ensures that regular ongoing communication occurs in all areas of food and beverage (e.g. premeal briefings staff meetings culinary team).

Works with direct reports to review business in house and potential business in surrounding area and troubleshoot potential challenges/conflicts.

Ensures that regular ongoing communication occurs in all areas of food and beverage (e.g. premeal briefings and staff meetings).

Reviews staffing levels to ensure that guest service and operational needs are met.

Sets expectations and holds food and beverage leadership team accountable for demonstrating desired service behaviors.

Provides feedback to employees based on observation of service behaviors.

Utilizes employee feedback and an open door policy to identify and address employee problems or concerns in a timely manner.

Communicates critical information gained from pre and postconvention meetings to areas of responsibility.

Estimate food liquor wine and other beverage consumption in order to anticipate amounts to be purchased or requisitioned.

Order and purchase equipment and supplies.

Maximizing Food and Beverage Revenue

Reviews financial reports and statements to determine how Food and Beverage is performing against budget.

Ensures cash control and liquor control policies are in place in food & beverage areas and followed by all related employees.

Encourages calculated risktaking to generate incremental revenue and deliver Savvy Service.

Ensuring Exceptional Customer Service

Creates an atmosphere in all food and beverage areas that meets or exceeds guest expectations.

Reviews comment cards guest satisfaction results and other data to identify areas of improvement.

Strives to improve service performance.

Managing and Conducting Human Resource Activities

Ensures property policies are administered fairly and consistently disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process.

Conducts annual performance appraisals with direct reports according to Standard Operating Procedures.

Communicates and executes departmental and property emergency procedures.

Hires food & beverage leadership team members who demonstrate strong functional expertise creativity and entrepreneurial leadership to meet the business needs of the operation.

Ensures new hires participate in the departments orientation program and receive the appropriate new hire training to successfully perform their job.

Sets goals and expectations for direct reports using the performance review process and holds staff accountable for successful performance.

Establishes guidelines so employees understand expectations and parameters.

Ensures employees receive ongoing training to understand guest expectations.

Marriott International is an equal opportunity believe in hiring a diverse workforce and sustaining an inclusive peoplefirst are committed to nondiscrimination onanyprotectedbasis such as disability and veteran status or any other basis covered under applicable law.

Required Experience:

Director