118 Compensation jobs in Abu Dhabi

The Role Job Purpose The Total Rewards Manager is responsible for leading the development, implementation, and management of Total Rewards initiatives, including compensation, benefits, and recognition programs. The role will ensure alignment with the company's business strategy and support HR initiatives to attract, retain, and develop talent effectively.

• Develop and implement Total Rewards strategies across various markets, aligning with global business objectives and best practices.
• Define policies and procedures for pay reviews, promotions, and performance, aiming for standardization across all functions.
• Collaborate with senior leadership to design and implement reward programs that drive business outcomes.
• Conduct market analyses to ensure compensation programs remain competitive and aligned with market trends.
• Lead the development and administration of incentive plans to drive employee performance in alignment with company goals.
• Manage compensation and benefits budgets, conduct variance analysis, and recommend actions to senior leaders.
• Oversee the execution of compensation surveys and benchmark compensation to ensure retention strategies are effective.
• Monitor compliance with legal requirements and ensure programs are cost-effective, well-communicated, and accurately administered.
• Direct the design of short- and long-term incentive plans to motivate and retain key talent.
• Ensure continuous improvement and financial modeling to support budgeting, forecasting, and long-term planning.

• 3-5 years of experience in Total Rewards, compensation, and benefits management.
• Proven ability to design and implement successful compensation programs.
• Knowledge of industry standards, trends, and regulations, ideally within the automobile sector.
• Proficiency in HRIS and advanced Excel skills for data analysis and reporting.
• Strong analytical and project management skills.
• Ability to engage stakeholders and manage change.
• Strategic thinking with a continuous improvement mindset.
• Excellent communication and presentation skills.
• Attention to detail and ability to handle complex processes.

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field (Master's degree or professional certification such as SHRM or CCP preferred).

Fluent in English (required).

Exclusive Talent Human Resource Consultancies Co., a leading Human Resource Agency based in the heart of Dubai. Specializing in staffing solutions across the Middle East, our agency excels in providing flexible temporary to permanent placement options tailored to diverse organizational needs. Covering major markets including Saudi Arabia, Qatar, and the UAE, Exclusive Talent offers a broad network of highly skilled professionals across various industries. Utilizing advanced AI technology, our agency efficiently matches candidates with the precise skills and qualifications required for each role. With expertise in recruiting at all levels—from entry-level positions to mid-management and C-suite roles—Exclusive Talent delivers comprehensive staffing solutions that support both immediate and long-term business objectives. Whether for temporary, hybrid, or permanent staffing needs, our agency ensures that the right talent is available to meet evolving demands and drive success.

The Role Job Purpose The Total Rewards Manager is responsible for leading the development, implementation, and management of Total Rewards initiatives, including compensation, benefits, and recognition programs. The role will ensure alignment with the company's business strategy and support HR initiatives to attract, retain, and develop talent effectively.

• Develop and implement Total Rewards strategies across various markets, aligning with global business objectives and best practices.
• Define policies and procedures for pay reviews, promotions, and performance, aiming for standardization across all functions.
• Collaborate with senior leadership to design and implement reward programs that drive business outcomes.
• Conduct market analyses to ensure compensation programs remain competitive and aligned with market trends.
• Lead the development and administration of incentive plans to drive employee performance in alignment with company goals.
• Manage compensation and benefits budgets, conduct variance analysis, and recommend actions to senior leaders.
• Oversee the execution of compensation surveys and benchmark compensation to ensure retention strategies are effective.
• Monitor compliance with legal requirements and ensure programs are cost-effective, well-communicated, and accurately administered.
• Direct the design of short- and long-term incentive plans to motivate and retain key talent.
• Ensure continuous improvement and financial modeling to support budgeting, forecasting, and long-term planning.

• 3-5 years of experience in Total Rewards, compensation, and benefits management.
• Proven ability to design and implement successful compensation programs.
• Knowledge of industry standards, trends, and regulations, ideally within the automobile sector.
• Proficiency in HRIS and advanced Excel skills for data analysis and reporting.
• Strong analytical and project management skills.
• Ability to engage stakeholders and manage change.
• Strategic thinking with a continuous improvement mindset.
• Excellent communication and presentation skills.
• Attention to detail and ability to handle complex processes.

• Bachelor's degree in Human Resources, Business Administration, Finance, or related field (Master’s degree or professional certification such as SHRM or CCP preferred).

Fluent in English (required).

Exclusive Talent Human Resource Consultancies Co., a leading Human Resource Agency based in the heart of Dubai. Specializing in staffing solutions across the Middle East, our agency excels in providing flexible temporary to permanent placement options tailored to diverse organizational needs. Covering major markets including Saudi Arabia, Qatar, and the UAE, Exclusive Talent offers a broad network of highly skilled professionals across various industries. Utilizing advanced AI technology, our agency efficiently matches candidates with the precise skills and qualifications required for each role. With expertise in recruiting at all levels—from entry-level positions to mid-management and C-suite roles—Exclusive Talent delivers comprehensive staffing solutions that support both immediate and long-term business objectives. Whether for temporary, hybrid, or permanent staffing needs, our agency ensures that the right talent is available to meet evolving demands and drive success.

Join to apply for the Compensation and Benefits Manager role at Rotana Hotel Management Corporation PJSC.

We are looking for a Compensation and Benefits Manager to Lead Our Total Rewards Strategy.

As the Compensation and Benefits Manager, you will shape the way we attract, retain, and motivate talent across the region. You will oversee colleagues’ total rewards programs, ensuring they are competitive, strategic, and aligned with our company’s growth objectives. By collecting and analyzing market data, you will design compensation packages that inspire performance while ensuring compliance with local regulations. You will also champion the concept of Treasured Time, ensuring colleagues’ rewards and benefits support a healthy work-life balance and enhance overall well-being.

• Assist with developing and proposing compensation packages and policies to attain and attract talent aligned with the companies’ strategy
• Assist with implementing and evaluating current compensation and benefits structures including base pay, incentives, health and welfare benefits
• Conduct market surveys to ensure competiveness of compensation programs, identify gaps and provide recommendations to address opportunities for enhancement
• Align all compensation systems to be in compliance with local legal regulations
• Manage the yearly salary and merit increases and provide recommendations based on relevant market data
• Develop and implement a comprehensive communication strategy for compensation and benefits programs
• Develop and maintain strong relationships with health plan brokers and third party administrators
• Attain strategic market intelligence and knowledge of compensation and benefits in emerging markets and new hotel locations including- local laws, legal regulations, related financials, benefits etc.
• Compile and maintain the pre-opening documentation of new properties to establish a realistic pre-opening budget and manning count
• Participate in third party compensation and benefit surveys to ensure company practices are in line with market trends
• Assist the Corporate Vice President – Talent & Culture in developing and managing Human Resources guidelines and functions and re-assess, review and upgrade schemes and policies to enable the company to stay competitive
• Initiate, coordinate and develop special projects to be submitted to the Corporate Vice President - Talent & Culture in order to make appropriate operational assessments

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• Minimum of 5 years of progressive experience in compensation and benefits, preferably in hospitality or multinational organizations.
• Proven expertise in designing and implementing competitive compensation and benefits programs.
• Strong analytical skills with the ability to interpret market data and provide strategic recommendations.
• Experience managing multi-country compensation programs with compliance to local labor laws.

• Comprehensive knowledge of compensation and benefits structures, practices, and legal compliance requirements.
• Familiarity with HRIS systems and payroll processes.
• Strong strategic thinking, project management, and problem-solving abilities.
• Excellent communication, presentation, and interpersonal skills to influence and build partnerships at all levels.
• Ability to handle sensitive and confidential information with discretion.
• Insight into emerging markets, local employment laws, and benefits trends.

• Mid-Senior level

• Full-time

• Human Resources

• Hospitality

Description

Human Resources Coordinator

Create and maintain filing systems. Create and type office correspondence using a computer. Distribute and route mail. Order and track Human Resources office supplies and forms. Answer phone calls and record messages. Create new employee personnel files. Assist walk-in candidates with application procedures. Maintain a space designated for completing applications, ensuring it is clean, well-maintained, and accessible to individuals with disabilities. Respond to questions, requests, and concerns from employees and management regarding company and Human Resources programs, policies, and guidelines. Inform Human Resources management of issues related to employee relations within the division or property. Maintain confidentiality and security of employee and property records, files, and information. Ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9s).

Follow all company policies and procedures; ensure uniform and personal appearance are clean and professional; maintain confidentiality of proprietary information; protect company assets. Report accidents, injuries, and unsafe work conditions to the manager. Welcome and acknowledge all guests according to company standards. Speak with others using clear and professional language; prepare and review written documents accurately and completely; answer telephones using appropriate etiquette. Develop and maintain positive working relationships with others; support the team to reach common goals; listen and respond appropriately to the concerns of other employees. Ensure adherence to quality expectations and standards. Enter and locate work-related information using computers and/or point of sale systems. Move, lift, carry, push, pull, and place objects weighing less than or equal to 10 pounds without assistance. Perform other reasonable job duties as requested by Supervisors.

PREFERRED QUALIFICATIONS

Education: High school diploma or G.E.D. equivalent.

Related Work Experience: At least 1 year of related work experience.

Supervisory Experience: No supervisory experience.

License or Certification: None

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued, and our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

Required Experience:

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Date: Aug 2, 2025

Company: Abu Dhabi Accountability Authority

Job Objective
Direct and guide the development and implementation of the HR strategy, objectives, and growth plans to enable the attraction, engagement, development, and retention of a qualified workforce within AbuDhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve
corporate strategic objectives.

Key Responsibilities/Duties
A. Strategy and Planning
• Direct and lead the development and implementation of the department related policies, systems, procedures manual, Delegation of Authority, system user manuals and standard forms to ensure compliance across the Authority and alignment with ADAA’s overall policies and procedures.
• Ensure effective cascading of the sector strategy into the department’s strategic and operational plans to achieve ADAA’s overall objectives.
• Develop and direct the implementation of the department strategic, budget and procurement, and operational plans, and monitor corporate performance ensuring alignment with the sector strategy, ADAA’s vision, mission and corporate objectives.
• Forecast and develop department budget and direct the monitoring of financial performance against the budget to ensure areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon.
• Develop the department Key Performance Indicators (KPIs) in line with ADAA’s overall objectives and ensure that sections meet KPIs in order to improve efficiency and effectiveness.

B. Operations (with sub-headings)
HR Strategy and Organization Effectiveness:
• Provide leadership, management, and vision to ensure that ADAA has the strategic human resource infrastructure in place, aligned to future direction.
• Provide overall leadership and strategic guidance to ensure conceptualization, implementation, review and sustenance of workforce planning, organizational effectiveness, Emiratization andemployee engagement strategies and initiatives to achieve HR excellence.
• Provide subject matter expertise and contribute to the design, planning and execution of company-wide transformational programs and initiatives and ensure alignment with set plans to achieve objectives to drive performance and positive change across the organization.
• Contribute to the development of the organizational governance framework and advise Senior Management on related matters to enable smooth strategic decision making.
• Oversee the periodic review of the organizational structure in consultation with concerned line managers, to ensure that it reflects the strategic and operational needs of the organization.
• Direct the updating of the functional accountabilities of the organization, reflecting any changes in the organization structure and grouping of functions, to ensure the documents are up to date and accessible when required.
• Manage the consolidation and development of ADAA’s overall manpower plan to ensure all resourcing requirements are captured and fulfilled through appropriate recruitment plans.

Performance and Reward:
• Drive a performance-based organization by developing a rigorous innovative performance management framework containing best practice elements.

• Oversee the employees’ performance management system at ADAA and guide the effective and efficient implementation by all parties, to enable the accurate and fair evaluation of employee performance, and the enhancement of the ADAA’s business performance.
• Ensure the performance management system is linked to other HR processes such as promotions, career development, etc. to develop a performance-based culture.
• Ensure that ADAA’s reward and benefits framework is competitive enough to attract, retain and motivate the appropriate talent from the local and international job market.

Talent Acquisition:
• Oversee the development of the annual recruitment plan to outline strategies and approaches for identifying and selecting high caliber talent into required roles in a timely manner.
• Oversee the implementation of selection and recruitment strategies and monitor the recruitment
processes across the ADAA to recruit competent and proficient personnel.

Talent Management:
• Develop and advocate a culture of continuous learning and provide overall strategic direction of learning and workforce development within ADAA.
• Direct the development and implementation of training and development plans as per the identified needs to ensure that the right Learning and Development framework is in place to develop managerial and technical capability that will enable ADAA achieve its objectives.
• Oversee the development and implementation of a succession planning framework that structures the flow of high potential employees into managerial and leadership roles through structured career moves and capability building interventions.

HR Support Services:
• Oversee the overall HR transactional services such as time management, HR data management, ERP, etc. to facilitate efficient operations of the HR function.

• Manage the development and improvements of Human Resources Information Systems (HRIS), HR Matrix and HR Processes & Flow Charts.
• Manage the design and delivery of “surveys and questionnaires” regarding “Salary, Employee Satisfaction, and Code of Conduct etc.”
• Ensure that any employee relations issues, including complaints/ grievances, are addressed through appropriate processes and that disciplinary actions are taken promptly, fairly and inaccordance with company policy and local labor laws.

Business Partnering:
• Direct the provision of expertise and support to respective sectors for HR activities such as recruitment, resourcing, performance management and employee relations, to achieve the HC strategy and transformation as part of the overall organizational strategy.

C. Talent Management and Development

• Direct the effective achievement of department operational goals through effective leadership and by setting department objectives, managing performance within the department, and developing and motivating the team to maximize performance.
• Oversee and lead talent development initiatives in coordination with the Human Resources Department and discipline experts and thereby ensure the availability of talent to fit ADAA’s requirements.
• Act as a role model and ensure the team adheres to organizational values and ethics to establish a value-driven culture within the Authority.
• Share professional expertise and knowledge to build internal intellectual capital and facilitate knowledge sharing across the Authority.
• Manage, mentor, guide and coach section heads by using effective leadership strategies, providing directions and ensuring proper execution of all initiative undertaken by ADAA to the highest standards.

D. Corporate

• Oversee and direct periodic organizational structure change and to ensure optimal resource utilization.
• Direct change management through continuous improvement of department systems, processes and practices taking into account global standards and changes in the business environment, which demand proactive action plans.
• Ensure that all department reports are prepared timely and accurately and meet ADAA requirements, and quality standards.
• Oversee department adherence and compliance with all ADAA corporate policies, procedures and guidelines (HR, IT, Procurement, Finance, Health and Safety etc.) and code of business conduct.

E. General

• The level of performance should reflect the academic qualification, type of courses in the field of specialization, employee job level, and the level of productivity.
• The academic and professional certificates required and approved by ADAA should be acquired within the period specified and based on the employee’s Individual Development Plan.
• Perform the task and responsibilities independently unless an approval or directive was obtained to delegate the task to other employees in case of incapability to perform the tasks and responsibilities.
• Ensure teamwork, collaboration and dedication in performing duties.
• Showcase a strong leadership to the team members.
• Knowledge and awareness about the capabilities of the subordinates and showcase a strong knowledge in the field of specialization.
• Provide the required support and guidance to the subordinates.
• Take responsibility of the decisions made.

Requirements

• Bachelor’s degree in relevant field

• Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development
• Society of Human Resources Management Senior Certified Professional (SHRM SCP)

• 12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.

We are seeking a skilled Regional HR Manager to lead our APAC HR team. The ideal candidate will have strong analytical skills, attention to detail, and the ability to interpret data trends.

• This role will report to the Global Head of HR and be responsible for providing compliant, scalable HR operations, advising on employee lifecycle issues, and partnering with senior leadership.

The successful candidate will have experience leading regional HR teams, delivering precise and efficient HR operations, and collaborating with the broader People team to create cohesive processes.

• Talent development, succession planning, performance assessments, onboarding, and engagement initiatives are also key responsibilities.

Key Skills and Qualifications:

• Strong Academic Background: High school through university education required.
• Regional HR Experience: Proven track record in leading regional HR teams within a tech company.
• Business Partnering: Strong people management skills and experience working with senior stakeholders.
• HR Operations: Hands-on involvement in daily HR routines and experience working in remote-first organizations.
• Data-Driven Decision Making: Ability to interpret data trends and make informed decisions.
• Language Skills: Fluency in business English required.

Benefits:

• A challenging and dynamic work environment.
• Ongoing training and development opportunities.
• A collaborative and supportive team culture.

Leading HR Transformation

The role requires a strategic leader to design and implement a comprehensive people strategy that aligns with the organisation's goals.

A high-performing HR function is built on expertise in organisational design, workforce planning, strategic HR, compensation, benefits, and policy development.

• Lead organisational design and workforce planning initiatives
• Drive succession planning and leadership development programmes
• Establish and monitor KPIs to measure HR and business performance

With experience in implementing AI and digital transformation in HR, you will champion AI adoption and digital innovation across HR processes.

As a strategic advisor to the executive leadership team, you will provide guidance on HR matters and contribute to the organisation's growth and impact.