56 Compensation jobs in Abu Dhabi

Our ideal candidate will be responsible for the management and administration of payroll processes, ensuring accurate and timely salary disbursements.

• Process and validate monthly payroll in accordance with HR policies and labor laws.
• Coordinate with Finance to ensure data accuracy for payroll purposes and resolve discrepancies.
• Handle payroll-related queries and maintain secure records of compensation data.

• Maintain and update employee shift rosters and attendance records.
• Ensure data accuracy for payroll purposes and resolve discrepancies.
• Train employees on attendance systems and policies during onboarding.

• Manage the full offboarding lifecycle, including exit interviews and documentation.
• Process end-of-service settlements as per legal and company requirements.
• Liaise with Finance to finalize dues and address employee queries.

• Administer disciplinary actions in line with labor laws and internal protocols.
• Prepare warning letters, documentation, and ensure due process in handling disciplinary actions.
• Monitor adherence to HR policies and report deviations to management.

• Maintain accurate employee records in the HRMS and tracking sheets.
• Respond to employee inquiries related to benefits, policies, and procedures.
• Support audits, compliance efforts, and the updating of HR policies.
• Coordinate with HR system provider for any technical issues to be resolved.

Required Skills and Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• A minimum of 3 years of overall professional experience.
• In-depth knowledge of labor laws, payroll systems, and HRMS tools.
• Strong interpersonal and problem-solving skills.

As a valued member of our team, you can expect to receive a competitive compensation package and opportunities for growth and development.

Disclaimer: We are an equal opportunities employer and do not endorse any requests for money payments. Applicants are advised to research the bonafides of the prospective employer independently.

Compensation & Benefits Assistant Manager

Support in the management of Compensation and Benefits, ensuring competitive and equitable salary structures and reward schemes across Ethara. Analyze market trends and business needs to optimize total rewards, enhancing talent attraction, retention, and performance. Develop and refine policies and frameworks that align with business growth, corporate culture, and long-term value creation.

Responsibilities :

• Compensation & Rewards Management : Manage competitive compensation and benefits programs to reward performance and ensure internal equity.
• Benefits Administration & Compliance : Oversee employee benefits programs in compliance with UAE labor laws, monitoring industry trends to enhance employee value proposition and support retention.
• HR Data Analytics & Reporting : Use data insights and reporting to guide HR strategies and workforce decisions.

Experience :

• Minimum of 7 years in compensation & benefits, payroll, or business administration.
• Experience in large corporate environments, ideally in telecommunications, technology, or related industries.

Education :

• Bachelor’s degree in Business Administration, Public Administration, Human Resources, or related field.
• CIPD / SHRM or equivalent certification.

Skills :

• Strong analytical skills with proficiency in HR analytics.
• Compensation modeling.
• Experience with market benchmarking tools.
• Advanced Excel and HRMS skills.

J-18808-Ljbffr

Assistant Manager • Abu Dhabi Emirate, United Arab Emirates

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:

IC

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 Abu Dhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve corporate strategic objectives.

Key Responsibilities/Duties:

1. 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.
2. B. Operations:
   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 and employee 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.
3. 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.
4. 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.
5. 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.
6. 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 in accordance with company policy and local labor laws.
7. 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.
8. 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.
9. 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.
10. 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:

1. Bachelor’s degree in relevant field
2. Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development
3. Society of Human Resources Management Senior Certified Professional (SHRM SCP)
4. 12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.

ADSS Abu Dhabi Emirate, United Arab Emirates

ADSS Abu Dhabi Emirate, United Arab Emirates

ADSS is a successful retail and institutional brokerage based in Abu Dhabi. The company is currently undergoing a multi-year transformation to become a fast growing, purpose-led, data-driven enterprise that delivers market-leading personalised content, propositions, and experiences to traders. To reinforce client-centricity the company structure, technology and operations are being redesigned alongside the crafting of a high-performance culture underpinned by The ADSS Way. The objective is for ADSS to become a dynamic and innovative, trusted market leader as measured by feedback from clients, talent, shareholders, and competitors.

The HR Specialist plays a pivotal role in supporting the organization’s transition to a fully Oracle-driven HR function. This role is responsible for ensuring the smooth, efficient, and sustainable integration of Oracle systems into day-to-day HR operations. The position requires a blend of operational HR expertise and system awareness to drive process improvement, system adoption, and data accuracy across all HR functions.

KEY RESPONSIBILITIES

• Act as a subject matter expert and HR operations focal point for Oracle HCM modules.
• Support the end-to-end implementation and embedding of Oracle HR functionalities (e.g., recruitment, onboarding, employee records, performance, learning, etc.).
• Collaborate with IT, HR leadership, and vendors to ensure HR system configurations meet functional and compliance requirements.
• Maintain data integrity, conduct regular audits, and ensure accurate HR reporting and analytics through Oracle.
• Train and support HR team members and end users on Oracle workflows and changes.
• Identify and resolve system-related issues in coordination with the Oracle support team.
• Monitor and streamline existing HR processes to align with Oracle automation.
• Support change management and communication efforts to ensure smooth user adoption.
• Contribute to HR projects including policy updates, employee life cycle processes, and reporting enhancements.

ABOUT YOU

• Minimum 8 years of experience in HR operations, with at least 3 years working with Oracle HCM or similar HRIS systems.
• Experience supporting HR system transitions or digital transformation projects is a strong advantage.
• Exposure to large or government-affiliated organizations is a plus.
• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Oracle HCM certification or HRIS-related training is preferred.

*No Recruitment Agencies.*

• Seniority levelAssociate

• Employment typeFull-time

• Job functionHuman Resources and Information Technology
• IndustriesFinancial Services, Banking, and Investment Banking

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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 Abu Dhabi 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:
  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 and employee 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 in accordance 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.

• Role - Onboarding Coordinator
• Contract - 6 Months
• Salary - 5000-6000 AED
• Type - Outsourced

Key Responsibilities:

Onboarding & Relocation:

• Welcome and guide new colleagues and their families through the joining process.
• Handle document verification, contract preparation, visa support, and relocation bookings (flights, accommodation, transport).

Customer Experience:

• Deliver a welcoming, professional HR experience.
• Address employee inquiries with clear communication and policy knowledge.
• Manage expectations and resolve conflicts when needed.

Process Excellence:

• Ensure compliance with HR processes, legal, and safety standards.
• Maintain data accuracy in documents and government processes.
• Drive consistent service delivery and provide regular updates to stakeholders.

HCM & File Management:

• Maintain accurate colleague data in the HCM system.
• Organize and store personal files securely.

This job description provides a comprehensive overview of the responsibilities, qualifications, and skills required for the HR management position. However, it can be improved for clarity, structure, and formatting to enhance readability and professionalism.

Below is a refined version with better organization and HTML formatting:

• Developing and implementing staffing and learning strategies, retention strategies, leadership and organizational development, talent planning, diversity initiatives, compensation management and delivery, performance management, workforce planning, and initiatives to increase associate satisfaction and engagement.
• Working closely with the company's HR team to develop effective HR policies for contractors.
• Planning, developing, and implementing strategies for HR management and development, including recruitment, selection, discipline, grievance handling, counseling, pay and conditions, contracts, training, succession planning, motivation, culture development, performance appraisal, and quality management.
• Monitoring, measuring, and reporting on HR issues, opportunities, development plans, and achievements within agreed formats and timelines.
• Contributing to the evaluation and development of HR strategies and performance in cooperation with the maintenance team.
• Planning employee performance appraisals, developing tools for appraisal, job evaluation, and development.
• Planning and directing employee training programs.
• Liaising with other functional heads to understand HR development needs and ensuring they are fully informed of HR objectives, purposes, and achievements.

• Bachelor's Degree in HR Management, Business Administration, or equivalent.
• Minimum of 8+ years of relevant work experience.
• Experience in human resources management, organizational development/change management, process improvement, compensation, and staffing.

• Well-organized and proactive with excellent communication skills.
• Proven leadership skills in large organizations.
• Maturity of judgment under pressure and problem-solving abilities.
• Strategic thinking and openness to new ideas.
• Ability to achieve business results in a multicultural environment.

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Direct message the job poster from Abu Dhabi National Hotels

A Human Resources Coordinator is proactively responsible for facilitating key HR functions, including administration, payroll, employee engagement, recruitment and onboarding. This role requires adherence to human resources guidelines, policies and procedures ensuring compliance with local law and corporate HR standard. The Coordinator consistently contributes to the departmental objectives, supporting overall success of the Human Resources team. In particular, you will be accountable for the following responsibilities, which must be completed to the utmost standards:

• Pro-actively coordinating with department heads and hotel in charge with regard to employee probation, goal setting and performance appraisals.
• Ensuring to have 100% compliance with regard to payroll, attendance and leave administration.
• Ensuring to have 100% compliance with regard to employee personnel file.
• Proactively coordinate with HR colleagues and ensure all the new hires have a very positive and welcoming experience such as travel, on-boarding, housing and orientation.
• Oversee all other HR functions such as payroll, insurance, filing and administration, tickets, employee welfare etc;
• Assist employee welfare committee meetings, employee engagement activities etc;
• Ensure compliance with regard to all required policies and procedures.
• Ensuring all the HR reports data accuracy, timely preparation and submitted on time.
• To have periodic calendar with regard to employee locker inspections and ensure to have the facilities are well maintained.
• Ensure data integrity with regard to HR systems
• Assist in the preparation of employee engagement survey.
• Work closely with EHS and Security Manager to ensure all the HR related points are in compliance with regard to various audits.
• Coordinate effectively with HR team, department heads, housing with regard to COVID 19 testing, cases and vaccination drive.

Additional Responsibilities

• Performs other duties, as assigned, to meet business needs.

Associate Relation

• Performs assigned jobs and special projects.
• Treat all coworkers with dignity and respect. Give support.
• Foster positive and effective connections with colleagues and departments.
• Collaborate with others to foster teamwork and achieve goals.

What are we looking for?

A Human Resources Coordinator representing our brand is consistently advocating for our guests and collaborating with other associates. In order to effectively fulfill this position, it is imperative that you uphold the following attitudes, behaviors, skills, and values:

• 1 to 2 years’ experience in Human Resources Department managing the HR operation
• High school diploma or G.E.D. equivalent, preferably in Human Resources
• Knowledge of UAE employment laws and regulations.
• Excellent communication and interpersonal skills.
• Strong problem-solving and decision-making abilities.
• Experience in recruitment, employee relations, and performance management.
• Ability to handle sensitive and confidential information with discretion.
• Proficient in Microsoft Office and HRIS systems.
• Ability to work under pressure.
• Proven ability to work with a team and follow instructions.

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesHospitality

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Abu Dhabi Emirate, United Arab Emirates 3 days ago

Abu Dhabi Emirate, United Arab Emirates 3 weeks ago

We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.