234 Employees jobs in Dubai

Salary: Competitive + Family Benefits + Schooling + Bonus

We are working on behalf of a very large retail group of companies to source a senior level HR Director for their Middle East business.

1. Improve and advance HR processes and workflows and collaborate with the IT department to implement new systems to support them.
2. Establish a company-wide competitive reward structure and Compensation & Benefits Function.
3. Restructure the company job grading system.
4. Lead the company structural reviews at all job levels.
5. Develop and implement HR policies and guidelines.
6. Manage payroll teams across the region.
7. Recruitment at Executive Level.
8. HR advisor to the Middle East Executive team.
9. Uphold excellent Government Relations Teams.

You must have exposure at a Senior HR level within the Retail sector, ideally across multiple lines or regions. A minimum of 15 years experience is desirable with at least 5 years in a top leadership role.

The Organizational Development Leader oversees the Human Resources department and ensures the company's HR operations are effective, compliant with labor laws, and aligned with the overall business strategy.

• Develop and implement strategic HR plans that align with business objectives.
• Oversee compensation and benefits packages to ensure they are competitive and compliant with regulations.
• Collaborate with senior leaders to drive business outcomes through informed HR decisions.

Requirements:
Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred).
Professional HR certification is preferred.
Minimum of 8-10 years of experience in HR with at least 5 years in a leadership or management role.

• Strategic Leadership
  • Develop and implement HR strategies aligned with the company's overall business goals.
  • Partner with executive leadership to support organizational growth, culture, and workforce planning.
• Talent Acquisition & Workforce Planning
  • Oversee full-cycle recruitment processes for corporate, field, and development roles.
  • Build talent pipelines to support current and future hiring needs, including project-based roles.
• Employee Relations & Culture
  • Promote a positive and inclusive workplace culture aligned with the company's values.
  • Resolve employee relations issues and provide guidance to managers on HR best practices.
  • Lead employee engagement initiatives and internal communication strategies.
• Performance Management & Development
  • Design and implement performance management systems that foster high performance and accountability.
  • Oversee training and development programs to support employee growth and leadership development.
• Compensation & Benefits
  • Evaluate, design, and manage compensation structures and benefit programs to attract and retain top talent.
  • Ensure market competitiveness and internal equity.
• Compliance & Risk Management
  • Ensure compliance with all federal, state, and local employment laws and regulations.
  • Maintain HR policies and procedures, and conduct regular audits to mitigate legal risk.
• HR Operations & Systems
  • Oversee HR technology platforms to ensure accurate reporting and efficient processes.
  • Manage employee data, HR metrics, and dashboards for leadership insights.

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification a plus).
• 7+ years of progressive HR experience, with at least 5 years in a leadership role.
• Experience in the real estate development, construction, or related industries strongly preferred.
• In-depth knowledge of labor law, HR compliance, and best practices.
• Demonstrated success in developing and leading HR strategy in a growing or project-based organization.
• Strong leadership, interpersonal, and decision-making skills.
• Proficiency in HRIS systems and Microsoft Office Suite.

• Competitive salary (AED 35,000 – AED 45,000)
• Performance-based bonuses, Plus Incentives
• Dynamic and collaborative work environment
• Opportunities for career growth within a fast-growing organization

The role of Senior HR Business Partner involves partnering with Regional Practice Area Leaders and Regional Business Function Heads to develop and deliver people priorities aligned to the firm's people and talent strategy.

Working closely with the Regional Head of HR, Global Senior HR Business Partners, Communities of Expertise, global service delivery teams, and the broader HR function enables delivering high-impact and highly efficient people priorities and processes.

Effective communication skills coupled with the ability to manage multiple priorities and deadlines effectively are essential for success in this role.

• Develop and implement HR initiatives that contribute to achieving business objectives and enhance overall business performance.
• Partner with management teams and key stakeholders to create joint expectations and deliverables striving for positive results.
• Collaborate with key stakeholders to drive inclusion objectives and action plans for regional practice area/business function.

Responsibilities include:

• Partner with key stakeholders to develop and deliver the people and talent strategy aligned to the regional practice area/function strategy.
• Actively contribute to the people strategy formation by representing client groups, collaborating with relevant HR colleagues, and bringing market knowledge of leading practice HR to shape and deliver global and regional HR projects linked to the strategy.
• Supervise and support HR team members in implementing the people strategy with due regard to all applicable policies; monitor the quality and timely delivery of all activities and support the professional development of the team.

• Understand and articulate the regional strategic priorities.
• Work with key stakeholders to define future state based on the operating model design principles and business area responsibilities.

• Support the Regional Head of HR and be a trusted advisor to the senior stakeholders on employee relations issues anticipating risk and likely consequences and identify early interventions.
• Provide confidential employee counselling, guidance, and coaching with the aim of resolving situations informally when possible.

• Support the Regional Head of HR in working with senior stakeholders to determine the headcount forecasting and budget for the FY aligning to business plan and strategy.
• Understand and interpret business and commercial metrics and combine this with relevant interpretation of people data analytics and reporting to support the Regional PALs/Business Function Heads and to optimise effective decision making.

• Work with key stakeholders to develop a regional resourcing plan that anticipates demand and capacity needs, future skills, and attrition including analysing data, identifying trends, and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure.

• Use outputs of talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan for key roles, high performers, and diverse talent.

• Support managers and Partners through the 3 Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied across functional/practice areas and which align to the firms performance and reward strategy.

• Support the Regional Head of HR to execute the year end compensation processes in partnership with the Reward COE and Global SHRBP where relevant.

• Collaborate with the TA team to integrate long-term TA strategic aims into the business planning process to develop more agility in responding to business cycles.

• Work with the Regional Head of HR and TA CoE to set the early talent recruitment and development strategy for the year.

• Conduct exit interviews (where appropriate) for Senior Associate Counsel and roles at Executive Manager and above.

The Chief Human Resources Officer plays a pivotal role in driving organizational success by spearheading human resource strategies that align with the company's mission, vision, and long-term objectives.

This key member of the executive leadership team is responsible for developing and executing HR initiatives that foster a high-performance culture, promote diversity, equity, and inclusion, and ensure employee engagement.

• Talent Development: Develop and implement HR strategies aligned with the company's mission, vision, and long-term objectives.
• Leadership Development: Lead talent planning, acquisition, retention, and succession strategies across the organization.
• Culture Transformation: Drive a high-performance culture that reflects the organization's values and promotes diversity, equity, and inclusion.
• Change Management: Oversee leadership development, training, and change management initiatives.
• Compensation and Benefits: Design and oversee competitive and equitable total rewards programs.
• Compliance: Ensure legal compliance by monitoring HR policies, practices, and systems in accordance with federal, state, and local laws.
• Data-Driven Decision Making: Oversee the use of HR data, systems, and analytics to drive informed decision-making.

• Education: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).
• Experience: 10+ years of progressive HR experience, with at least 5 years in a senior HR leadership role in the GCC region, if not in the UAE in Hospitality sector.
• Skills: Demonstrated success in developing and executing HR strategies that drive business results. Strong working knowledge of local labour laws, regulatory requirements, and HR best practices.
• Lifestyle: Experience managing cross-functional teams and working in a matrixed or global organization is a plus.
• Personal Qualities: Key Skills: Strategic Thinking & Business Acumen; Leadership & Influence; Emotional Intelligence; Change Management; Talent Development & Succession Planning; Cultural Transformation; Data-Driven Decision Making; Communication & Stakeholder Management; Integrity & Ethical Judgment

Head of Human Resources and Organizational Development

This is a leadership opportunity for a seasoned HR professional to drive organizational growth through strategic workforce planning, talent development, and employee engagement.

• Determine and implement the organization's human resources strategy in line with overall business objectives.
• Develop and execute comprehensive plans to attract, retain, and engage top talent across various levels of the organization.
• Promote a culture that supports diversity, equity, and inclusion, ensuring fair treatment and equal opportunities for all employees.
• Maintain accurate and up-to-date records of employee data, adhering to relevant labor laws and regulations.
• Collaborate with senior leaders to ensure effective communication and alignment throughout the organization.
• Implement and manage performance management processes, including goal setting, feedback, and evaluations.
• Enhance compensation and benefits packages to remain competitive in the market.
• Oversee recruitment and onboarding processes, ensuring seamless transitions for new hires.

• Minimum 6 years' experience in HR, with a focus on leadership or management roles.
• Strong background in hospitality or a related industry.
• Proficient in Microsoft Office applications, with ability to learn other software as needed.
• Degree or diploma in Human Resources, Business Administration, or a related field.
• Proven track record of excellent communication and interpersonal skills, with ability to maintain confidentiality when necessary.
• Ability to work collaboratively as part of a team, prioritize tasks effectively, and adapt to changing circumstances.

A competitive salary package, comprehensive benefits, and opportunities for career advancement in a dynamic and supportive environment.

For immediate consideration, please submit your application, including your resume and a cover letter outlining your qualifications and experience.

This role is responsible for implementing human resources policies and procedures, ensuring compliance with relevant laws and regulations.

• Develop, recommend, interpret, and implement HR rules, policies, and procedures.
• Direct the administration of recruitment, examination, and selection of personnel.
• Maintain and administer classification and compensation programs.
• Provide technical assistance on employee performance, discipline, supervision, and grievances.
• Investigate complaints and recommend action.
• Supervise employee performance evaluations.

• Plan and direct HR policies and procedures.
• Foster communication between stakeholders and maintain balance in decision-making.
• Resolve conflicts and mediate disputes.
• Prioritize and direct complex work projects under pressure.

This position requires a strong understanding of HR laws and regulations, leadership principles, and effective organizational practices. A bachelor's or master's degree in public or business administration, Human Resources, or a related field is required, along with up to 5 years of experience in HR Administration, including at least 1 year in a supervisory capacity.
A successful candidate will possess excellent communication, problem-solving, and interpersonal skills, as well as the ability to work independently and collaboratively within a team environment.