165 Hr Best Practices jobs in Dubai

Join to apply for the Talent Management – Manager role at PwC Middle East

Join to apply for the Talent Management – Manager role at PwC Middle East

Description

At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.

Description

At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.

Established in the region for 40 years, PwC Middle East employs over 4,200 people across 12 countries. Complementing our depth of industry expertise and breadth of skills is our sound knowledge of local business environments across the Middle East region. Our tailored solutions help our clients meet the challenges and opportunities of doing business in the Middle East market and beyond.

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

Business Operations

Management Level

Manager

Job Description & Summary

As a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.

Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence—ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.

Key Responsibilities

Skills Strategy & Governance

• Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.
• Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
• Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.
• Partner with Tech and HRIS teams to embed a single "skills source of truth" across talent systems.
  
  

• Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market.
• Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.
• Coach l eaders to integrate skills signals into workforce planning, succession and reward decisions.
  
  

• Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
• Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
  
  

• Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
• Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
• Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
• Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes .
• Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
  
  

• Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
• Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.
• Report regularly to the People Leadership Team, highlighting risk areas and success stories.
  
  

• Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
• Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts.
  
  

• 10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
  
  

• Systems thinker able to connect strategy, data and human‑centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‑oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC's values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Business Consulting and Services

Referrals increase your chances of interviewing at PwC Middle East by 2x

Global Village, Dubai, United Arab Emirates 2 months ago

Dubai, Dubai, United Arab Emirates 20 hours ago

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Description

SummaryAs a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.

Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence—ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.

Key Responsibilities

Skills Strategy & Governance

Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.

Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.

Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.

Partner with Tech and HRIS teams to embed a single "skills source of truth" across talent systems.

Career Architecture & Mobility

Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market.

Launch internal gig / marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.

Coach leaders to integrate skills signals into workforce planning, succession and reward decisions.

Assessment Design & Validation

Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).

Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.

Learning Culture & Initiatives

Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.

Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.

Co‑create firm‑wide cultural campaigns (e.g. : skills sprints, hackathons) that normalise continuous learning and experimentation.

Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes.

Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.

Skills Data & Insights

Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.

Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.

Report regularly to the People Leadership Team, highlighting risk areas and success stories.

Stakeholder Engagement & Change

Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.

Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts.

Required Skills, Knowledge & Experience

• 10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.

Personal Attributes

Education

Degrees / Field of Study required : Degrees / Field of Study preferred :

Certifications

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Adaptability, Analytical Thinking, Career Development, Change Management, Coaching and Feedback, Communication, Confidential Information Handling, Continuous Learning, Creativity, Data Analysis, Data-Driven Decision Making (DIDM), Data Reporting, Development Collaboration, Embracing Change, Emotional Regulation, Empathy, Employee Performance Management, Human Resources (HR) Policies, Human Resources (HR) Project Management, Human Resources Management (HRM), Inclusion, Intellectual Curiosity {+ 19 more}

Desired Languages

Travel Requirements

Available for Work Visa Sponsorship?

Government Clearance Required?

Job Posting End Date

Get AI-powered advice on this job and more exclusive features.

A regional management consulting firm is looking to hire a Director of Talent Management to lead one of its key business units. The Director of Talent Management is a senior leadership position accountable for setting the strategic direction, financial performance, and commercial success of the Talent Management Business Unit. This role combines expertise in talent development with business acumen and strong client relationship capabilities. The Director will oversee solution design and delivery, lead business development initiatives, and ensure the continued relevance and growth of our assessment and development offerings. This is a client-facing role with P&L responsibility.

Key Responsibilities:

- Define and implement the strategic vision for the Talent Management unit in alignment with overall company goals.

- Oversee the development, refinement, and delivery of assessment and development center offerings.

- Monitor industry trends in talent assessment, psychometrics, and leadership development to ensure innovation and competitive positioning.

- Own the unit’s Profit & Loss (P&L), budgeting, and financial forecasting.

- Set revenue targets and implement plans to meet or exceed business objectives.

- Collaborate with the marketing and finance teams to align commercial strategies with operational capabilities.

3. Business Development

- Lead business development efforts to grow the client base and expand market presence.

- Identify and pursue new business opportunities in both public and private sectors.

- Build strategic partnerships and alliances that complement and expand service offerings.

- Develop client proposals, pitch presentations, and customized solution strategies with the consulting team.

4. Client Relationship Management

- Serve as the executive sponsor for key accounts, maintaining high levels of client satisfaction and retention.

- Consult directly with senior HR and business leaders to diagnose needs and co-create talent solutions.

- Represent the company in client briefings, industry conferences, and public engagements as a thought leader.

5. Team Leadership & Operations

- Lead and mentor a team of consultants, project managers, and subject matter experts.

- Ensure high-quality delivery of all talent management projects and services.

- Promote operational efficiency and excellence in delivery, project management, and client engagement.

Experience:

Minimum 10 years of progressive experience in talent management, assessments, or leadership development.

At least 5 years in a senior leadership role with business development and P&L responsibility.

Strong knowledge of psychometric assessments, development centers, and leadership frameworks.

Proven track record in building and growing a talent-related business unit.

Excellent communication, consulting, and client relationship skills

Education and Certifications:

Bachelor's degree in Psychology, Human Resources, Business Administration, or a related field; a Master’s degree is preferred.

Certified assessor by a recognized international body such as the British Psychological Society (BPS)

Familiarity with leading assessment tools such as SHL, Saville, Hogan, and others

Strong knowledge of psychometric assessments, development centers, and leadership frameworks.

Proven track record in building and growing a talent-related business unit.

Excellent communication, consulting, and client relationship skills

• Seniority levelDirector

• Employment typeFull-time

• Job functionManagement
• IndustriesHuman Resources Services, Business Consulting and Services, and Professional Training and Coaching

Referrals increase your chances of interviewing at Confidential by 2x

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

Responsibilities:

• Support management with Talent Management tasks, including assistance on Training & Development activities, E-learning, Employee engagement, Talent retention, and other employee-related services.
• Assist Line Manager in providing efficient HR administrative and back office services related to Talent Management and project-based tasks as assigned.
• Provide relevant services to support the HR Department in Training & Development, E-learning, Employee engagement, Talent retention, and HR policies & processes; suggest improvements wherever applicable.
• Collaborate with Legal and Management on revising employee policies, procedures, and manuals as applicable.
• Work with the Head of HR to regularly amend/update the Organizational structure.

Requirements:

• Bachelor's degree in Human Resources.
• Previous experience as a Talent Management Specialist.
• Previous experience as a Learning and Development Specialist.

Line of Service

Industry/Sector

Specialism

Management Level

Job Description & Summary

Key Responsibilities

Skills Strategy & Governance

• Craft and continually refine the firmwide skills taxonomy mapping emerging market demands to PwC capability frameworks.

• Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.

• Establish governance for skills data quality ownership and refresh cycles; champion the skills agenda in leadership forums.

• Partner with Tech and HRIS teams to embed a single skills source of truth across talent systems.

Career Architecture & Mobility

• Design transparent skillsbased career pathways that allow people to pivot upskill and thrive in an uncertain market.

• Launch internal gig/marketplace pilots matching project needs with verified skill profiles to maximise deployment speed and employee growth.

• Coach leaders to integrate skills signals into workforce planning succession and reward decisions.

Assessment Design & Validation

• Lead development of worldclass psychometrically sound assessments (e.g. rolecapability batteries situational judgement tests credentialing rubrics).

• Ensure instruments are fair valid and inclusive leveraging global PwC Assessment Standards.

Learning Culture & Initiatives

• Embed PwC Professional behaviours into everyday ritualse.g. startofmeeting reflections Wins & Learns huddles peer shoutoutsso Inspire Empower Evolve Champion Build and Deliver become habit.

• Deploy (in partnership with the career development team) microlearning nudges (videos quizzes chatbots) that reinforce desired behaviours in the flow of work.

• Cocreate firmwide cultural campaigns (e.g.: skills sprints hackathons) that normalise continuous learning and experimentation.

• Integrate social experiential and stretchassignment learning into onboarding academies and leadership programmes.

• Partner with Inclusion & Wellbeing teams to tailor initiatives across cultures generations and working styles; track adoption and behavioural shift.

Skills Data & Insights

• Build dashboards that surface realtime skills supply vs. demand identifying gaps futurecritical capabilities and reskilling ROI.

• Translate analytics into evidencebased recommendations for investment vendor selection and programme optimization.

• Report regularly to the People Leadership Team highlighting risk areas and success stories.

Stakeholder Engagement & Change

• Influence senior partners to shift from rolebased to skillsbased talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.

• Facilitate communities of practice that share success stories peer coaching and emergingskills alerts.

Required Skills Knowledge & Experience

• 10 years in Talent Performance Management or HC Business Partnering roles within complex matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics dashboarding and data visualisation (e.g. Power BI Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation coaching and influencing skills; comfortable engaging senior leadership.
• Bachelors degree in HR Business Organisational Psychology or related field; professional HR certification (CIPD SHRM) desirable.

Personal Attributes

• Systems thinker able to connect strategy data and humancentred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient solutionsoriented and adept at navigating change.
• Culturally agile with a collaborative mindset aligned to PwCs values of Care Act with Integrity Work Together Reimagine the Possible and Make a Difference.

Education (if blank degree and/or field of study not specified)

Certifications (if blank certifications not specified)

Required Skills

Optional Skills

Desired Languages (If blank desired languages not specified)

Travel Requirements

Available for Work Visa Sponsorship

Government Clearance Required

Job Posting End Date

Required Experience:

Manager

Line of Service

Industry/Sector

Specialism

Management Level

Job Description & Summary

Key Responsibilities

Skills Strategy & Governance

• Craft and continually refine the firmwide skills taxonomy mapping emerging market demands to PwC capability frameworks.

• Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.

• Establish governance for skills data quality ownership and refresh cycles; champion the skills agenda in leadership forums.

• Partner with Tech and HRIS teams to embed a single skills source of truth across talent systems.

Career Architecture & Mobility

• Design transparent skillsbased career pathways that allow people to pivot upskill and thrive in an uncertain market.

• Launch internal gig/marketplace pilots matching project needs with verified skill profiles to maximise deployment speed and employee growth.

• Coach leaders to integrate skills signals into workforce planning succession and reward decisions.

Assessment Design & Validation

• Lead development of worldclass psychometrically sound assessments (e.g. rolecapability batteries situational judgement tests credentialing rubrics).

• Ensure instruments are fair valid and inclusive leveraging global PwC Assessment Standards.

Learning Culture & Initiatives

• Embed PwC Professional behaviours into everyday ritualse.g. startofmeeting reflections Wins & Learns huddles peer shoutoutsso Inspire Empower Evolve Champion Build and Deliver become habit.

• Deploy (in partnership with the career development team) microlearning nudges (videos quizzes chatbots) that reinforce desired behaviours in the flow of work.

• Cocreate firmwide cultural campaigns (e.g.: skills sprints hackathons) that normalise continuous learning and experimentation.

• Integrate social experiential and stretchassignment learning into onboarding academies and leadership programmes.

• Partner with Inclusion & Wellbeing teams to tailor initiatives across cultures generations and working styles; track adoption and behavioural shift.

Skills Data & Insights

• Build dashboards that surface realtime skills supply vs. demand identifying gaps futurecritical capabilities and reskilling ROI.

• Translate analytics into evidencebased recommendations for investment vendor selection and programme optimization.

• Report regularly to the People Leadership Team highlighting risk areas and success stories.

Stakeholder Engagement & Change

• Influence senior partners to shift from rolebased to skillsbased talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.

• Facilitate communities of practice that share success stories peer coaching and emergingskills alerts.

Required Skills Knowledge & Experience

• 10 years in Talent Performance Management or HC Business Partnering roles within complex matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics dashboarding and data visualisation (e.g. Power BI Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation coaching and influencing skills; comfortable engaging senior leadership.
• Bachelors degree in HR Business Organisational Psychology or related field; professional HR certification (CIPD SHRM) desirable.

Personal Attributes

• Systems thinker able to connect strategy data and humancentred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient solutionsoriented and adept at navigating change.
• Culturally agile with a collaborative mindset aligned to PwCs values of Care Act with Integrity Work Together Reimagine the Possible and Make a Difference.

Education (if blank degree and/or field of study not specified)

Degrees/Field of Study required:Degrees/Field of Study preferred:

Certifications (if blank certifications not specified)

Required Skills

Optional Skills

Accepting Feedback Accepting Feedback Active Listening Adaptability Analytical Thinking Career Development Change Management Coaching and Feedback Communication Confidential Information Handling Continuous Learning Creativity Data Analysis Data-Driven Decision Making (DIDM) Data Reporting Development Collaboration Embracing Change Emotional Regulation Empathy Employee Performance Management Human Resources (HR) Policies Human Resources (HR) Project Management Human Resources Management (HRM) Inclusion Intellectual Curiosity 19 more

Desired Languages (If blank desired languages not specified)

Travel Requirements

0%

Available for Work Visa Sponsorship

Yes

Government Clearance Required

Yes

Job Posting End Date

Required Experience:

Manager

#J-18808-Ljbffr

Talent management under the new global structure is focused on building a strong foundation that attracts develops and retains top talent for Visa linked to the organizations strategic goals. The team is focused on enabling individuals to reach their full potential while strengthening the companys overall workforce capabilities. This position plays a crucial role in supporting talent initiatives engaging with various stakeholders both regionally and globally and assisting in executing initiatives to enhance employee development engagement and experience.

• Act as primary point of contact and subject matter expert (SME) for process and reporting details related to our core Talent Management practices (e.g. ERP OKRs AR OTP etc.)
• Provide proactive communication and reactive support to PBPs and PAs across the region as they navigate talent management processes systems and tools throughout the year.
  
• Monitor and report on key talent metrics and analyticsto assess adoption of TM&D solutions evaluate effectiveness of programs and practices and help inform opportunities for improvement across the region
  
• Engage with TM&D COE leaders to complete user testing and provide input on design enhancements to Talent Management & Development programs and practices ensuring regional nuances and perspectives are being taken into account into our processes analytics approaches and systems.
  
• Build presentations and provide documentation of talent reviews succession planning talent cards performance ratings promotions decisions and development plans for high-potential employees leveraging consistent templates in preparation for roll-up reviews with our Head of Global Markets.
  
• Provide execution support of regional leadership development initiatives (e.g. hi-po networking
  opportunities SVP LEAD pods action learning project presentations to senior leaders etc.) inclusive of communications and logistics.
  
• Track progress in executive talent management offerings inclusive of coaching and executive assessments and follow up with PBPs and PAs to ensure career and development plans are in place and aligned with succession goals and talent review feedback.
  
• Coordinate centralized tracking and calendaring of regional talent discussions for annual review promotions and OTP in alignment with broader global timelines ensuring timely completion and open communication with global functions
  
• Assist running reports conducting analysis and providing insights for talent presentations for the regional leadership team.

This is a hybrid position. Expectation of days in office will be confirmed by your hiring manager.

Qualifications :

Bachelors Degree as a minimum

Additional Information :

Visa is an EEO Employer. Qualified applicants will receive consideration for employment without regard to race color religion sex national origin sexual orientation gender identity disability or protected veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.

Remote Work :

No

Employment Type :

Full-time

Are you a people-first operations leader who thrives on wearing multiple hats and bringing order to chaos?

Do you get energy from creating delightful workplaces, supporting executive teams, and building the operational backbone of a fast-growing startup? If you're a doer with sharp organizational instincts and a heart for people — this is your seat at the SmartCrowd table.

About SmartCrowd

Join the revolution at SmartCrowd, where fintech innovation meets real estate investment We're not your average company; we're a dynamic startup with a bold vision: to become the leading crowdfunding platform in the MENA region and beyond.

Our mission? To democratize real estate investing through fractional ownership, breaking barriers for investors of all backgrounds. Backed by cutting-edge tech and a passionate team, SmartCrowd is redefining how the region builds wealth.

Job Summary

We're looking for a highly adaptable and proactive HR Manager to take charge of SmartCrowd's day-to-day operations, HR function, and employee experience. You'll be at the center of the team — managing our workplace, supporting our executive leadership, and enabling our people to thrive.

This isn't your typical HR or admin role. You'll wear many hats, from managing visas and insurance to running culture initiatives and scheduling executive meetings. If you're resourceful, structured, and love building internal systems that work, you'll feel right at home.

What You'll Do

1. Own the Office: Ensure our Dubai office is well-maintained, organized, and operating smoothly.
2. Lead HR Processes: Develop and implement policies, onboarding plans, KPIs, and performance frameworks.
3. Manage Compliance: Handle employee records, work permits, visa renewals, and medical insurance in line with UAE regulations.
4. Support the C-Suite: Manage calendars, schedule meetings, book travel, and support executive productivity.
5. Champion Culture: Plan team events, support internal communication, and maintain a strong team vibe.
6. Be the Go-To: Serve as the point of contact for day-to-day employee needs and administrative tasks.
7. Vendor & PRO Liaison: Coordinate with government agencies and service providers to get things done on time.

What We're Looking For

• 4+ years of experience in HR, admin, office management, or executive support — preferably in a startup or fast-paced environment.
• Working knowledge of UAE labor law, visa systems, and PRO procedures.
• Strong organizational and multitasking skills — you get things done, and done right.
• Excellent communication, empathy, and problem-solving abilities.
• High level of discretion and professionalism in handling confidential matters.
• Tech-savvy — comfortable with Microsoft Office, HRIS tools, and scheduling platforms.

What Success Looks Like

• Office operations run like clockwork without constant intervention.
• C-level leaders are well-supported and able to focus on strategic work.
• Team members are engaged, empowered, and informed.
• HR systems are compliant, scalable, and human-centered.

Benefits

Why Join SmartCrowd?

• Work with passionate, high-performing people in a purpose-driven startup.
• Have a direct impact on our people, culture, and operational success.
• Shape the backbone of a scaling business — from systems to team experience.
• Collaborate closely with founders and leadership on company growth.
• Help democratize real estate investing in one of the region's fastest-growing fintech platforms.

Perks & Benefits

• Competitive compensation package
• Medical insurance
• Paid vacation & public holidays
• Performance bonus
• Work directly with senior leadership
• A culture that values autonomy, clarity, and momentum

Hiring Process

We respect your time and keep things simple (~3–4 hours total):

• Intro Chat – Get to know each other
• Experience & Scenario Interview – Dive into how you solve problems and build processes
• Culture & Leadership Interview – Align on mission, values, and team fit

Dubai, United Arab Emirates | Posted on 07/25/2025

Are you ready for a daring challenge with the world’s hottest luxury hotel group? Disruptive by design, FIVE Hotels and Resorts is redefining ‘FIVE-star’ hospitality and setting the gold standard across the industry.

Join the FIVE Tribe and get ready to make waves.

A driven self-starter with excellent communication, leadership, and organizational skills. As an astute creative and critical thinker, you can conceptualize and implement innovative solutions in a fast-paced environment. Your keen eye for detail and proactive execution ensure tasks are completed with precision and finesse. A ‘can-do’ attitude and a flair for ownership make you a highly motivated go-getter.

Your outgoing and approachable nature enables seamless connection with other ‘FIVERs’ and key stakeholders, ensuring a sensational journey at FIVE. As a Human Resources Coordinator, you will empower to deliver exceptional experiences across our award-winning destinations. Jump on board and unlock your potential in a vibrant environment that will elevate your career.

• A minimum of 1 year of experience in a human resources role in a luxury hotel environment is preferred.
• A bachelor's degree in human resources, business administration, or a related field is preferred.
• Strong familiarity with and understanding of UAE labor law and HR best practices.
• Computer literacy with mastery of Word, Excel, Outlook, and HRIS systems like Oasys.
• Impeccable communication skills, both verbal and written, with fluency in English (additional languages are a plus).
• A proactive nature with a meticulous eye for detail.
• Ability to handle confidential information with discretion, ensuring privacy and security.
• Superior problem-solving skills and the ability to exceed expectations in dynamic environments.
• A hands-on attitude fueled by a ‘can-do’ spirit.

• Provide efficient administrative support across all HR functions, including onboarding, performance management, training coordination, and offboarding.
• Maintain and update employee records within the HRIS system accurately.
• Issue employment contracts and facilitate onboarding with a professional and welcoming approach.
• Coordinate HR activities such as recognition events and employee engagement initiatives.
• Ensure compliance with internal policies, local labor laws, and health and safety regulations.
• Support payroll processing by managing attendance, leave, and other data inputs.
• Respond promptly and professionally to employee inquiries, providing clear guidance.
• Protect confidentiality of HR data and organizational matters.
• Prepare reports and documentation to support management decision-making.

‘FIVERs’ are cultured yet chic, confident yet humble, working hard to play harder. As a team member, you will embody the ‘Vibe at FIVE’ and create memorable experiences for our guests. If you aspire to work among like-minded individuals passionate about delivering unforgettable moments, this is your opportunity.

FIVE champions environmental stewardship and offers world-class entertainment and luxury living. Driven by a millennial core, FIVE leads in sustainable indulgence, creating high-energy experiences within an environmentally and socially responsible framework.

The FIVE Tribe comprises over 80 nationalities across 2000+ employees. We are committed to diversity and inclusion, and do not discriminate. Recognized as one of the top workplaces in the UAE, our community is a family bonded by shared values and goals, celebrating diversity and culture.

FIVE prides itself on being disruptively different and daringly unique. Our growing portfolio of luxurious destinations across the Middle East and Europe epitomizes glamour and experiential luxury, offering boundary-breaking experiences at our hotels, dining concepts, and nightlife venues. Join the high achievers of the FIVE Tribe who challenge conventions globally.

Learn more at: fivehotelsandresorts.com