239 Hr Director jobs in Dubai

Our client is a leading company based in Dubai committed to excellence and innovation in their industry. Due to the continuous growth and expansion they are seeking a dynamic and experienced HR Director (UAE National) to join their team.

As the HR Director you will play a pivotal role in driving the HR and administrative functions forward. You will be responsible for developing and implementing HR strategies policies and procedures to support the organizations objectives and foster positive work culture. Additionally you will oversee all administrative activities to ensure smooth operations and compliance with regulatory requirements.

Key Responsibilities:

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The HR Director is responsible for recommending and coordinating the execution of the humanresource strategy in support of the overall business plan and strategic direction of the organization

• Provides strategic leadership by articulating HR needs and plans to the executive management team.
• Translates the strategic and tactical business plans into HR plans.
• Evaluates and advises on the impact of long-range planning of new programs / strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.
• Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.

• Enables the management of all of the people functions of the organization in accordance with the policies and practices, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.
• Supports effective managerial application through the development and deployment of fit for purpose HR processes including, succession planning, talent management, change management, organizational and performance management, training and development, compensation and benefits, employee and labour relations, payroll and employee administration (within the context of the regional policy and HR framework).
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.

• Coordinate the implementation of Keolis way – organizational effectiveness model throughout the business to ensure that the necessary conditions are in place to enable each employee to fully contribute to the delivery of the business objectives and work to their full potential.
• Coordinate the annual employee survey program to drive employee engagement through a program of targeted interventions on the identified organizational deficiencies.

• Participate in the development of the plans and programs of the organization as a StrategicBusiness Partner (HRBP), particularly from the perspective of their impact on people.
• Plans, develops, organizes, implements, directs and evaluates the organization's humanresource function and performance.
• Provides technical advice and knowledge to others within the HR discipline.
• Manages the budget and other financial measures of the HR department.
• Stakeholder Relations
• Develops, implements, and manages labour relations in an effort to ensuring company complies with the collective bargaining agreement.
• Maintain productive trade union relationships, ensuring the organizations interests are represented at all times and that the trade unions are engaged, and the relationship enables the sustainable success of the organization.
• Work with the trade unions to establish working conditions that enable change and career development for our people in a safe and efficient manner.

• Ability to liaise in a professional and persuasive manner with staff at all levels in the organization; the HR Director needs to understand the metro system at hand as well as the organization and policies in place.
• Strong experience in local culture and regulatory environment. Understanding of political and economic trends in the country.
• Service oriented culture : build trust with operational managers at all levels. Strong experience in working collaboratively and cross-functionally.
• Excellent communication (verbal and written) and negotiation skills as well as relationship management skills.
• Role model in integrity and ethical standards.
• Proactive attitude with a strong sense of conviction.
• Experience from large complex disposal / integration processes, and large and long contracts.
• Previous work in Public Transportation (desirable) or in complex and big organisations
• Comfortable in representing the corporation to relevant stakeholders.
• Manage priorities effectively with enough flexibility to respond to changing needs and requirements.
• Acts on own initiative and able to take a creative, innovative approach as well as work as part of a team.
• Has a strong leadership and business acumen.
• Competent in Global & Cultural Awareness, Critical Evaluation and Consultation.
• Expert in Requisite Organization model (foundation of Keolis Way) Experience.

• Minimum of 10 - 15 years' generalist / operational HR experience.
• Minimum of 5 years' experience advising at a senior management level / board level as a HR Director.
• Experience of leading a team of people.
• Practical experience of delivering change in complex and demanding environments.
• Experience of working in a diverse, multi-site organisation.
• Client facing experience
• Experienced coach and mentor.

• Bachelor's degree in Social Sciences or other professional degree from top schools, with a post-graduate specialization in HR, master's degree in HRM, business or public administration, or closely related field.
• At least ten years of applicable experience in the Public Service industry (preferred) or incorporate and complex organisations.

Job Segment : Payroll, Human Resources Director, HR Manager, Performance Management, Relationship Manager, Finance, Human Resources, Customer Service

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The HR Director is responsible for leading the Human Resources department and ensuring the company's HR operations are effective, legally compliant, and aligned with the overall business strategy. The HR Director will manage talent acquisition, employee development, employee relations, compensation and benefits, and compliance with labor laws while fostering a positive workplace culture.

1. Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred).
2. Professional HR certification (e.g. SHRM-SCP, SPHR) is preferred.
3. Minimum of 8-10 years of experience in HR with at least 5 years in a leadership or management role.
4. Proven experience in developing and implementing HR strategies that align with business objectives.

Required Experience: Director

Charterhouse is working with one of the region's most prestigious five star hotels who are looking to hire an experienced HR Director for one of their established properties. Leading a team of 10 and reporting directly to the GM, you will be providing leadership, direction and guidance in all areas of HR management.
This role will be heavily focused around succession planning, performance management and achieving goals for the HR division. You will also be involved in developing policies and procedures, developing a HR manual for your division and managing the complete recruitment and selection process. You will be involved in overseeing the expatriate employment contracts and all aspects of compensation and benefits. This would include formulating total compensation packages, proposing and implementing a compensation and benefits system as well as developing job descriptions and job analysis when required.

The successful candidate should have previous experience in luxury hospitality for a five star plus property with a minimum of 500 employees. It is preferred that you also have UAE regional experience. You should be able to multi task, work both operationally and strategically and be very hands on in your approach. Candidates from a multi property background are highly desired for this role.

About The Company

The Charterhouse Partnership brand and business was launched in Dubai and the Middle East in April 2004 by a team of international recruiters and management consultants, after its inception in Sydney, Australia in September 2003. Charterhouse Middle East is now positioned as the leading regional recruiter within its area of disciplines and functional markets.
Charterhouse offers professional and bespoke contingency and retained search services to all sectors of the market. Service quality is guaranteed, thanks to a particular focus on flexibility. Charterhouse was the first international search and selection business to establish Dubai as its base. The growth in the Middle East region has been mirrored by Charterhouse globally, with offices now in Abu Dhabi, Hong Kong, Melbourne, Singapore, and Sydney, with further regional expansion planned across Qatar and Saudi Arabia.

Reports to: CEO/General Manager

Subordinates: HRBP Recruitment Training Compensation & Performance Employee Relations and other functional leads

Job Responsibilities:

Strategic Planning

• Develop comprehensive HR strategies aligned with company objectives driving organizational development talent pipeline building and corporate culture implementation.
• Participate in executive decision-making providing HR insights to support business goals.

Organization & Talent Development

• Optimize organizational structure to enhance efficiency; lead talent review succession planning and key talent development initiatives.
• Establish leadership development frameworks to enhance management capabilities.

HR System Development

• Refine policies and processes across recruitment training performance compensation and employee relations to ensure compliance and effectiveness.
• Design competitive compensation and benefits programs to improve employee satisfaction and retention.

Team Management

• Lead the HR team set departmental goals and oversee execution to enhance HR expertise and business collaboration.
• Ability to manage employees from diverse cultural and linguistic backgrounds.

Corporate Culture & Employee Experience

• Shape and promote corporate culture organize employee engagement activities and foster a sense of belonging.
• Address critical employee relations issues and mitigate labor risks.

Data-Driven Decision Making

• Leverage HR analytics (e.g. turnover rates productivity recruitment costs) to support leadership decisions.

Cross-Functional Collaboration

• Partner with business units to identify challenges and deliver HR solutions fostering deep HR-business integration.

Qualifications:

Education

• Bachelors degree or above preferably in Human Resources Psychology Business Administration or related fields.

Experience

• 8 years of HR experience including 3 years in HR Director or HR VP roles. Candidates with experience at top-tier internet companies (e.g. Alibaba Tencent NetEase ByteDance) are preferred.
• Chinese and Native-level English proficiency is required for communication with global teams.
• Experience managing international teams particularly in UAE-based companies is highly desirable.

Core Competencies

• Strategic Thinking: Ability to translate business strategies into HR initiatives.
• Leadership: Strong team management and cross-functional influence.
• Systematic Approach: Expertise in building or optimizing HR systems from scratch.
• Communication & Coordination: Exceptional negotiation and conflict-resolution skills.

The HR Director is responsible for recommending and coordinating the execution of the human resource strategy in support of the overall business plan and strategic direction of the organization.

KEY RESPONSIBILITIES

• HR Strategy — Provides strategic leadership by articulating HR needs and plans to the executive management and translates strategic and tactical business plans into HR plans. Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect attraction, motivation, development and retention of people resources.
• Participates in the development of the organization's plans and programs as a strategic partner, particularly from the perspective of the impact on people.
• HR Systems and Process — Enables the management of all people functions in accordance with policies and practices, ethics, and applicable laws and regulatory rulings. Supports effective managerial application through the development and deployment of fit-for-purpose HR processes including succession planning, talent management, change management, organizational and performance management, training and development, compensation and benefits, employee and labour relations, payroll and employee administration (within the context of regional policy and HR framework).
• Develops staffing strategies and implementation plans to identify talent within and outside the organization. Identifies external sources for candidates for all levels.
• Develops programs to embrace applicants and employees of all backgrounds and to enable full development and performance of all employees.

Organizational Design

• Coordinate the implementation of the Keolis Way – organizational effectiveness model to ensure conditions enable each employee to contribute to business objectives and reach full potential.
• Coordinate the annual employee survey program to drive engagement through targeted interventions on identified deficiencies.

HR Leadership and Organization

• Participate in the development of plans and programs as a Strategic Business Partner (HRBP), focusing on impact on people.
• Plan, develop, organize, implement, direct and evaluate the organization's human resources function and performance.
• Provide technical advice and knowledge within the HR discipline.
• Manage the budget and financial measures of the HR department.

Stakeholder Relations

• Develop, implement, and manage labour relations to ensure compliance with the collective bargaining agreement.
• Maintain productive trade union relationships, ensuring organizational interests are represented and unions are engaged to enable sustainable success.
• Work with trade unions to establish working conditions that enable change and career development in a safe and efficient manner.

KEY SKILLS

• Ability to liaise professionally with staff at all levels; the HR Director needs to understand the metro system at hand as well as the organization and policies in place.
• Strong experience in local culture and regulatory environment. Understanding of political and economic trends in the country.
• Service-oriented culture: build trust with operational managers at all levels. Strong experience in working collaboratively and cross-functionally.
• Excellent communication (verbal and written) and negotiation skills, and relationship management skills.
• Role model in integrity and ethical standards.
• Proactive attitude with a strong sense of conviction.
• Experience from large complex disposal/integration processes, and large and long contracts.
• Previous work in Public Transportation (desirable) or in complex and big organisations.
• Comfortable representing the corporation to relevant stakeholders.
• Ability to manage priorities effectively with flexibility to respond to changing needs and requirements.
• Acts on own initiative and can take a creative, innovative approach as well as work as part of a team.
• Strong leadership and business acumen.
• Competent in Global & Cultural Awareness, Critical Evaluation and Consultation.
• Expert in Requisite Organization model (foundation of Keolis Way).

EXPERIENCE

• Minimum of 10–15 years' generalist/operational HR experience.
• Minimum of 5 years' experience advising at a senior management level / board level as an HR Director.
• Experience of leading a team of people.
• Practical experience delivering change in complex and demanding environments.
• Experience of working in a diverse, multi-site organisation.
• Client-facing experience.
• Experienced coach and mentor.

EDUCATIONAL AND PROFESSIONAL QUALIFICATIONS

• Bachelor's degree in Social Sciences or a related field, with a postgraduate specialization in HR, master's degree in HRM, business or public administration, or closely related field.
• At least ten years of applicable experience in the Public Service industry (preferred) or in complex organisations.
#J-18808-Ljbffr

This senior-level position is responsible for overseeing daily human resources operations, including recruitment, employee onboarding, attendance monitoring and compliance with company policies. The successful candidate will manage employee records, support performance management processes, and assist in resolving employee relations issues.

• Manage daily HR operations to ensure smooth communication and adherence to HR procedures
• Support recruitment efforts, onboard new employees, and maintain accurate employee records
• Assist with performance management processes and resolve employee relations issues
• Implement HR initiatives, monitor workforce metrics, and support training and development programs

• 5+ years of experience in human resources preferably in industrial or project-based environments
• Proven ability to manage recruitment, onboarding, and employee relations processes
• Strong knowledge of HR policies, labor laws, and compliance requirements
• Excellent organizational, communication, and interpersonal skills
• Experience in performance management and workforce metrics monitoring
• Ability to handle sensitive information with discretion
• Proficiency in HR software and Microsoft Office applications

Core Responsibilities

1. Comprehensively coordinate HR and administrative systems

Build and optimize a global HR system (recruiting, compensation and performance, employee development, corporate culture, and employee relations), and oversee the entire administrative management process.

2. Performance and Incentive System Design

Led the design of innovative performance management systems (OKRs/KPIs) and established incentive mechanisms with strong business ties.

Key Focus: Responsible for the design, implementation, and long-term management of the Equity Incentive Plan (ESOP).

3. Strategic Recruitment of High-End Talent

Led the recruitment of high-level overseas talent (in technology, finance, and product areas), established cross-border recruitment channels, and ensured efficient recruitment for key positions.

Prioritized recruitment of talent in high-barrier-to-entry fields such as fintech, payments, and Web3/blockchain.

4. Organizational Development and Culture Implementation

Diagnose organizational effectiveness, drive management leadership, and establish an agile culture consistent with the characteristics of a technology company.

5. Compliance and Risk Management

Ensure compliance with labor policies in China and key overseas countries (such as Singapore, the US, and Europe).

Requirements

Bilingual Proficiency: Fluent in both Chinese and English (written and spoken);

Overall Experience: 10+ years of HR experience, 3+ years of experience as a HR leader, with the ability to coordinate HR and administrative management;

Core Expertise:

Expertise in performance management and equity incentive design (with practical ESOP implementation examples);

Successful experience leading high-end international talent acquisition (technology/finance);

Industry Background: Experience in fintech, payments, Web3/blockchain, or internet technology preferred;

Education: Bachelor's degree or higher in a related field such as human resources, management, or psychology.

Bachelor of Business Administration(Management)

Nationality

Any Nationality

Vacancy

1 Vacancy

Job Description

Core Responsibilities 1. Comprehensively coordinate HR and administrative systems Build and optimize a global HR system (recruiting, compensation and performance, employee development, corporate culture, and employee relations), and oversee the entire administrative management process. 2. Performance and Incentive System Design Led the design of innovative performance management systems (OKRs/KPIs) and established incentive mechanisms with strong business ties. Key Focus: Responsible for the des Core Responsibilities 1. Comprehensively coordinate HR and administrative systems Build and optimize a global HR system (recruiting, compensation and performance, employee development, corporate culture, and employee relations), and oversee the entire administrative management process. 2. Performance and Incentive System Design Led the design of innovative performance management systems (OKRs/KPIs) and established incentive mechanisms with strong business ties. Key Focus: Responsible for the design, implementation, and long-term management of the Equity Incentive Plan (ESOP). 3. Strategic Recruitment of High-End Talent Led the recruitment of high-level overseas talent (in technology, finance, and product areas), established cross-border recruitment channels, and ensured efficient recruitment for key positions. Prioritized recruitment of talent in high-barrier-to-entry fields such as fintech, payments, and Web3/blockchain. 4. Organizational Development and Culture Implementation Diagnose organizational effectiveness, drive management leadership, and establish an agile culture consistent with the characteristics of a technology company. 5. Compliance and Risk Management Ensure compliance with labor policies in China and key overseas countries (such as Singapore, the US, and Europe). Requirements Bilingual Proficiency: Fluent in both Chinese and English (written and spoken); Overall Experience: 10+ years of HR experience, 3+ years of experience as a HR leader, with the ability to coordinate HR and administrative management; Core Expertise: Expertise in performance management and equity incentive design (with practical ESOP implementation examples); Successful experience leading high-end international talent acquisition (technology/finance); Industry Background: Experience in fintech, payments, Web3/blockchain, or internet technology preferred; Education: Bachelor's degree or higher in a related field such as human resources, management, or psychology.

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