95 Hr Management jobs in the United Arab Emirates

About the role

As a People Analyst, you will play a pivotal role in enhancing employee experience and supporting organisational effectiveness by delivering day-to-day HR services and implementing strategic HR initiatives across the bank.Reporting to the Vice President – HR Business Partnering, this role collaborates closely with Senior HR Business Partners, business leaders, and cross-functional teams including Employee Services, Talent Acquisition, Payroll, and Benefits.

Collaboration & Administration

• Liaise with centralised HR teams to manage daily employee requests and resolve discrepancies related to payroll, leave, and job titles.
• Coordinate requisition launches and internal transfers, ensuring updates to organisational charts.
• Prepare and maintain HR reports (e.g., turnover, absence, headcount).
• Ensure compliance with UAE Labour Law, Central Bank guidelines, and internal HR policies.

Recruitment Participation

• Support recruitment processes in coordination with Talent Acquisition.
• Participate in Emirati talent selection and onboarding activities.
• Ensure smooth documentation and induction for new hires.

Employee Lifecycle Management

• Manage employee changes (joiners/leavers) and support the full HR lifecycle.
• Provide operational HR support including performance management and issue resolution.
• Administer engagement sessions and support the Employee Engagement Survey process.

Employee Relations Support

• Act as a point of contact for minor employee relations issues.
• Guide employees on HR policies, leave, and grievance procedures.
• Assist in disciplinary and conflict resolution matters.

Project Collaboration & Structural Alignment

• Contribute to HR projects and initiatives.
• Partner with Senior HRBP on structural changes aligned with strategic goals and cost management.

• Education : Bachelor’s Degree in Human Resource Management, Business Administration, Organisational Psychology, Banking & Finance, Law, or related field.
• Experience : 3 to 5 years in HR Operations or Generalist HR functions. Familiarity with UAE labour law and GCC banking norms.
• Industry Exposure : Experience within Banking, Financial Services, or regulated industries will be preferred.

HR Business Partner Retail & Emiratization Middle East

As an HR Business Partner, you will act as a strategic partner to the business, supporting Retail teams across the region. You will play a key role in driving people strategies, fostering employee engagement, and ensuring the implementation of HR best practices aligned with business objectives.

• Act as a strategic HR business partner to HRM & Retail Teams across three Dubai Mall locations, providing expert consultation and guidance on complex people‑related issues and aligning HR strategies with business objectives.
• Proactively manage and resolve employee relations matters, including sensitive grievance, performance management, and disciplinary cases, ensuring legal compliance and equitable outcomes.
• Conduct routine site visits to foster strong relationships with store employees, proactively addressing HR-related concerns and identifying opportunities to enhance the employee experience.

• Collaborate with Store Managers to forecast future talent requirements, develop comprehensive workforce plans aligned with business goals, and proactively address staffing needs.
• Spearhead the recruitment process for managerial and key leadership roles, partnering with hiring managers to optimize candidate selection and ensure a seamless onboarding experience.
• Champion succession planning and internal mobility initiatives to cultivate a pipeline of future leaders and maximize employee retention.
• Conduct strategic retention interviews and analyze attrition data to identify key drivers of employee turnover and develop targeted strategies to improve employee satisfaction and engagement.

• Collaborate with HRM and Store Managers to conduct thorough needs assessments, and partner with the learning and development team to implement targeted training programs aligned with organizational objectives.
• Support career development and internal mobility initiatives in partnership with HRM, providing employees with clear pathways for advancement and maximizing talent retention.
• Drive the performance management process, providing expert guidance to managers on setting SMART objectives, conducting effective performance reviews, and fostering a culture of continuous improvement.
• Conduct comprehensive salary benchmarking and individual compensation reviews, ensuring competitive and equitable pay practices.
• Serve as a subject matter expert on compensation structures, bonus schemes, and career progression opportunities, providing expert advice and guidance to employees.

• Collaborate with store leadership and head office stakeholders to ensure consistent adherence to the Emiratization Mandate across all locations.
• Conceptualize and implement a comprehensive Emiratization Graduate Program within Louis Vuitton, designed to attract and develop top Emirati talent.
• Lead the development and execution of strategic networking and upskilling initiatives throughout the UAE, specifically tailored to cultivate local talent with a passion for luxury retail.

• Spearhead the development and implementation of comprehensive action plans based on employee engagement survey results, driving measurable improvements in workplace satisfaction and employee morale.
• Collaborate on regional HR strategic projects, contributing expertise and insights to support broader organizational goals and initiatives.

• Demonstrated ability to develop and implement HR strategies that directly support and enhance core business objectives.
• Strategic and proactive problem‑solver with a proven ability to anticipate and resolve complex HR challenges in a dynamic business environment.
• Proven ability to thrive in a fast‑paced, high‑pressure, luxury retail environment, demonstrating adaptability and resilience.
• Arabic Speaker.

Founded in Paris in 1854, Louis Vuitton perpetuates the ambitious vision of its namesake. From its origins as a master trunk maker, manufacturing boxes used to pack both everyday objects as well as voluminous wardrobes, Louis Vuitton and his successors introduced numerous innovations including the advent of the flat‑top trunk, lightweight canvas, signature patterns, and the tumbler lock. Today, Louis Vuitton’s legacy is expressed through its rigorous spirit of innovation, the boldness of its creations and an uncompromising demand for excellence.

At LVMH, people make the difference in the art of crafting dreams.

Our people fuel our dynamic, entrepreneurial culture. We value collective ambitions, encouraging our talents to push boundaries and champion a curious, audacious state of mind. Our commitment to excellence is reflected in nurturing every individual with a growth mindset and development opportunities, consistently empowering them to reach their full potential. We are actively committed to positive impact through an inclusive environment that supports and gives back to our talented community.

Join us at LVMH, where your talent is at the heart of our collective successes.

HR Business Partner | Dubai Job Description

So, let’s break it down – the HR Business Partner gig? It’s not just some corporate buzzword parade. You’re basically the right-hand human for senior leadership, making sure HR doesn’t get stuck in a dusty corner but actually lines up with what the business needs. Gotta have some game for this one, ‘cause you’ll be steering change, keeping people fired up at work, and, yeah, juggling all the fun legal stuff (UAE labor law is no joke).

Now, about being “strategic.” Real life, you’ll be in the thick of things with the bigwigs—dreaming up HR projects, trying to keep people happy, and figuring out how to keep folks from bailing every six months. Workforce planning? Sure. Succession management? You bet. Basically, anything that keeps things running smoother and keeps the office vibe from turning toxic.

And let’s talk people stuff. This role is all about managing those inevitable work blow-ups—whether you’re diffusing drama, handling the not-so-fun “can I talk to you for a second” convos, or making sure the company doesn’t end up on some viral exposé. Gotta have a solid gut on fairness and know when to lay down the law or just listen.

Then you’ve got the daily grind: payroll, onboarding, all those forms that mysteriously disappear, making sure policies don’t just collect dust. And you have to be on top of UAE labor law—seriously, people will be coming to you like you’re Wikipedia with a coffee habit.

Last thing—talent. You’re the person behind the scenes figuring out who needs sharpening up, who’s ready to lead, and who’s probably gonna need a push (or two). Training, engagement, all that jazz—your fingerprints will be everywhere. TL;DR: If you like keeping people out of trouble, building a team that doesn’t quit, and aren’t afraid of digging into the rulebook, this one’s for you.

Hey, if you’re up for this gig, just shoot your CV over to Make sure you slap “Application – HR Business Partner (HRBP)” in the subject bar—don’t get creative, just copy-paste it. Oh, and don’t forget to flex your HR leadership chops and show off how well you know UAE labor law. This is your time to brag.

R Real Estate? Oh, these guys are pretty much a household name in the UAE property game. They’re all about top-notch service, always banging on about integrity and innovation—yeah, the buzzwords—but honestly, they do seem to mean it. What I like is they actually back their talk; employees aren’t just cogs in some corporate machine. It’s more like, “Hey, your ideas matter. Grow with us, not just for us.” You get the sense people actually want to show up—not just because it pays the bills, but because the place doesn’t suck the soul outta you.

Senior HR Business Partner Corporate & Business Expansion | Retail

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands.

By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

Overview of the role

Act as a strategic HR advisor to senior leadership, driving cross-functional organizational design, reporting efficiency, and scalable people strategies. The role is critical in building new business sectors from scratch, leading through M&A transitions, and shaping agile structures that enable performance, growth, and compliance.

What you will do

Organizational Design & Transformation

• Lead org structure design, workforce planning, and reporting lines to support growth and efficiency.
• Drive restructuring and capability shifts during M&A, integration, or new business launches.
• Conduct org reviews and assessments to ensure agility and alignment.

Scaling & New Business Development

• Build HR and talent infrastructure for new sectors or markets from inception.
• Accelerate onboarding and upskilling to drive productivity in newly formed units.
• Shape succession, retention, and performance strategies aligned with business goals.
• Deliver impactful L&D plans and talent development for high-potential and critical roles.

HR Governance & Compliance

• Ensure adherence to HR policies, internal controls, local laws, and Emiratization targets.
• Support cultural transformation, engagement, and change initiatives.
• Manage manpower planning, HR budgeting, and employee cost reporting.
• Use human capital metrics to advise leadership and enable data-driven decisions.
• Play an advisory role in creating and managing a lean and multi-skilled workforce.
• Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies.
• Play a key role in communicating organisational messages and monitoring feedback within the business units.
• Ensure compliance with localisation policy and targets. Look at business unit productivity and take necessary actions to improve it.

Required skills to be successful

• Change management
• Analytics
• Organization Design & Development
• Coaching and performance management

What equips you for the role

• Strong HR Business Partner or HR Generalist experience
• Proven track record in org design, start-up HR, and M&A transitions
• Degree in HR, Psychology, or Business; CIPD preferred

We are an equal opportunities employer and welcome applications from qualified candidates.

Easy Job Titles in HR Dubai

Dubai is home to some of the world’s leading multinational companies across industries like finance, technology, logistics, healthcare, and retail. These organizations rely heavily on experienced HR professionals to manage talent, drive employee engagement, and align workforce strategies with business goals. Among the most sought-after positions are HR business partner roles in Dubai, which offer global exposure, career advancement, and highly competitive compensation. If you have strong human resource expertise and aspire to work in a dynamic multinational environment, Dubai offers unmatched opportunities to grow your career.

• HR Business Partner – Multinational Company
• Senior HR Business Partner – UAE
• Human Resources Manager – Dubai
• Talent Management Partner – Global Firms
• HR Operations Manager – UAE
• People & Culture Partner – Dubai
• Strategic HR Advisor – Multinationals

To qualify for an HR business partner role in Dubai’s multinational companies, candidates must meet specific educational and professional standards. Common requirements include:

• Education: Bachelor’s or Master’s degree in Human Resources, Business Administration, or Organizational Development.
• Experience: 5–10 years of HR experience, with at least 3 years in a business partner or managerial role.
• Certifications: HR certifications such as CIPD, SHRM, or HRCI are highly desirable.
• Skills: Strong knowledge of talent management, performance evaluation, employee relations, and HR strategy.
• Communication: Excellent English communication skills; Arabic language proficiency is a plus.
• Leadership: Ability to collaborate with senior executives and influence organizational decisions.
• Knowledge of UAE Labor Laws: Familiarity with employment regulations and compliance requirements in the UAE.

Multinational companies in Dubai offer attractive salary packages for HR business partner roles. The compensation usually includes:

• Salary Range: AED 25,000 – AED 45,000 per month (tax-free).
• Housing Allowance: Some firms provide housing benefits.
• Transportation: Car allowance or company-provided transport.
• Medical Insurance: Full coverage for employee and dependents.
• Annual Bonus: Performance-based financial rewards.
• Flight Tickets: Yearly air travel allowance to the home country.
• Training & Development: Opportunities for international certifications and career growth.
• Work-Life Balance: Paid annual leave, wellness programs, and flexible working policies.

Leading multinational companies in Dubai such as Deloitte, PwC, Accenture, IBM, Emirates Group, and Nestlé often recruit HR business partners to support their diverse workforce. To apply, visit the official career portals of these organizations or apply through UAE-focused job platforms. Here is a sample company note: Apply for HR Business Partner Roles – Dubai Multinational Careers. Before applying, ensure your CV highlights HR certifications, leadership skills, and proven success in workforce management.

Pursuing a career as an HR business partner in Dubai multinationals is a rewarding step for HR professionals seeking international exposure and career progression. With tax-free salaries, global networking, and world-class benefits, Dubai remains a top destination for ambitious HR leaders. If you have the qualifications and passion to influence organizational success, this is the perfect time to apply and secure your next big role in the UAE.

1. Q1: What is the average salary for HR business partner roles in Dubai? A: Salaries typically range between AED 25,000 – AED 45,000 per month, depending on experience.
2. Q2: Do multinational companies in Dubai provide visa sponsorship? A: Yes, most companies provide full visa sponsorship and relocation support.
3. Q3: Which multinationals hire HR business partners in Dubai? A: Top employers include Deloitte, PwC, Accenture, Nestlé, and Emirates Group.
4. Q4: Are HR certifications required for these roles? A: Certifications like CIPD, SHRM, and HRCI significantly improve hiring chances.
5. Q5: Can international candidates apply for HR roles in Dubai? A: Absolutely, multinationals welcome global professionals with strong HR expertise.

Who We Are

NEXT Ventures is where ambition takes shape and momentum becomes movement. As a global platform revolutionising access to performance-based capital, we empower the world’s most driven individuals to rise. Through our flagship brand, FundedNext, we empower dreamers to become doers, and potential to turn into performance. With 500+ driven minds across five countries, we power a global rhythm—220,000+ daily users from 170+ nations, each chasing greatness in their own way.

Your Role in Our Mission

As the Lead - Regional HR Business Partner, you’ll play a pivotal role in translating our business vision into people strategy across Southeast Asia, South Asia, and EMEA. You will partner with senior leaders in trading, technology, and operations to drive organizational effectiveness, talent growth, and performance excellence. This role is about connecting business momentum with people capability—ensuring every region’s growth is powered by the right structure, leadership, and culture.

How You’ll Make an Impact

Strategic HR Partnership

• Serve as a trusted advisor to regional and functional leaders on people strategy, organizational health, and performance.

• Translate global business priorities into localized people plans that advance firm-wide OKRs and regional growth objectives.

• Anticipate workforce challenges—skills, retention, engagement—and co-develop proactive solutions with HR Centers of Excellence (CoEs).

• Partner with business heads to define and monitor people-related OKRs, aligning hiring, development, and performance to business outcomes.

Collaboration with Global HR CoEs

• Work closely with Total Rewards & Performance to align compensation, incentives, and review cycles with market and firm philosophy.

• Partner with HR Analytics to interpret data on headcount, attrition, and performance trends for strategic workforce decisions.

• Collaborate with Talent Acquisition to ensure timely, high-quality hiring aligned with regional business demand.

• Coordinate with Learning & Development on leadership capability, upskilling, and talent readiness initiatives.

• Partner with People Operations on employee experience, compliance, and cross-border mobility programs.

Organizational Design & Workforce Planning

• Partner with business leaders to structure teams effectively for speed, scalability, and performance.

• Conduct organizational health reviews and ensure optimal spans, succession, and leadership depth.

• Collaborate with Finance and HR Analytics to deliver integrated regional workforce plans that balance cost, capability, and agility.

Performance & OKR Management

• Cascade and monitor performance goals and OKRs, ensuring alignment with global and regional priorities.

• Coach managers on feedback culture, performance differentiation, and growth planning.

• Use data analytics to assess and refine performance frameworks, ensuring measurable impact on business results.

Leadership & Stakeholder Management

• Lead and mentor regional HRBPs to deliver high-impact HR solutions across multiple markets.

• Act as a bridge between global HRBP leadership and regional business stakeholders, driving consistency and alignment.

• Influence through insight and data, earning credibility across diverse functions and leadership levels

What You Bring

• Bachelor’s degree in Human Resources, Business, or a related discipline (Master’s preferred).

• 10+ years of progressive HR experience, including at least 5 years in HRBP or HR leadership roles within financial services, fintech, or trading industries.

• Demonstrated success in partnering with global HR CoEs (Rewards, Analytics, Talent Acquisition, L&D).

• Proven experience designing and embedding OKR-based performance and workforce frameworks.

• Strong analytical and commercial acumen, with comfort using data to drive decisions.

• Exceptional stakeholder management, influencing, and problem-solving skills in dynamic, high-stakes environments.

• Solid understanding of regional labor laws, compliance, and HR best practices across SEA, South Asia, and EMEA.

Your X-Factor

• Moves seamlessly between strategy and execution, translating complex business needs into actionable people plans.

• Builds trust through insight and empathy, balancing business priorities with human outcomes.

• Champions data-driven decisions and challenges assumptions with confidence and credibility.

• Elevates others—coaching HRBPs and leaders to operate with clarity, purpose, and performance mindset.

Your Journey After Applying

• 30-minute HR Session with the Talent Acquisition team

• 60-minute Strategic Discussion with the Global HRBP Leader

• Regional Case Study Presentation with People & Culture Leadership

• Final Interview with the Chief People Officer
  
  

Why Join NEXT

At NEXT Ventures, people are our greatest advantage—and our boldest investment. Here, HR isn’t a support function; it’s a growth engine. Join us to lead the evolution of people strategy across regions, shape the future of work in a fast-scaling fintech, and help great talent unlock global impact.

Your next big move starts here.

Human Resources Management (Professional HR)

ID 118

HRM, Training Courses

This program deals with the latest innovations and direction of today’s Human Resource Departments. This essential program will provide you with the best in new techniques, processes and direction that leading HR departments need to take to be world class.

Rapid and radical change is affecting the whole of the world. Some parts of the Middle East are facing significant challenges in terms of growth and competition. In other places, the key to prosperity as an organisation is seen as controlling costs and maintaining market competitiveness. In these circumstances, companies are increasingly searching for a source of competitive advantage through HR.

Module 1 - Leading Strategic HR Transformation

Module 2 - The Business of HR

• You will learn how to:
  • Master the new HR strategic process
  • Transform strategic requirements into HR objectives using the 6 S model
  • Create HR strategic action plans to achieve business objectives
  • Provide innovative predictive information
  • Practice business information interviews and present results
  • See the big picture for the future of employment and performance through people
  • Build your professional confidence
  • Identify the context for change – the economic and social changes that are driving employment change
  • Identify current employment practices and establish an agenda for change
  • Examine international developments in employment practices
  • Establish best practices covering issues such as Leadership and Management Style, Recruitment and Retention, Performance Management, Work Organisation, Equal Opportunities, Industrial Democracy, Employee Relations and Communications, Consultation and Involvement

• Upon completion of this seminar, you will know how to:
  • Use a strategic model to build an HR strategy and understand where strategy fits into corporate business
  • Utilize the 6 S process to translate strategy into HR action
  • Write business action plans to delegate strategic tasks
  • Build and produce high-level management information
  • Report on HR trends and master emergency planning
  • Conduct executive briefings to gather and disseminate information
  • Show the added value of HR to your business
  • Translate current trends to maximize Human Capital investment

Those attending the programme will return to their organisation equipped with up-to-date knowledge of the full range of issues involved in the development of the HR function as a competitive advantage.

Delegates will be able to develop an operational response to the strategic issues raised, with a concentration on practical steps.

• Demonstrate the HR strategic model to others
• Perfect high-level interviewing skills
• Develop social skills for use at the executive level (via EQ measurement)
• Maintain a future focus
• Manage an HR team to produce strategic results
• Deliver strategic objectives on time and on budget
• Demonstrate self-development and CPE record
• Self-start to achieve business objectives
• Demonstrate fiscal control and create ROI
• Improve HR practices
• Set and achieve business objectives for performance management

• Develop strategic thinking using the 10-step model
• Forward planning
• Analytical thinking
• Creativity and innovation
• Writing outlines for the 6 S process
• Master construction of Business action plans
• Use and master HR statistical packages
• Personal presentation skills
• International HR law
• Manpower planning
• Practice strategic planning
• Review recruitment and selection
• Use performance management tools
• Review the use of competencies

Module 1: Leading Strategic HR Transformation

• The Formulation of Strategy, How it Works – The Process Explained
• Translating Strategic Requirements into Business Action Plans – Including the Formation of HR Budgets
• Mastering Predictive Trends & Management Information – Getting the Big Picture
• Key Performance Factors – Maximising Human Capital
• Understanding and being able to Act on High Level HR Trends

Module 2: The Business of HR

• The Context for Change
• Managing Performance, Behaviour and Culture
• Implications for Employment Practice
• Employee Relations
• The Future for Employment Practices

At European Quality Training and Management Consultancy, we provide high-quality training and consultancy services to develop future leaders. With a team of skilled experts, we tailor programs to meet the needs of public and private sectors, grounded in quality, ethics, and social responsibility. Our client-focused approach ensures professionalism and sustainable outcomes.

European Quality Training and Management Consultancy

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