334 Hr Policies jobs in the United Arab Emirates

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

A prestigious public sector entity with an exciting mandate to deliver innovative solutions across multiple sectors.

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar)
• A strategic thinker with proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental and individual levels.
• Strong knowledge of performance management methodologies, tools and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives at all levels.

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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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

Subscribe now to our mailing list and keep up to date with our offers and news.

Strategic Policy Initiatives Leader

This position is a part of an organization that drives cultural, educational, and socio-economic initiatives in Abu Dhabi.

The ideal candidate will lead the development of strategic policy initiatives with lasting impact.

• Conduct comprehensive research and analysis on foreign policy, public policy, and geopolitics to inform strategic decisions.
• Provide expert advice to senior leadership and project teams on geopolitical risks and policy recommendations.
• Develop and implement actionable policy analyses, syntheses, and insights to support strategic initiatives.
• Instill policy and geopolitical perspectives across organizational units.
• Lead and coach high-performing teams and analysts to build internal capabilities and deliver complex research projects.
• Foster collaboration with government, private sector, and academic stakeholders on policy matters.
• Support senior leadership with strategy, planning, and organizational development activities.

• Bachelor's degree in Public Policy, International Relations, or related field; Master's preferred (e.g., MPP, MPA, MBA).
• Minimum 10 years of experience in foreign policy, geopolitics, or government advisory roles. Experience in education policy is highly advantageous.
• Strong background in high-level advisory work (e.g., advising ministers, heads of government, international organizations).
• Proven experience leading and delivering complex research and strategy projects.
• Exceptional analytical skills with ability to break down complex policy problems and propose innovative solutions.
• Outstanding written and verbal communication skills with ability to influence senior decision-makers.

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To design, implement, and manage talent management strategies and programs that attract, retain, and develop high-performing employees. This role will also oversee HR reporting and analytics to ensure data-driven decision-making and continuous improvement in people management. The Talent Management Manager will align with international best practices.

Key Responsibilities

• Develop and execute talent management frameworks including succession planning, high-potential programs, and career development initiatives.

• Collaborate with senior leadership to identify talent gaps and ensure alignment with business strategy.

• Lead performance management cycles, including KPI alignment, feedback processes, and calibration sessions.

• Facilitate workforce planning and talent review sessions.

• Oversee the implementation of development programs for leadership and technical competencies.

• Ensure all programs align with CIPD frameworks and other relevant global standards.

• Evaluate learning initiatives for ROI and effectiveness.

3. HR Reporting & Analytics

• Design and deliver dashboards and reports on talent metrics such as attrition, engagement, succession, and development progress.

• Provide strategic insights and recommendations based on HR analytics.

• Ensure compliance and consistency in HR data management and integrity.

4. Stakeholder Management

• Serve as a trusted advisor to business units regarding talent challenges and opportunities.

• Partner with internal and external stakeholders (e.g., consultants, trainers, technology vendors) to deliver high-quality talent solutions.

Key Requirements

Education & Certifications

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).

• CIPD Level 5 or 7 (or equivalent such as SHRM-CP/SCP) required.

• Additional certifications in Talent Management, Learning & Development, or HR Analytics are an advantage.

Experience

• 5–8 years of progressive HR experience with a focus on talent management and reporting.

• Proven track record in leading talent programs, L&D initiatives, and data-driven HR practices.

• Experience with HRIS and reporting tools

Skills

• Strong strategic thinking and business acumen.

• Excellent analytical and reporting capabilities.

• Strong interpersonal and communication skills.

• Ability to manage multiple projects and stakeholders.

• Deep understanding of organizational development and adult learning principles.

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesStaffing and Recruiting and Human Resources Services

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