1 840 Human Resources Management jobs in the United Arab Emirates

Job Description
The purpose of this role is to provide administrative support to the Human Resources Division by ensuring the accurate digitization, organization, and maintenance of employee records within the electronic filing system. The volunteer will play a key role in enhancing the efficiency and accessibility of HR documentation, while upholding confidentiality and compliance with data management standards. This contribution supports the overall integrity of HR operations and facilitates timely access to critical information.

Responsibilities

• Organizing and Maintaining Employee Records - Sort, label, and file physical and digital documents such as contracts, performance reviews, and leave forms in accordance with company policies.
• Data Entry and Document Updating - Input employee information into HR systems or spreadsheets and ensure records are kept up to date.
• Retrieving and Preparing Files for HR Staff - Locate and provide requested documents to HR officers or managers for audits, meetings, or administrative tasks.
• Ensuring Confidentiality and Security of Files - Handle sensitive employee information with discretion and follow protocols to maintain data privacy.
• Assisting with Archiving and Disposal of Records - Help identify outdated files for archiving or secure disposal in line with record retention policies.
• Managing database - Providing data entry support to ensure the upkeep and maintenance of the database as per the system being used. Maintaining the physical filing system, if applicable; including repair of file folders when they become damaged, maintenance of a log of the file movements and ensuring that the filing room is kept tidy

HR Filing Clerk (Volunteer) Focused On Electronic Filing Completion

• Digitizing and Uploading HR Documents - Scan, rename, and upload employee-related documents (e.g., contracts, certificates, forms) into the designated electronic filing system or HRIS.
• Ensuring Accurate File Organization - Classify and tag digital files correctly using standardized naming conventions and folder structures to ensure easy retrieval.
• Verifying Document Completeness and Quality - Review scanned files for clarity, completeness, and accuracy before uploading; flag any missing or unclear documents to the HR team.
• Maintaining Confidentiality of Digital Records - Handle sensitive employee information with discretion and follow data privacy protocols when managing electronic files.

Supporting File Audits and Clean-Up Activities - Assist in identifying duplicate, outdated, or misfiled documents and help with digital archiving or deletion in line with retention policies.

Complying with Policies, Procedures, and Practices of the SSMC facilities and other regulatory requirements :

• Complying consistently with facility policies, procedures, and practices and ensuring alignment with SSMC facilities policies

Completing and maintaining regulatory requirements including licensure and certification and other mandatory training within established time frames

Maintaining Confidentiality
Maintaining confidentiality with regards to any information exchanged or received in the current capacity of role in accordance with facility policy

Promoting Customer Service standards

• Assuming the role of a brand ambassador for the facility and promoting a customer-focused philosophy in dealing with any stakeholders
• Maintaining positive and effective working relationships within the department/division and also with other departments/sections within the facility

Performing any other duties as may be assigned relevant to the basic responsibilities of the role

Adhering to the Occupational Health and Safety, Materials Management, and Maintenance standards

• Adhering to requirements of the Occupational Health and safety guidelines and infection control guidelines

Understanding and adhering to emergency preparedness plans/policies

Ensuring Personal Effectiveness

• Recognizing the necessity of continuously developing skills and acquiring additional knowledge appropriate to the position
• Dressing appropriately to meet the expectations of the specific work area and in alignment with the Occupational Health and Safety policies
• Building key partnerships within the organization for pursuing client-centered, comprehensive, integrated systems of care

Complying with any regulations related to mentoring, training and development of UAE nationals staff

Qualifications
Required: High School
Desired:
Diploma or equivalent in any field

About Us
Abu Dhabi Healthcare Company (SEHA) is the largest and most comprehensive healthcare network in the UAE that was established in 2007 with the objective of operating all public hospitals and clinics across the Emirate of Abu Dhabi.

SEHA is committed to delivering world-class healthcare services using the most advanced diagnostics and systems across its network of public healthcare centers and hospitals in addition to partnering with global leaders in healthcare, including world renowned organizations such as the Mayo Clinic.

About The Team
About Sheikh Shakhbout Medical City (SSMC)
SSMC is the largest tertiary hospital in the UAE and serves to elevate the provision of health care services in the nation under the mandate of the Abu Dhabi Economic Vision 2030.

Supported by the latest diagnostic and treatment modalities available, SSMC offers care in 44 specialties. A team of locally and internationally trained medical, clinical and admin professionals work seamlessly together, which promotes comprehensive interdisciplinary learning, allowing SSMC to become a leading hub for integrated patient-centric medical services in the region.

As the region's leading tertiary facility, SSMC has 742 patient beds, 18 operating theatres, and includes a hybrid operating room, 26-bed neonatal intensive care unit, and the UAE's largest pathology lab.

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.

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.

Job Title: Human Resources Manager

As an experienced Human Capital Business Partner (HCBP), you will be responsible for helping attract, develop, and support an exceptional group of people. You will work closely with leadership and management to provide operational HR support, strategic advice, guidance, and best practice solutions for the assigned business vertical of the Group. This role combines operational and strategic responsibilities, requiring a solid HR background and sound commercial exposure to partner effectively across the business.

Overview

The Human Capital Business Partner (HCBP) serves as a trusted partner to the business, supporting strategies and delivering talent and capabilities to impact operations and people positively. Responsibilities include managing talent acquisition, onboarding, and implementing Talent Management initiatives such as Performance Management, Succession Planning, and Talent Identification to foster a high-performing, agile workforce aligned with business goals.

Key Responsibilities

• Act as the primary HR partner to the business, assisting in creating and implementing HR strategies aligned with Group HCD policies and business needs.
• Develop strategies to attract, develop, and retain talent, including identifying capabilities needed for future success.
• Support the delivery of performance management cycles and guide managers on talent and employee-related issues.
• Drive manager development to promote clarity, accountability, and a positive employee experience, fostering a culture of engagement, diversity, and inclusion.
• Support talent development, learning, succession planning, and collaborate with stakeholders to align HR initiatives with business strategies.
• Ensure effective delivery of HR programs and services, monitor employee satisfaction, and improve HR service effectiveness.
• Build and maintain strong relationships with HR partners across the organization to coordinate HR efforts and meet business needs.
• Review and update job descriptions regularly, assigning competencies as per the role.
• Translate business requirements into effective HR practices and people solutions.
• Inform and consult key stakeholders on restructuring, redundancies, retirements, and policy changes.
• Collaborate with HC Support Services for audits and maintaining accurate employee data.
• Analyze HR metrics with data analytics teams to identify issues and trends, addressing them proactively.
• Participate in policy development and review in collaboration with HR Centers of Excellence.

• Align performance management strategies with overall business objectives.
• Design and implement effective PMS and L&D programs.
• Collaborate with department heads to identify skill gaps and create structured learning paths.
• Support HR initiatives including talent management, succession planning, and employee engagement.
• Actively participate in sales review meetings, providing constructive feedback and driving team performance improvements.
• Develop strategies to support business growth through policies, training initiatives, innovative ideas, and actionable plans.
• Partner with leadership to translate business goals into people strategies that drive performance and growth.
• Act as a change management champion by leading organizational transformation initiatives.
• Provide strategic workforce planning to ensure the right talent pipeline for current and future business needs.
• Use HR analytics and data insights to influence decision-making and improve business outcomes.
• Build a strong culture of performance, accountability, and continuous improvement.
• Serve as a trusted advisor to senior leaders on employee relations, organizational effectiveness, and talent development.
• Anticipate workforce trends and proactively recommend strategies to address challenges such as retention, engagement, and skill shortages.
• Align reward and recognition programs with business performance and employee motivation.
• Partner with management to ensure compliance with labor laws and best HR practices while maintaining business agility.

• MBA with 5–10 years of experience as an HR Business Partner.
• Must have strong exposure to strategic HR roles, preferably in a manufacturing or trading company.
• Experience in the UAE or home country is acceptable; however, the candidate must currently be based in the UAE.

Please note: This is neither a Generalist nor a Talent Acquisition role. Only candidates with proven HRBP experience are encouraged to apply.

The HR Business Partner will work closely with leadership and management teams to align human resources strategies with business objectives, while driving employee engagement, performance, and talent development. This role demands a high level of expertise in people management, organizational development, and an understanding of the unique needs of the luxury retail beauty sector.

• Strategic HR Partnership:

• Partner with senior management and department leaders to understand business goals and objectives and align HR strategies accordingly.

• Be the trusted advisor to business leaders on People topics: Talent Acquisition, talent management, workforce planning, performance management and succession planning.

• Talent Management & Development:

• Identify talent gaps, create strategies for recruitment, and collaborate with the Talent Enablement team to attract top-tier talent for key roles.

• Design and implement employee development programs that foster continuous learning and growth.

• Support leadership in cultivating high-performance teams, including coaching managers on effective team management and employee engagement practices.

• Employee Relations & Engagement:

• Foster a positive and inclusive workplace culture, ensuring alignment with the brand's values and LVMH Beauty.

• Lead initiatives aimed at enhancing employee engagement, satisfaction, and retention.

• Address employee relations issues with a solution-oriented approach, including conflict resolution, disciplinary actions, and grievance management.

• Performance Management:

• Support the performance management cycle, ensuring clear goals and performance expectations are set and met.

• Provide guidance on performance appraisals, feedback, and development plans to improve individual and team performance.

• Budget Management

• Oversight and full budget management on People costs + HR Budget for the brand

• Change Management:

• Lead or support brand & division change initiatives, ensuring smooth transitions, clear communication, and Maison and employee buy-in.

• Help drive the integration of new technologies, processes, and systems that impact employee experience and operational efficiency.

• Compliance & Risk Management:

• Ensure compliance with labor laws, company policies, and industry regulations related to HR practices.

• Advise and support CoE teams and brand HQ on compliance & DEI

• Reporting & Analytics:

• Leverage HR data and analytics with the CoE team to identify trends, track key performance indicators, and provide insights to business leaders for informed decision-making.

• Monitor and report on the effectiveness of HR programs, policies, and initiatives, recommending improvements & efficiencies.

• • Minimum of 3 years of HR experience, with at least 2 solid years in a business partner role within the luxury retail, beauty, or fashion industries.
• Proven experience in talent management, employee relations, and performance management.
• Strong understanding of HR best practices, including organizational development and change management.
• Experience in a matrix organization, demonstrating a collaborative and cross-functional working style.
• Excellent interpersonal, communication, and relationship-building skills.
• Ability to influence and work collaboratively with senior leadership and cross-functional teams.
• Knowledge of labor laws, HR policies, and industry trends.
• Strong problem-solving, conflict resolution, and negotiation skills.
• Ability to thrive in a fast-paced, luxury retail environment, and manage competing priorities.
• A strategic thinker who can deliver results through effective People initiatives and drive change when necessary.
• Commitment to LVMH Values: Creativity & Innovation, Entrepreneurial Spirit, Excellence, and Making a Difference.
• Bachelor's degree in HRM, Business Administration, or related fields. A master's degree or HR certifications (e.g., SHRM-CP, PHR) is a plus.

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.

Work Flexibility: Hybrid

Summary:-

You will be responsible for executing the talent strategy, providing consistent experience to directors, managers and employees and supporting and executing the engagement strategy for the market. The HR Business Partner provides HR partnership to managers and directors focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy. The HR Business Partner performs needs analysis to identify gaps in areas of compensation, talent, recruiting and change management and partners with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned business unit. You will possess a solid understanding of all HR functions and works with business clients and/or HR partners in areas such as employee relations, compensation, and performance management.

What you will do :

• HR Expertise and Guidance: You will act as a trusted advisor to managers and directors, providing expert HR guidance and strategic insight.
• Proactive Partnership: You will collaborate closely with managers, directors, and HR colleagues to proactively develop and implement innovative business solutions. You will also lead HR projects that support our goals and enhance overall performance.
• Continuous Improvement: You will identify opportunities to streamline organizational processes and improve outcomes. Implement solutions that align with global HR best practices.
• Strategic Execution: You will drive key business results by executing HR strategies that align with our organizational goals. Partner with subject-matter experts to develop tailored solutions.
• Organizational Insight: You will leverage your comprehensive knowledge of our organization and its operations and use business and HR metrics to inform decision-making and support our strategic objectives.
• Policy and Practice Alignment: You will build consensus on HR policy and practice decisions, ensuring alignment with organizational goals and compliance with regulations.
• Data-Driven Decisions: You will analyze and interpret HR data to make informed recommendations. Ask critical questions, gather relevant data, and present findings to managers, supporting our culture and HR strategy.

What you need :

• B.A. or B.S from accredited university required, Advanced Degree is a plus
• 8+ years of work experience in MNC required - previous HR experience including supporting multiple functions and interacting with COE's and business leaders is required
• Healthcare / Medical Devices sector experience is preferred
• Proven ability to collaborate effectively within a complex matrixed organization
• Demonstrated experience supporting multiple HR disciplines and diverse client groups
• Strong facilitation, consulting, relationship-building, influence, negotiation skills, and project management skills
• Capability to interact with individuals at all levels within the organization
• Skilled with change processes in complex systems
• Conflict resolution skills
• Strong situational assessment and objective evaluation skills
• Advanced written, verbal, and interpersonal communication skills
• Exercise independent judgment with strong attention to detail
• Analyze, understand and communicate complicated issues to Managers and Employees to ensure understanding
• Effectively facilitate discussions with and deliver communications to large groups of people
• Ability to effectively navigate Workday and Microsoft Office Suite
• Ability to handle multiple concurrent tasks and changing priorities

Travel Percentage: 0%

Lead and manage the end-to-end onboarding process to ensure a seamless new hire journey.

Act as the first point of contact for employee grievances, driving fair resolutions and fostering a supportive work culture.

Partner with business leaders to provide HR guidance on policies, performance, and engagement.

Implement employee relations strategies, focusing on retention and motivation.

Support organizational development and change management initiatives.

� Proven experience as an HRBP in the real estate sector (minimum 5 years).

� Strong exposure to onboarding, employee grievance handling, and engagement.

� Excellent communication, problem-solving, and conflict-resolution skills.

� Ability to work in a fast-paced, dynamic environment.