705 Human Resources Management jobs in Dubai

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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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.

Seddiqi Holding is a family-owned and managed company with a unique, diversified portfolio of businesses and brands across numerous sectors.

We are looking to hire a professional to support the Head of Talent Partnership (TPH) to ensure effective and efficient HR support, advice, consultation, and guidance is delivered to business units. The role is responsible to implement initiatives in alignment with Business Unit's and Human Capital (HC) Department's strategies.

Key Responsibilities:

• Act as talent partner and the focal point of contact for all employees within designated portfolios and collaborate with all HC functions, to ensure value-added and timely services are provided to employees.
• Responsible for implementing HC initiatives, strategies and corporate guidelines across business units; ensuring consistency, efficiency and value.
• Build and sustain valuable relationships with leadership members and managers in own business units to ensure proper implementation of HR practices and provide necessary support to meet current and future business objectives.
• Act as an employee advocate to address individual or group concerns and escalate unresolved issues to TPH.
• Work closely with key stakeholders, managers, and team leaders to maintain an engaged workforce and retain top talent.

Manpower Planning & Talent Acquisition

Provide support to the Head of Talent Partnership in coordinating and finalizing the annual manpower planning process and own the manpower planning and tracking for their assigned business units.

Prepare dashboards and reports that include trend and ratio analysis of norms for predicting future manpower plans and forecasted HR budgets based on trends and historical data analysis.

Take the lead on maintaining alignment between approved manpower plans and recruitment needs of the business guiding the Talent acquisition on manpower requirements.

Work with line managers to finalize recruitment requisitions and talent requirements for review of the TPH and HOD.

Work with the Talent Acquisition team and the business to organize selection processes, participate in interviews and assessments when necessary.

Follow up with Talent acquisition and Onboarding teams to ensure recruitment, selection and onboarding processes occur as per set timelines, escalating any issues or expected delays while keeping the business updated.

Understand non-budgeted workforce requirements and provide support to Hiring Managers to submit business justifications for approvals in line with internal standards.

Maintain accurate documentation, files, and records of approved budgets, RRFs, JDs and special approvals in line with internal standards.

Collaborate with TPH and TA to execute talent acquisition initiatives such as recruitment campaigns, Emiratization etc.

Organizational Design

Provide support and inputs to TPH on restructuring activities and ensure proper documentation of approved structures and structural changes.

Work with line managers on job specifications, complete job description questionnaires and draft job descriptions for review of the TPH and HODs.

Propose and implement change management initiatives to support organizational/departmental restructures, and job redesign.

Manage internal displacement resulting from business restructuring in coordination with TPH, Talent acquisition and Employee Experience.

Talent & Development

Provide insights and feedback on training and development needs based on specific job and team requirements through continuous monitoring of employee performance and analysis of statistical data collected from exit interviews, incident management and grievances.

Support the implementation of T&D initiatives by executing data gathering, progress tracking and measurement, to ensure accurate evaluation of performance.

Performance & Talent Management

Advocate a performance-driven culture by ensuring continued monitoring and timely reporting of performance gaps in relation to set KPIs, business plans and strategies.

Track and ensure completion of annual Performance Management cycles for respective business units ensuring objective setting, mid-year and year-end reviews are completed in line with HR Policy and agreed timelines.

Track, analyze and provide periodic reporting on progress of monthly, quarterly, and annual performance results to TPH and Line managers.

Utilize performance data, performance trends and history to make recommendations and facilitate talent development decision making.

Administer performance issues and related disciplinary actions in line with HC Policy, DOA and Disciplinary Offence Table and maintain relevant documentation and trackers.

Work with HPBP and Line Managers to formulate and implement performance development plans for high potential and improvement plans for underperforming employees.

Contribute with inputs on succession planning and retention strategies for key talent and critical positions within business units.

Ongoing Rewards Management

Support HC Systems & Rewards team in administering payroll by providing monthly submissions of updates affecting employee benefits.

Contribute with feedback and inputs from business and employees on existing Seddiqi rewards programs and market trends.

Support HC System & Rewards team and TPH in execution of annual salary and benefit review activities.

Employee Relations:

Mediate and resolve employees' grievances or queries and provide support.

Administer operational and employee-related incidents reported to the HC department.

Take necessary actions to investigate reported grievances or incidents, recommend appropriate disciplinary actions in line with HC Policy, DOA and Disciplinary Offence Table and HCD SLAs and maintain appropriate tracking of employee disciplinary history.

Conduct disciplinary meetings (formal or informal) with Line managers in line with HR policy.

Support TPH in communicating organizational messages within respective business units.

Monitor respective business units' attendance and absenteeism levels, escalate to TPH and recommend necessary actions to improve it.

Ensure compliance with laws, regulations and other requirements and escalate any breaches to attention of the TPH.

Manage employee special requests requiring evaluation and validation to make recommendations on exception to HC policy and secure documented approvals as per HC policy and DOA.

Responsible for initiating TPH SAP actions as per HC policy and DOA.

Provide support to TPH, Line Managers and HODs to identify retirement lists on annual basis to submit for approval; and manage communication plan with retiring employees.

Employee Experience

Coordinate with Employee Experience and Talent &Development teams to ensure new employees are promptly inducted and given support to become productive contributors to the business.

Work closely with TPH, management and employees to improve work relationships, build morale and increase productivity and retention.

Support execution of HC employee happiness strategy and initiatives and provide regular updates on responses to enhance employee experience throughout the employee lifecycle.

Support execution of employee recognition programs in line with the HR Strategy, plan and approved policy.

Manage resignation acceptance process by understanding underlying reasons of resignations, reviewing historical performance, identifying regretted losses, and making recommendation to retain talent.

Conduct exit interviews for all voluntarily departing employees. Track, report and analyze data collected and report to TPH and HOD periodically.

Monitor and examine staff turnover to provide insights and analysis of patterns and escalate any alarming trends.

HC Policy & Procedures

Receive employee Feedback/Suggestions on HC policies and consolidate findings for TPH review.

Collaborate with relevant HR teams for development and updating of policies, procedures, and Departmental SOPs.

Assist in administering, implementing, communicating, and provide support in interpretation of HR policies.

Plan and deliver awareness sessions on new and existing HR policies, HR guidelines and initiatives.

Required Skills and Qualifications

You should have:

• 8-10 years job-related experience, of which 4+ years in an HR Generalist role.
• Strong employee relations experience and full understanding of current employment legislation.
• Experience in retail, hospitality or any customer service industry is an advantage.
• Bachelor's degree or equivalent in Human Resources/Psychology or closely related discipline.
• Professional Certification in HR desirable.

This is a key position that drives all people-related matters and manages the day-to-day implementation of People Experience initiatives and policies in both operational and strategic levels to achieve high performance and high engagement organisation.

The role will work closely with the Country Director (CD), Regional People Experience Director (RPxD) and the People Experience teams in Dubai and Abu Dhabi offices to develop and deliver programs and campaigns aiming to provide our people with the best employment experience.

The role will be based in Dubai and will cover IDP's branches across UAE, requiring occasional travels within and outside the country.

• Accurate data of people information in SuccessFactors (SF).
• Collaboration with RPxD and SF team in designing, testing and implementing new modules in SF.
• Adoption of internal social media, JAM, to deliver a great people experience through regular content contributions and active participation in relevant discussions and topics.
• Digitisation of people process administration to increase effectiveness and enhance employment experience.

• Talent acquisition process by collaborating with internal and external parties through Application Tracking System (JobScore) to attract, recruit and hire high-quality talent into the organisation.
• Effective and efficient talent acquisition process to provide positive experience for hiring managers and candidates.
• Analysis, assessment of recruitment results, and identification of areas of opportunity and change. Use data to evaluate sourcing effectiveness, determine progress and process improvement.
• Onboarding and induction program to provide new joiners with a smooth and seamless onboarding experience.

• Payroll data preparation, coordination with Finance department to ensure pay made to employees correctly and on time.
• Benefits programs such as provident fund, life, medical, dental insurance, pension plans and leave entitlements.
• Annual salary and bonus review process by working closely with CD and RPxD.
• Liaison with Finance department in checking information and liaising with authorities for Social Security and tax purposes.

• Employee recognition programs in Global and Country levels.
• Cross-department collaboration through internal communications.
• Management of performance using Company's performance management tool (RISE).

• Training and development activities in the country.
• Mandatory training completion and e-Policy acknowledgement in SF.
• Collection of training requirements and support in conducting training need analysis and setting up delivery/implementation plan.

• Visa and work permit related issues such as application, renewal, cancellation, appealing and updating required employee information.
• Policies and procedures, HR Manual and employee handbook updates.
• Guidance on local employment legislation as requested by CD and employees.
• Statutory compliance related to people.

• Analyze employee data and trends to improve engagement , performance , and retention .
• Manage and support employee relations issues including conflict resolution, grievances, and disciplinary procedures.
• Partner with managers to implement effective performance management strategies.
• Ensure compliance with employment laws and company policies to reduce HR-related risks.
• Promote and uphold company values , culture , and ethical standards .
• Support the onboarding process for new hires, including managing immigration documents , benefits , and tax paperwork .
• Act as a trusted advisor to leadership on people-related matters .

• Bachelor's degree in Human Resources, Business Administration, or related field (CIPD or MBA in HR preferred)
• 6–7 years of progressive experience in Human Resources
• Proven expertise in employee relations , engagement , and performance management
• Strong interpersonal, communication, and conflict resolution skills
• Demonstrated experience in onboarding and HR operations
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
• Have exposure to SAP Success Factors
• Strategic thinking with a hands-on approach
• High emotional intelligence and integrity
• Ability to influence and build strong relationships across all levels

• Mid-Senior level

• Full-time

• Human Resources

• Motor Vehicle Manufacturing

As a seasoned professional in the field, you will be responsible for spearheading HR initiatives, cultivating a positive work environment, and driving business growth through strategic workforce management.

• Bachelor's degree in Human Resources Management or Business Administration
• 3-5 years of experience preferably in construction or real estate
• Strong knowledge of UAE labor laws and HR best practices
• Excellent interpersonal and communication skills both written and verbal
• Proficiency in HR software and Microsoft Office Suite
• Ability to handle sensitive information with professionalism

• Dynamic work environment
• Involvement in high-profile property launches
• Opportunity to grow within a fast-paced role
• Competitive salary
• Working schedule 6 days per week Sunday off

Job Title: HR Business Partner

AG&P LNG is growing rapidly, and we're seeking an HR & Talent Partner who can own the end-to-end recruitment and onboarding process in a dynamic startup environment.

This role involves working closely with hiring managers to create compelling job descriptions and manage job postings across various channels. You will also be responsible for screening CVs, shortlisting candidates, and coordinating interviews, as well as maintaining recruitment trackers and employee records.

• Partner with hiring managers to understand roles and draft engaging job descriptions.
• Manage job postings across multiple channels.
• Screen and filter CVs, shortlist candidates, and coordinate interviews.
• Maintain recruitment trackers, employee records, and HR files.

• 3–6 years of HR/recruitment experience, ideally with exposure to both agency and in-house settings.
• Strong grasp of end-to-end recruitment processes from drafting JDs to onboarding.
• Excellent organizational skills with the ability to manage multiple roles simultaneously.
• Proactive, hands-on approach with willingness to handle HR/admin tasks in a fast-paced startup culture.
• Strong communication skills (English required; Arabic a plus).
• Experience in energy/infrastructure/engineering sectors is an advantage but not mandatory.

• Direct reporting line to the Chief of Staff with high visibility to senior leadership.
• A dynamic, fast-paced work environment where you'll have real impact.
• The opportunity to shape HR processes from the ground up in a growing international company.

The role of an HR Manager is pivotal in managing the organization's workforce, fostering a positive work environment, and driving business growth through effective talent management.

This involves planning, organizing, and coordinating human resource functions to achieve strategic objectives.

• Manage the recruitment process from sourcing to onboarding new employees, ensuring compliance with labor laws and regulations.
• Develop and implement HR policies and procedures that align with UAE labor laws and best practices.
• Coordinate employee relations activities and address workplace issues professionally, maintaining confidentiality when necessary.
• Assist in performance management and employee development programs, focusing on skill enhancement and career progression.
• Maintain accurate and confidential employee records and HR documentation, adhering to data protection principles.
• Collaborate with management to enhance organizational effectiveness, employee engagement, and overall business performance.

• Emirati nationality with knowledge of local labor laws and cultural practices.
• Proven experience in HR roles within the UAE market, demonstrating expertise in talent management and workforce planning.
• Excellent communication and interpersonal skills, with the ability to build strong relationships with employees at all levels.
• Ability to handle sensitive information confidentially and maintain confidentiality when required.
• Strong organizational skills with attention to detail, ensuring accuracy and efficiency in HR processes.
• Proactive, flexible, and able to work independently or as part of a team, adapting to changing business needs and priorities.

The role of HR Manager involves overseeing the human resources function within the retail business, focusing on Employment Relations, Talent Management & Development, Compensation & Benefits, and general HR administration.

This position reports to the Head of HR MEA and works closely with the Retail Area Manager to ensure complete compliance and go-to-market strategies with retail at the core of their focus.

1. Talent Acquisition & Management
• Recruit, select, onboard new employees, and manage Talent Management through talent mapping and succession planning.
• Spend time in stores with teams to understand their needs and put together proposals for improvement.
• Create HR Action plans for new store openings and pop-ups.
• Regularly update and maintain the career website and an Internal posting/Internal mobility page on the Intranet and LinkedIn page.
• Manage and update Agencies preferred supplier list on an annual basis.
• Coordinate recruitment initiatives through local Universities and career fairs.
• Collect, communicate, and coordinate recruitment needs and requirements, expediting successful fulfillment.
• Lead HRBPs on overall recruitment priorities.
• Follow up on recruitment and proactively build a network and database of candidates.
• Maintain Workforce Planning and HC update files updated on a weekly basis in alignment with the Head of HR.
• Facilitate Internal Mobility applications.
2. Payroll & Administration
• Design and implement HR processes, policies, and procedures in line with local practices, rules, regulations, corporate, and competitors' practices considering Hub needs and consistency with other local markets.
• Ensure that HR Policies & Procedures are effectively implemented, applied, communicated, and maintained.
• Oversee Payroll activities and general HR administration.
3. Development Plans & Career Plans
• Work closely with the Retail Management & Head of HR MEA on a bi-annual Talent Mapping & Planning process, identifying and developing top talent within the business across all areas in Retail.
• Look at organization mapping and efficiency to ensure optimal staffing and development.
4. Performance Management Process & Salary Review
• Implement the Performance Management cycle and Yearly Salary Review and Target Bonus processes across Dubai through centralized tools and in alignment with HUB priorities.
5. Learning & Development
• Coordinate the delivery of training programs in cooperation with the MEA Training Team.
• Select the relevant participants, communicate training agendas and objectives, and manage transport/accommodation bookings, visa requirements, and catering if necessary.
• Partner closely with the MEA Training Team to design effective L&D solutions in partnership with the Retail Manager and Head of HR using internal and external methods.
6. Compensation and Benefits
• Together with the Head of HR, effectively structure benefits programs to attract and retain top talent in Dubai. Implement salary structures, brackets, and incentive plans following the annual Salary Review Process as aligned in HUB.
7. Employee Relations
• Provide advice on ER issues, develop policies and training for managers, respond to complex queries, and oversee all aspects of issues across the employee lifecycle such as disciplinary & grievance, always adhering to local labor laws and regulations.

A bachelor's degree in Human Resources or related field is required. Strong analytical skills and attention to detail are also essential.

We offer a competitive salary, comprehensive health insurance, and a generous pension scheme.

We encourage professional growth and offer opportunities for training and development.