47 Learning And Development Director jobs in the United Arab Emirates

Are you a dynamic and experienced Human Resources professional looking for an exciting opportunity to lead and shape the Human Resources function of a prominent organization in the United Arab Emirates? The Company is currently seeking a highly motivated and talented individual to join our team as the Human Resources Director.

Location: United Arab Emirates (UAE)

Position: Human Resources Director

Salary: AED 35,000 - AED 50,000

• Develop and implement HR strategies, policies, and procedures aligned with the company's objectives and local regulations.
• Oversee the recruitment and selection process, ensuring the acquisition of top talent to meet the organization's workforce needs.
• Lead the performance management system to drive employee engagement, productivity, and development.
• Provide guidance and support to managers and employees on HR-related matters, including employee relations, compensation and benefits, and organizational development.
• Develop and execute training and development programs to enhance employee skills and competencies.
• Ensure compliance with labor laws and regulations, maintaining up-to-date knowledge of relevant legislation.
• Develop and maintain effective relationships with external stakeholders, such as government authorities, labor unions, and other HR professionals.

• Bachelor's or Master's degree in Human Resources Management, Business Administration, or a related field.
• Proven experience as an HR Director or in a similar senior HR leadership role.
• In-depth knowledge of UAE labor laws and regulations.
• Strong understanding of HR best practices, trends, and innovative approaches.
• Demonstrated experience in developing and implementing HR strategies and initiatives.
• Exceptional interpersonal and communication skills with the ability to build relationships at all levels of the organization.
• Excellent leadership and people management skills.
• Ability to handle multiple priorities and meet deadlines in a fast-paced environment.
• Fluent in English; Arabic language skills would be an advantage.

If you possess the skills, experience, and passion for driving HR excellence, please submit your resume and a cover letter. Kindly mention "HR Director Application" Only shortlisted candidates will be contacted for further selection processes.

The Company is an equal-opportunity employer committed to diversity and inclusion. We welcome applications from qualified individuals, regardless of race, religion, nationality, gender, age, or disability status.

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"I joined as a server on the catering staff. Thanks to Hyatt's training and support, I now oversee a brilliant team that helps brings events to life."

A t Hyatt Place Dubai Hotels, we are a cluster of select-service properties designed for guests who value comfort, efficiency, and genuine hospitality. Located in key neighborhoods across Dubai, our hotels connect travelers to the city’s vibrant culture while offering a seamless and personalized experience. Our team members are approachable, proactive, and passionate about creating a workplace that reflects care and collaboration.

As HR Officer , you will support the Human Resources function across the cluster, ensuring smooth execution of HR operations and colleague engagement initiatives. You will assist in recruitment, onboarding, training coordination, and HR administration, while promoting a culture that reflects Hyatt’s values. We’re looking for someone who is organized, empathetic, and enthusiastic about people and development.

What you’ll be doing:

• Partnering with operational leaders to drive effective recruitment strategies through Hyatt.jobs, LinkedIn, social media platforms, career fairs, and recruitment days .
• Delivering a seamless onboarding experience , from interviews and career chats to preparing and presenting appointment letters.
• Supporting the administration of employee relations, payroll, benefits, compensation, and recognition programs .
• Ensuring strict confidentiality and professionalism in all HR matters.
• Coordinating with government and immigration authorities to ensure compliance with local labor laws and regulations.
• Providing strong administrative and organizational support to the Director of Human Resources and ensuring smooth implementation of hotel policies, standards, and procedures.

• University Degree/Diploma – preference given to Human Resources / Hotel Management or business-related degrees
• Excellent communications, interpersonal and MS Office skills

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Date: Aug 2, 2025

Company: Abu Dhabi Accountability Authority

Job Objective
Direct and guide the development and implementation of the HR strategy, objectives, and growth plans to enable the attraction, engagement, development, and retention of a qualified workforce within AbuDhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve
corporate strategic objectives.

Key Responsibilities/Duties
A. Strategy and Planning
• Direct and lead the development and implementation of the department related policies, systems, procedures manual, Delegation of Authority, system user manuals and standard forms to ensure compliance across the Authority and alignment with ADAA’s overall policies and procedures.
• Ensure effective cascading of the sector strategy into the department’s strategic and operational plans to achieve ADAA’s overall objectives.
• Develop and direct the implementation of the department strategic, budget and procurement, and operational plans, and monitor corporate performance ensuring alignment with the sector strategy, ADAA’s vision, mission and corporate objectives.
• Forecast and develop department budget and direct the monitoring of financial performance against the budget to ensure areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon.
• Develop the department Key Performance Indicators (KPIs) in line with ADAA’s overall objectives and ensure that sections meet KPIs in order to improve efficiency and effectiveness.

B. Operations (with sub-headings)
HR Strategy and Organization Effectiveness:
• Provide leadership, management, and vision to ensure that ADAA has the strategic human resource infrastructure in place, aligned to future direction.
• Provide overall leadership and strategic guidance to ensure conceptualization, implementation, review and sustenance of workforce planning, organizational effectiveness, Emiratization andemployee engagement strategies and initiatives to achieve HR excellence.
• Provide subject matter expertise and contribute to the design, planning and execution of company-wide transformational programs and initiatives and ensure alignment with set plans to achieve objectives to drive performance and positive change across the organization.
• Contribute to the development of the organizational governance framework and advise Senior Management on related matters to enable smooth strategic decision making.
• Oversee the periodic review of the organizational structure in consultation with concerned line managers, to ensure that it reflects the strategic and operational needs of the organization.
• Direct the updating of the functional accountabilities of the organization, reflecting any changes in the organization structure and grouping of functions, to ensure the documents are up to date and accessible when required.
• Manage the consolidation and development of ADAA’s overall manpower plan to ensure all resourcing requirements are captured and fulfilled through appropriate recruitment plans.

Performance and Reward:
• Drive a performance-based organization by developing a rigorous innovative performance management framework containing best practice elements.

• Oversee the employees’ performance management system at ADAA and guide the effective and efficient implementation by all parties, to enable the accurate and fair evaluation of employee performance, and the enhancement of the ADAA’s business performance.
• Ensure the performance management system is linked to other HR processes such as promotions, career development, etc. to develop a performance-based culture.
• Ensure that ADAA’s reward and benefits framework is competitive enough to attract, retain and motivate the appropriate talent from the local and international job market.

Talent Acquisition:
• Oversee the development of the annual recruitment plan to outline strategies and approaches for identifying and selecting high caliber talent into required roles in a timely manner.
• Oversee the implementation of selection and recruitment strategies and monitor the recruitment
processes across the ADAA to recruit competent and proficient personnel.

Talent Management:
• Develop and advocate a culture of continuous learning and provide overall strategic direction of learning and workforce development within ADAA.
• Direct the development and implementation of training and development plans as per the identified needs to ensure that the right Learning and Development framework is in place to develop managerial and technical capability that will enable ADAA achieve its objectives.
• Oversee the development and implementation of a succession planning framework that structures the flow of high potential employees into managerial and leadership roles through structured career moves and capability building interventions.

HR Support Services:
• Oversee the overall HR transactional services such as time management, HR data management, ERP, etc. to facilitate efficient operations of the HR function.

• Manage the development and improvements of Human Resources Information Systems (HRIS), HR Matrix and HR Processes & Flow Charts.
• Manage the design and delivery of “surveys and questionnaires” regarding “Salary, Employee Satisfaction, and Code of Conduct etc.”
• Ensure that any employee relations issues, including complaints/ grievances, are addressed through appropriate processes and that disciplinary actions are taken promptly, fairly and inaccordance with company policy and local labor laws.

Business Partnering:
• Direct the provision of expertise and support to respective sectors for HR activities such as recruitment, resourcing, performance management and employee relations, to achieve the HC strategy and transformation as part of the overall organizational strategy.

C. Talent Management and Development

• Direct the effective achievement of department operational goals through effective leadership and by setting department objectives, managing performance within the department, and developing and motivating the team to maximize performance.
• Oversee and lead talent development initiatives in coordination with the Human Resources Department and discipline experts and thereby ensure the availability of talent to fit ADAA’s requirements.
• Act as a role model and ensure the team adheres to organizational values and ethics to establish a value-driven culture within the Authority.
• Share professional expertise and knowledge to build internal intellectual capital and facilitate knowledge sharing across the Authority.
• Manage, mentor, guide and coach section heads by using effective leadership strategies, providing directions and ensuring proper execution of all initiative undertaken by ADAA to the highest standards.

D. Corporate

• Oversee and direct periodic organizational structure change and to ensure optimal resource utilization.
• Direct change management through continuous improvement of department systems, processes and practices taking into account global standards and changes in the business environment, which demand proactive action plans.
• Ensure that all department reports are prepared timely and accurately and meet ADAA requirements, and quality standards.
• Oversee department adherence and compliance with all ADAA corporate policies, procedures and guidelines (HR, IT, Procurement, Finance, Health and Safety etc.) and code of business conduct.

E. General

• The level of performance should reflect the academic qualification, type of courses in the field of specialization, employee job level, and the level of productivity.
• The academic and professional certificates required and approved by ADAA should be acquired within the period specified and based on the employee’s Individual Development Plan.
• Perform the task and responsibilities independently unless an approval or directive was obtained to delegate the task to other employees in case of incapability to perform the tasks and responsibilities.
• Ensure teamwork, collaboration and dedication in performing duties.
• Showcase a strong leadership to the team members.
• Knowledge and awareness about the capabilities of the subordinates and showcase a strong knowledge in the field of specialization.
• Provide the required support and guidance to the subordinates.
• Take responsibility of the decisions made.

Requirements

• Bachelor’s degree in relevant field

• Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development
• Society of Human Resources Management Senior Certified Professional (SHRM SCP)

• 12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.

VSOL is a digital enabler with a mission to help public and private organizations evolve their businesses through data and technology. We provide an end-to-end service from consulting to execution that drives the growth and innovation of our clients. As VSOL is in a phase of rapid expansion, we offer a dynamic, creative environment that accelerates your personal and professional development. We are looking for talented individuals eager to develop in international markets while contributing to the company’s future in a constructive and supportive manner

The HR manager will manage the HR teams, aligning with SMT on strategic direction, and be in charge of human capital strategy implementation.

HR manager is accountable for managing a wide range of people-related functions across HR:

• Compensation & Benefits (C&B): Salary Benchmarking & Market Competitiveness, Compensation Satisfaction, Benefits Utilization, Payroll, Time & Attendance, Performance Evaluation, Legal & Compliance.
• HR Business Partner (HRBP): Employee Engagement, Talent Retention, Leadership Development & Succession Planning, Training & Development.
• Talent Acquisition (TA): CV Sourcing (inhouse and through 3rd Parties), Candidate Assessment, Offer Development, Hiring, Partner Management.

• Illustrate and align HR strategies with the Senior Management Team (SMT) and the company’s strategic goals.
• Develop and oversee implementation of HR strategies, policies, frameworks, and initiatives to support business growth.
• Ensure compliance with HR legal, regulatory, and industry best practices.
• Monitor HR metrics to evaluate effectiveness and drive continuous improvement.
• Collaborate with management to design a workforce planning strategy that aligns with VNG Solutions’ growth objectives and budget.
• Ensure the building and nurturing of the optimal mix of skills, talent, and financial resources to support business needs.
• Oversee salary benchmarking to maintain competitive compensation structures.
• Ensure payroll accuracy and benefits utilization within budget constraints.
• Maintain compliance with legal and regulatory requirements related to compensation & benefits.
• Analyze and improve employee satisfaction with compensation packages.

• Develop strategies to enhance employee engagement and retention.
• Oversee leadership development and succession planning initiatives.
• Manage turnover rates (voluntary & involuntary) and implement the action plan.
• Ensure HRBP team provides responsive service and business alignment.
• Drive training & development programs to upskill employees and managers.

• Establish a hiring plan and resources to hire the right talents at the right price and time.
• Identify learning and development needs for individuals and teams and oversee coaching and training efforts.
• Implement strategies to retain top talent and optimize performance.
• Ensure hiring processes result in minimal Time to Fill and acceptable Quality of Hire.
• Ensure effective recruitment on time through diverse sourcing channels and employer branding.
• Serve as an advisor to management on people-related issues and partner leadership team to deploy programs that motivate, develop & retain talents.
• Improve candidate experience and optimize the offer acceptance rate.
• Manage cost-per-hire and recruiter productivity metrics.

• Ensure HR systems and data are accurate, confidential, and compliant.
• Maintain compliance with labor laws, company policies, and audits.
• Oversee employee relations, conflict resolution, and performance management.

• Track and report HR performance metrics & KPIs across CNB, HRBP, and TA functions.
• Conduct workforce planning and predictive analytics for HR decision-making.
• Utilize HR technology to improve process automation and insights.

• Work closely with business leaders to foster a people-centric culture, focusing on continuous improvement, teamwork, and high performance.
• Architect a unique organizational culture that reflects VNG Solutions’ identity.

• Minimum 10 years of HR experience with at least 5 years of relevant experience in a human resource management/People advisory or business partnering or role; and have experience in a Technology segment for at least 2+ years.
• Demonstrated experience in implementing HR practices and executing hiring plans successfully.
• Must have industry experience in the technology industry.
• Strong interpersonal skills and ability to communicate and team effectively at all levels, along with excellent English proficiency.
• Strong cultural competencies to collaborate cohesively with culturally diverse leaders.
• Coaching people across all areas to increase morale, accountability and clarify expectations.
• Able to thrive in a VUCA (Volatile, Uncertain, Complex and Ambiguous) environment.
• Extremely tech savvy with a range of people tools and data-driven mindset.

• Proactive and do not wait for problems to resolve themselves, which saves business units valuable time and risk.

• Working in start-up environment, English-speaking, with opportunity to be part of innovation team and global projects
• Onsite opportunities in UAE (United Arab Emirates) and KSA (Kingdom of Saudi Arabia)
• 13th-month salary, performance bonus
• Premium Health insurance for employees and family members (depending on level), Annual Health Check, Government Insurance in probation
• 14+ days of Annual leave and 5 days of Outing leave
• Lunch allowance and free parking
• Taxi & phone allowance (depending on level)