Chief Human Resources Officer

Chief Human Resources Officer (CHRO) Reports To: Chairman About Legend Holding Legend Holding Group is a diversified enterprise headquartered in Dubai, operating across the Middle East and Africa. With a strong focus on sustainability and innovation, the Group operates across automotive, trading, energy, travel & tourism, and mobility services. Rooted in Loyalty, Excellence, and Progress, we lead innovation and technology to seamlessly connect the physical and digital worlds. Our ambition is to become a leader in intelligent, data-driven businesses because Together We Grow. Position Summary The Chief Human Resources Officer (CHRO) is the executive leader responsible for developing and executing the Group's people strategy in alignment with the Chairman's vision and the organization's long-term business objectives. Reporting directly to the Chairman, the CHRO provides strategic leadership across all Human Resources functions while driving organizational capability, leadership effectiveness, workforce productivity, and business transformation. The role is primarily accountable for Talent Acquisition, Workforce Planning, Talent Management, Succession Planning, Performance Management, HR Strategy, and HR Governance, while maintaining executive oversight of all HR operations across the Group. Key Responsibilities HR Strategy & Leadership • Develop and execute the Group Human Resources Strategy aligned with business objectives. • Act as the strategic HR advisor to the Chairman and Executive Leadership. • Lead organizational transformation, culture, and workforce initiatives. • Establish HR governance, policies, and best practices across all Group companies. • Drive continuous improvement and HR digital transformation. Talent Acquisition & Workforce Planning • Develop the Group Talent Acquisition strategy. • Lead executive hiring and strategic workforce planning. • Build leadership pipelines and succession-ready talent pools. • Strengthen employer branding and recruitment excellence. • Monitor recruitment effectiveness and workforce planning metrics. Talent Management & Succession Planning • Develop integrated Talent Management strategies. • Establish succession planning for executive and critical positions. • Identify and develop high-potential employees. • Create leadership development and career progression frameworks. • Drive talent review and succession governance across the Group. Performance Management • Lead the Group Performance Management Framework. • Develop KPI governance aligned with corporate strategy. • Ensure effective performance reviews and accountability across all business units. • Support leadership in managing organizational and individual performance. • Drive a high-performance culture throughout the organization. Organizational Development • Lead organizational design and restructuring initiatives. • Develop competency frameworks and role architecture. • Drive change management and organizational effectiveness. • Improve workforce productivity through organizational interventions. Learning & Leadership Development • Develop leadership development and executive capability programs. • Establish learning strategies aligned with future business requirements. • Promote continuous learning and succession readiness. HR Governance & Policies • Develop and maintain Group HR policies, procedures, and governance frameworks. • Ensure compliance with applicable labour laws and corporate governance standards. • Standardize HR practices across all business entities. Executive Oversight of HR Operations The CHRO maintains executive accountability for all Human Resources functions, including: • Recruitment • Employee Relations • Compensation & Benefits • Payroll Governance • HR Operations • HR Information Systems • Employee Engagement • Rewards & Recognition • HR Compliance • Industrial Relations (where applicable) • HR Administration While functional responsibilities may be delegated, the CHRO remains accountable for the overall effectiveness, governance, and performance of the Human Resources function. Leadership Responsibilities • Lead the Group Human Resources function. • Develop HR leadership capability across all business units. • Build a high-performing HR organization. • Establish HR KPIs and governance standards. • Partner with Executive Leadership to achieve business objectives. • Foster a culture of accountability, innovation, collaboration, and continuous improvement. Qualifications • Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Psychology, or related discipline. • Master's Degree or MBA preferred. • Professional certifications such as CIPD Level 7, SHRM-SCP, SPHR, HRCI, or equivalent are highly desirable. Experience • 18+ years of progressive Human Resources leadership experience. • Minimum 8 years in a senior executive HR leadership role. • Experience leading HR within diversified groups, conglomerates, or multinational organizations. • Demonstrated success in HR transformation, organizational development, talent management, executive recruitment, succession planning, and performance management. Key Competencies Strategic: HR Strategy · Workforce Planning · Talent Acquisition · Talent Management · Succession Planning · Organizational Development · Performance Management · HR Governance Leadership: Leadership Development · Change Management · HR Analytics · Executive Leadership · Strategic Thinking · Business Acumen · Decision Making · Stakeholder Management · Coaching & Mentoring · Organizational Influence · Innovation · Results Orientation Key Performance Indicators • Workforce Planning Accuracy • Executive & Critical Position Fill Rate • Time-to-Fill • Leadership Succession Coverage • Internal Promotion Ratio • High-Potential Retention • Performance Review Completion • Organizational Productivity • Employee Engagement • Voluntary Attrition • Leadership Capability Index • HR Compliance • Policy Implementation Effectiveness • Organizational Capability Improvement Authority The Chief Human Resources Officer is empowered to establish Human Resources strategies, policies, governance frameworks, organizational structures, talent management initiatives, workforce planning, succession planning, performance management systems, and leadership development programs across the Group. The CHRO serves as the principal Human Resources advisor to the Chairman and Executive Leadership and is accountable for the overall effectiveness, governance, and strategic direction of the Human Resources function across all Group companies.

Qualifications: Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Psychology, or related discipline. Master's Degree or MBA preferred. Professional certifications such as CIPD Level 7, SHRM-SCP, SPHR, HRCI, or equivalent are highly desirable. Experience: 18+ years of progressive Human Resources leadership experience. Minimum 8 years in a senior executive HR leadership role. Experience leading HR within diversified groups, conglomerates, or multinational organizations. Demonstrated success in HR transformation, organizational development, talent management, executive recruitment, succession planning, and performance management.

HR Strategy & Leadership: Develop and execute the Group Human Resources Strategy aligned with business objectives; act as the strategic HR advisor to the Chairman and Executive Leadership; lead organizational transformation, culture, and workforce initiatives; establish HR governance, policies, and best practices across all Group companies; drive continuous improvement and HR digital transformation. Talent Acquisition & Workforce Planning: Develop the Group Talent Acquisition strategy; lead executive hiring and strategic workforce planning; build leadership pipelines and succession-ready talent pools; strengthen employer branding and recruitment excellence; monitor recruitment effectiveness and workforce planning metrics. Talent Management & Succession Planning: Develop integrated Talent Management strategies; establish succession planning for executive and critical positions; identify and develop high-potential employees; create leadership development and career progression frameworks; drive talent review and succession governance across the Group. Performance Management: Lead the Group Performance Management Framework; develop KPI governance aligned with corporate strategy; ensure effective performance reviews and accountability across all business units; support leadership in managing organizational and individual performance; drive a high-performance culture. Organizational Development: Lead organizational design and restructuring initiatives; develop competency frameworks and role architecture; drive change management and organizational effectiveness; improve workforce productivity through organizational interventions. Learning & Leadership Development: Develop leadership development and executive capability programs; establish learning strategies aligned with future business requirements; promote continuous learning and succession readiness. HR Governance & Policies: Develop and maintain Group HR policies, procedures, and governance frameworks; ensure compliance with applicable labour laws and corporate governance standards; standardize HR practices across all business entities. Executive Oversight of HR Operations: Oversee Recruitment, Employee Relations, Compensation & Benefits, Payroll Governance, HR Operations, HR Information Systems, Employee Engagement, Rewards & Recognition, HR Compliance, Industrial Relations where applicable, and HR Administration; maintain executive accountability for overall effectiveness, governance, and performance.