Human Resources Business Partner - UAE National

We are a prominent luxury hospitality brand in the region and we are looking for a sharp, people-driven HR Business Partner to sit at the intersection of business strategy and talent. This isn't a back-office HR role — you'll be embedded with operational leaders, influencing decisions, and shaping the employee experience from hire to retire. If you thrive in fast-paced environments, love solving complex people challenges, and want to leave a real mark on a growing organization — this one's for you. What You'll Own Be the Strategic Voice at the Table You won't just execute — you'll advise. You'll work shoulder-to-shoulder with senior leaders to connect people strategy with business performance. Think workforce planning, org design, and building the talent pipeline that keeps the business ahead of the curve. Kindly note that this is an individual-contributor role. Drive Budgets, Forecasting & Manpower Planning • Take ownership of the HR budget cycle — from building annual manpower budgets and headcount forecasts to tracking spend against plan throughout the year • Partner with Finance and Operations to align staffing models with business demand, seasonal fluctuations, and growth projections — ensuring the organization is always right-sized, right-skilled, and cost-efficient • Provide leadership with clear visibility on labor costs, vacancy rates, and workforce gaps to enable smarter, faster decision-making Lead Employee Relations & Grievance Management • Be the first point of contact for complex employee relations matters — from workplace conflicts and conduct issues to formal grievances and disciplinary proceedings • Manage cases with fairness, discretion, and consistency, ensuring all matters are handled in line with company policy, local labor law, and best practice • Coach managers on how to navigate sensitive conversations, de-escalate tensions, and create a culture where issues are addressed early — before they escalate • Conduct or oversee workplace investigations where needed, documenting findings and recommending appropriate outcomes • Track ER trends and patterns across the business and use insights to recommend preventive measures that strengthen workplace harmony Drive Talent & Culture Forward • Own the full talent lifecycle — from attracting the right people to helping them grow, perform, and stay • Build meaningful succession plans and leadership pipelines — not just spreadsheets, but real development paths • Design and run the performance cycle in a way that actually moves the needle — goal setting, coaching conversations, and honest feedback loops • Partner with L&D to create development programs that employees genuinely value Be the Go-To for All Things People • Act as a trusted sounding board for managers on performance concerns, team dynamics, and people decisions • Keep compensation and benefits competitive by collaborating closely with Finance — because retaining great talent starts with fair rewards • Champion Diversity, Equity & Inclusion — not as a checkbox, but woven into how the business hires, engages, and grows its people Make Data-Driven Decisions • Track what matters — turnover trends, engagement scores, performance patterns — and turn numbers into actionable insights for leadership • Spot issues before they become problems and recommend smart, proactive solutions Lead Through Change • Support transformation initiatives and help teams navigate shifts in structure, process, or culture with clarity and confidence • Build engagement and retention strategies that go beyond surveys — think recognition, feedback loops, and genuine connection What Makes You a Great Fit Your Background • 5+ years in HR, with at least 2 years operating as a true business partner — not just in title • Experience in hospitality, luxury brands, or high-touch service industries is a strong plus • Hands-on experience across employee relations, grievance handling, recruitment, performance management, HR budgeting, manpower planning, and organizational development Your Credentials • Bachelor's degree in HR, Business, or a related discipline • HR certification (PHR, SPHR, CIPD, or similar) is a bonus Your Style • You communicate with confidence and clarity. • You're equally comfortable in a boardroom conversation and a 1:1 with a front-line team member • You handle sensitive situations with maturity, discretion, and emotional intelligence • You're calm under pressure, solutions-oriented, and never afraid to challenge the status quo constructively • You lead with data but connect with empathy Why This Role? You'll join a world-class hospitality group where people are genuinely at the center of the business. This is a chance to shape culture, influence strategy, and grow your career in one of the most exciting markets in the world. Show more Show less

5+ years in HR, with at least 2 years operating as a true business partner. Experience in hospitality, luxury brands, or high-touch service industries is a strong plus. Hands-on experience across employee relations, grievance handling, recruitment, performance management, HR budgeting, manpower planning, and organizational development. Bachelor's degree in HR, Business, or a related discipline. HR certification (PHR, SPHR, CIPD, or similar) is a bonus.

Be the Strategic Voice at the Table: advise and partner with senior leaders to connect people strategy with business performance, including workforce planning, org design, and talent pipeline. Drive Budgets, Forecasting & Manpower Planning: own the HR budget cycle, manpower budgets, headcount forecasts, and track spend; align staffing models with business demand and growth; provide leadership with visibility on labor costs, vacancy rates, and workforce gaps. Lead Employee Relations & Grievance Management: be the first point of contact for complex employee relations matters, manage cases with fairness and consistency, coach managers on sensitive conversations, conduct or oversee workplace investigations, track ER trends. Drive Talent & Culture Forward: own full talent lifecycle, succession plans, leadership pipelines, performance cycle design and execution, partner with L&D to create development programs. Be the Go-To for All Things People: act as a trusted advisor to managers on performance and people decisions, ensure compensation and benefits remain competitive in collaboration with Finance, champion Diversity, Equity & Inclusion. Make Data-Driven Decisions: track turnover, engagement, and performance metrics; translate data into leadership actions; identify preventative solutions. Lead Through Change: support transformation initiatives and navigate shifts in structure, process, or culture with clear communication; build engagement and retention strategies beyond surveys.