Human Resources Manager

Our client, a multinational company is looking for an HR Manager to be based in Dubai. Reporting To: General Manager Summary Profile The Human Resources Manager provides professional HR support and advice to the General Manager, management and employees, in liaison with HR and relevant stakeholders. The role combines reliable HR delivery with business partnering and regional contribution, translating business and workforce priorities into practical people actions within approved policies and delegated authority. The post holder is expected to work with a high degree of independence, influence stakeholders, make sound recommendations that affect the work of others, and plan delivery weeks in advance. The role also contributes to the HR/GA target operating model through selected Center of Excellence responsibilities, HR Business Partner support and digital transformation. This includes the appropriate use of HR systems, workflow automation, data analytics, AI-enabled productivity tools and digital employee experiences, while ensuring data privacy, information security, fairness, compliance and human oversight. Key Responsibilities HR Business Partnering • Act as a trusted first point of contact for managers and employees on assigned HR matters, providing practical advice and escalating sensitive, high-risk or exceptional cases appropriately. • Build an informed understanding of business priorities, workforce needs and organizational challenges, and translate them into clear HR recommendations and actions. • Support workforce and organization planning, recruitment, performance management, talent review, succession, career development, employee engagement and change initiatives within the role's assigned scope. • Coach and support managers in the consistent application of HR policies, sound people practices and effective employee communication, while maintaining confidentiality and professional judgment. • Coordinate local execution of agreed regional or corporate HR initiatives, monitor adoption and outcomes, and provide structured feedback to the relevant policy or process owner. Center of Excellence and Regional Capability • Contribute to the design, documentation, governance and continuous improvement of HR frameworks, policies, tools and standards, such as appraisal, career development, remuneration, grading, learning or other assigned domains. • Apply the principle of central design and local execution by promoting appropriate consistency while identifying where local law, market practice or business realities require proportionate adaptation. • Develop templates, guidance, controls, training materials and knowledge-sharing mechanisms that enable consistent and efficient execution by HR Business Partners and office HR/GA representatives. • Build HR/GA capability through cross-office collaboration, coaching, project participation and the sharing of scalable good practices, contributing beyond the immediate business unit where priorities and capacity permit. Digital HR and Transformation • Review existing and planned HR initiatives through a digital transformation lens and recommend technology-enabled solutions that improve employee experience, compliance, transparency and operational efficiency. HR Governance, Operations and Reporting • Maintain accurate employee records, HR documentation, policies, procedures, controls and management reports. • Support HR audits, policy reviews and compliance activities, escalating material risks appropriately. • Perform other HR-related duties reasonably assigned by the General Manager from time to time. Requirements Experience • Professional HR experience, ideally in an HRBP role. • Relevant technical/professional or postgraduate qualification with 5 years of relevant experience, or 5-10 years of equivalent relevant work experience. • Broad practical experience across multiple HR disciplines, including recruitment, employee relations, performance or talent management, and HR operations. • Experience working in a multinational and culturally diverse environment. • Demonstrated experience in HR process improvement, HR technology implementation, workflow automation, data analytics or digital change initiatives. • Experience partnering with business leaders or line managers to convert workforce and organizational needs into practical HR actions. Education • Bachelor's degree in Human Resources, Business Administration, Management, Psychology or a related field. • Additional training or certification in HR analytics, digital transformation, project management, process improvement or change management is desirable. Show more Show less

Experience: Professional HR experience, ideally in an HRBP role. Relevant technical/professional or postgraduate qualification with 5 years of relevant experience, or 5-10 years of equivalent relevant work experience. Broad practical experience across multiple HR disciplines, including recruitment, employee relations, performance or talent management, and HR operations. Experience working in a multinational and culturally diverse environment. Demonstrated experience in HR process improvement, HR technology implementation, workflow automation, data analytics or digital change initiatives. Experience partnering with business leaders or line managers to convert workforce and organizational needs into practical HR actions. Education: Bachelor's degree in Human Resources, Business Administration, Management, Psychology or a related field. Additional training or certification in HR analytics, digital transformation, project management, process improvement or change management is desirable.

HR Business Partnering: Act as a trusted first point of contact for managers and employees on assigned HR matters, providing practical advice and escalating sensitive, high-risk or exceptional cases appropriately. Build an informed understanding of business priorities, workforce needs and organizational challenges, and translate them into clear HR recommendations and actions. Support workforce and organization planning, recruitment, performance management, talent review, succession, career development, employee engagement and change initiatives within the role's assigned scope. Coach and support managers in the consistent application of HR policies, sound people practices and effective employee communication, while maintaining confidentiality and professional judgment. Coordinate local execution of agreed regional or corporate HR initiatives, monitor adoption and outcomes, and provide structured feedback to the relevant policy or process owner. Center of Excellence and Regional Capability: Contribute to the design, documentation, governance and continuous improvement of HR frameworks, policies, tools and standards, such as appraisal, career development, remuneration, grading, learning or other assigned domains. Apply the principle of central design and local execution by promoting appropriate consistency while identifying where local law, market practice or business realities require proportionate adaptation. Develop templates, guidance, controls, training materials and knowledge-sharing mechanisms that enable consistent and efficient execution by HR Business Partners and office HR/GA representatives. Build HR/GA capability through cross-office collaboration, coaching, project participation and the sharing of scalable good practices, contributing beyond the immediate business unit where priorities and capacity permit. Digital HR and Transformation: Review existing and planned HR initiatives through a digital transformation lens and recommend technology-enabled solutions that improve employee experience, compliance, transparency and operational efficiency. HR Governance, Operations and Reporting: Maintain accurate employee records, HR documentation, policies, procedures, controls and management reports. Support HR audits, policy reviews and compliance activities, escalating material risks appropriately. Perform other HR-related duties reasonably assigned by the General Manager from time to time.