Human Resources Manager

THE CLIENT AND ROLE SUMMARY: Our client is a manpower / facilities services business which is a part of a large, prestigious holding company based in Abu Dhabi. The business is supplying blue-and white-collar personnel to a wide range of sectors in the UAE. They are now looking for a seasoned HR Manager to lead the Human Resources function of the company. The role provides HR leadership to support business growth, workforce continuity, client requirements, and employee engagement while ensuring HR processes, records, controls, and people practices are consistently applied across the manpower lifecycle. MUST HAVE QUALITIES / EXPERIENCE TO BE CONSIDERED: • Bachelor’s degree in human resources, Business Administration, Management, or a related discipline. A postgraduate HR or management qualification is an advantage. Professional certification (such as CIPD also an advantage). • Strong experience in manpower outsourcing, staffing, facilities/services, construction, industrial, or other workforce-intensive environments is a must • HR strategy and workforce planning; high-volume recruitment; mobilization and onboarding; HR operations; employee relations; performance management; attendance and payroll-input controls; employee welfare and retention; HR policy and compliance; HRMS and employee data management; manpower agency management; HR analytics and reporting; HR audits, management reporting KEY RESPONSIBILITIES: • Translate business plans, client manpower requirements, and workforce trends into HR priorities and workforce plans. • Prepare manpower forecasts considering business growth, mobilization requirements, attrition, leave, replacement needs, and critical workforce categories. • Advise management on workforce risks, HR priorities, organizational requirements, and people-related cost implications. • Lead and monitor high-volume recruitment for skilled, semi-skilled, unskilled, technical, and support categories. • Ensure approved manpower requisitions are supported through effective local and overseas sourcing channels and approved recruitment agencies • Monitor recruitment pipelines, candidate quality, trade-test coordination, offer acceptance, joining conversion, and recruitment turnaround times. • Maintain contingency pipelines for critical and high-volume manpower categories. • Oversee employment documentation, pre-employment requirements, visa/work permit coordination, medicals, onboarding, joining, transfers, and employee master-data maintenance through the responsible teams. • Ensure employees receive required induction, employment information, and HR support before deployment. • Monitor employee documentation and renewal requirements and ensure timely coordination with authorized government-relations functions. • Provide oversight of attendance, leave, overtime, salary inputs, payroll changes, employee deductions, and final settlement information before payroll processing. • Ensure payroll-related HR inputs are accurate, authorized, and submitted within agreed cut-off dates. • Coordinate with Payroll and Finance on employee payment issues, reconciliations, and corrective actions. • Lead employee relations matters including grievances, disciplinary cases, attendance concerns, resignations, absenteeism/unauthorized absence escalations, and workforce complaints in accordance with company procedures. • Monitor employee welfare, accommodation/transport-related concerns, engagement, and workforce retention issues in coordination with responsible functions. • Analyze attrition and early turnover trends and implement appropriate retention and corrective initiatives. • Promote fair, consistent, respectful, and professional employee relations practices. • Coordinate performance management cycles, probation reviews, employee objectives, performance improvement actions, and related documentation. • Identify workforce capability gaps with managers and support appropriate training, induction, skill-development, and supervisory development initiatives. • Monitor completion of mandatory and role-related training where assigned. • Ensure HR activities follow approved policies, contracts, authorization levels, documentation requirements, and applicable UAE employment requirements. • Maintain oversight of employee files, HRMS data, employment documents, expiry trackers, and HR records. • Support HR audits, client audits, inspections, and compliance reviews by ensuring required employee records are complete and retrievable. • Review HR policies, procedures, forms, and workflows and recommend improvements based on operational requirements. • Partner with manpower operations and client-facing teams on workforce availability, employee conduct, replacements, mobilization, retention, and site-related HR matters. • Support resolution of HR issues affecting service continuity or client requirements. • Provide HR input on manpower proposals, contract requirements, workforce cost assumptions, and mobilization feasibility where required. • Set priorities, service standards, responsibilities, and KPIs for the HR team. • Coach and guide HR team members and monitor workload, accuracy, turnaround time, and service quality. • Promote effective coordination across Recruitment, HR Operations, Payroll, PRO/Government Relations, Finance, Operations, Administration, and site teams. • Prepare management reports covering headcount, recruitment, mobilization, attrition, attendance, employee relations, payroll inputs, turnover, vacancies, HR compliance, and HR service delivery. • Use HR data and trends to identify workforce risks and recommend management actions. • Drive HR process standardization, HRMS utilization, automation, record accuracy, and continuous improvement. EDUCATION AND QUALIFICATION: • Bachelor’s degree in human resources, Business Administration, Management, or a related discipline. A postgraduate HR or management qualification is an advantage, CIPD / SHMR / HRCI is preferred • 8-12 years of progressive HR experience, including at least 3-5 years in a supervisory or managerial HR role. • Strong experience in manpower outsourcing, staffing, facilities/services, construction, industrial, or other workforce-intensive environments is preferred. Show more Show less

Bachelor’s degree in human resources, Business Administration, Management, or a related discipline. A postgraduate HR or management qualification is an advantage. Professional certification (such as CIPD also an advantage). 8-12 years of progressive HR experience, including at least 3-5 years in a supervisory or managerial HR role. Strong experience in manpower outsourcing, staffing, facilities/services, construction, industrial, or other workforce-intensive environments is preferred.

Translate business plans, client manpower requirements, and workforce trends into HR priorities and workforce plans. Prepare manpower forecasts considering business growth, mobilization requirements, attrition, leave, replacement needs, and critical workforce categories. Advise management on workforce risks, HR priorities, organizational requirements, and people-related cost implications. Lead and monitor high-volume recruitment for skilled, semi-skilled, unskilled, technical, and support categories. Ensure approved manpower requisitions are supported through effective local and overseas sourcing channels and approved recruitment agencies. Monitor recruitment pipelines, candidate quality, trade-test coordination, offer acceptance, joining conversion, and recruitment turnaround times. Maintain contingency pipelines for critical and high-volume manpower categories. Oversee employment documentation, pre-employment requirements, visa/work permit coordination, medicals, onboarding, joining, transfers, and employee master-data maintenance through the responsible teams. Ensure employees receive required induction, employment information, and HR support before deployment. Monitor employee documentation and renewal requirements and ensure timely coordination with authorized government-relations functions. Provide oversight of attendance, leave, overtime, salary inputs, payroll changes, employee deductions, and final settlement information before payroll processing. Ensure payroll-related HR inputs are accurate, authorized, and submitted within agreed cut-off dates. Coordinate with Payroll and Finance on employee payment issues, reconciliations, and corrective actions. Lead employee relations matters including grievances, disciplinary cases, attendance concerns, resignations, absenteeism/unauthorized absence escalations, and workforce complaints in accordance with company procedures. Monitor employee welfare, accommodation/transport-related concerns, engagement, and workforce retention issues in coordination with responsible functions. Analyze attrition and early turnover trends and implement appropriate retention and corrective initiatives. Promote fair, consistent, respectful, and professional employee relations practices. Coordinate performance management cycles, probation reviews, employee objectives, performance improvement actions, and related documentation. Identify workforce capability gaps with managers and support appropriate training, induction, skill-development, and supervisory development initiatives. Monitor completion of mandatory and role-related training where assigned. Ensure HR activities follow approved policies, contracts, authorization levels, documentation requirements, and applicable UAE employment requirements. Maintain oversight of employee files, HRMS data, employment documents, expiry trackers, and HR records. Support HR audits, client audits, inspections, and compliance reviews by ensuring required employee records are complete and retrievable. Review HR policies, procedures, forms, and workflows and recommend improvements based on operational requirements. Partner with manpower operations and client-facing teams on workforce availability, employee conduct, replacements, mobilization, retention, and site-related HR matters. Support resolution of HR issues affecting service continuity or client requirements. Provide HR input on manpower proposals, contract requirements, workforce cost assumptions, and mobilization feasibility where required. Set priorities, service standards, responsibilities, and KPIs for the HR team. Coach and guide HR team members and monitor workload, accuracy, turnaround time, and service quality. Promote effective coordination across Recruitment, HR Operations, Payroll, PRO/Government Relations, Finance, Operations, Administration, and site teams. Prepare management reports covering headcount, recruitment, mobilization, attrition, attendance, employee relations, payroll inputs, turnover, vacancies, HR compliance, and HR service delivery. Use HR data and trends to identify workforce risks and recommend management actions. Drive HR process standardization, HRMS utilization, automation, record accuracy, and continuous improvement.