• Translate the Group’s strategic ambition into a bold, integrated people agenda with measurable outcomes for growth, capability, productivity, and organizational health.
• Partner with senior leaders to design agile, scalable organizations that anticipate changing business models, emerging capabilities, and future workforce requirements.
• Use workforce intelligence, business insight, and external trends to challenge conventional thinking and shape decisions on organization design, spans of control, productivity, restructuring, and transformation.
• Lead the adoption of Group-wide Human Resource frameworks and transformation priorities, balancing enterprise consistency with the distinctive needs of individual businesses.
• Establish progressive HR governance, clear accountabilities, and responsive service models that enable confident, timely decision-making.
• Build robust job architecture, organization structures, and position intelligence as the foundation for strategic workforce and investment decisions.
• Inspire and develop a high-performing Human Resources team with the capability, curiosity, and commercial mindset to lead through change and shape the future.
• Create powerful partnerships across Finance, Legal, IT, government-relations teams, and external ecosystems to accelerate enterprise priorities with integrity and sound judgement.

Architect the Future Workforce, Talent Pipelines & Emiratization

• Lead strategic workforce planning that looks beyond today’s vacancies to anticipate future skills, pivotal roles, workforce scenarios, and emerging capability gaps.
• Reimagine the end-to-end talent journey—from attraction and selection to onboarding, mobility, growth, and exit—creating an experience that strengthens the Group’s employer proposition.
• Build dynamic talent pipelines and innovative sourcing strategies for critical, emerging, and hard-to-find capabilities.
• Advance Emiratization as a strategic talent agenda, creating meaningful career pathways that accelerate attraction, development, progression, and long-term retention of UAE National talent.
• Use talent intelligence and workforce analytics to strengthen quality of hire, speed, internal mobility, succession coverage, and workforce resilience.
• Champion equitable, rigorous, and future-focused selection practices aligned with approved organization structures and investment priorities.

Build Leadership, Capability & a High-Performance Culture

• Create a future-skills and leadership agenda that equips the organization to thrive through digital disruption, new business models, and evolving customer expectations.
• Translate business strategy into distinctive learning experiences and capability academies that build critical technical, commercial, digital, and leadership skills.
• Develop leaders and managers who inspire performance, lead inclusively, navigate ambiguity, and create environments where talent can flourish.
• Bring competency frameworks and career architectures to life, enabling greater visibility of opportunities, accelerated internal mobility, and meaningful career growth.
• Reinvent performance, talent review, and succession practices around clear accountability, high-quality conversations, differentiated development, and future potential.
• Identify and accelerate high-potential talent and successors for business-critical and leadership roles, strengthening leadership continuity across the Group.
• Measure learning and talent investments through business impact, capability uplift, succession strength, and demonstrable workforce outcomes.

Reimagine Employee Experience, Culture & Belonging

• Shape a distinctive employee experience that connects people to purpose, strengthens belonging, and inspires exceptional contribution.
• Turn employee listening into action, using insight to continually redesign the moments that matter across the employee lifecycle.
• Champion wellbeing, inclusion, recognition, and engagement as strategic drivers of performance, advocacy, and retention.
• Equip managers to lead with courage, empathy, and accountability across performance, conduct, attendance, grievances, disciplinary matters, and organizational change.
• Lead complex employee relations matters and investigations with fairness, consistency, confidentiality, and strong partnership with Legal and senior leadership.
• Embed the Group’s values into everyday leadership and decision-making, building a culture defined by accountability, collaboration, customer focus, innovation, and continuous improvement.

Accelerate Digital HR, People Intelligence & Operational Excellence

• Shape competitive and equitable reward practices that recognize contribution, reinforce performance, and support the attraction and retention of critical talent.
• Safeguard compliance with UAE Labour Law, Emiratization requirements, employment contracts, working-time and leave provisions, and end-of-service obligations.
• Deliver seamless immigration and employment administration across work permits, visas, medicals, Emirates ID, renewals, cancellations, and final settlements.
• Govern payroll with precision through disciplined inputs, reconciliations, approvals, controls, and Wage Protection System coordination.
• Elevate HR service delivery through clear service-level agreements, strong vendor governance, smart case management, and relentless simplification of employee and manager experiences.
• Maintain resilient policies, employee records, and audit-ready controls while anticipating regulatory change and proactively managing workforce risk.
• Accelerate the shift toward digital-first Human Resources through HR platforms, intelligent automation, employee self-service, and simplified workflows, while protecting data privacy, access, approvals, and governance.
• Establish a single source of truth for workforce intelligence and develop forward-looking dashboards across headcount, vacancies, hiring, Emiratization, turnover, attendance, performance, succession, skills, and labour cost.
• Move people analytics from reporting what happened to anticipating what comes next—translating data into workforce scenarios, risks, opportunities, and decisive action.

Desired Candidate Profile

• Bachelor’s degree in human resources, Business Administration, Organizational Psychology, or a related field.
• Master’s degree, such as an MBA, MSc HRM, or Organizational Psychology, is preferred.

Professional Certifications

• Professional HR qualification such as CIPD Level 5/7, SHRM-CP/SHRM-SCP, SPHR, or equivalent is preferred.
• Credentials in change management, coaching, psychometric assessment, people analytics, digital HR, or organizational transformation are advantageous.

Experience

• Typically 10–15 years of progressive Human Resources experience, including at least 5 years leading a broad HR function or business portfolio.
• Demonstrated leadership across strategic workforce planning, organization design, talent, performance, succession, rewards, employee relations, HR operations, and compliance.
• Experience in a UAE-based, diversified, multi-entity, or multicultural organization is strongly preferred.
• Proven success leading organizational transformation, Emiratization, leadership capability, digital HR, workforce analytics, and process reinvention.
• Experience building high-performing teams, managing budgets and strategic partners, governing payroll controls, and influencing senior stakeholders through insight and commercial judgement.

Knowledge & Skills

• Strategic and commercial mindset with the ability to connect business ambition, workforce strategy, organization capability, and measurable value creation.
• Future-focused perspective on talent, skills, organization design, digital HR, AI-enabled work, and evolving workforce models.
• Advanced people analytics capability, with the ability to turn workforce data into foresight, scenarios, and actionable executive insight.
• Exceptional communication, influence, and facilitation skills across senior and multicultural audiences; Arabic is an advantage.
• Strong transformation leadership, with the courage to challenge established practices, mobilize stakeholders, and convert strategy into sustained execution.
• Strong working knowledge of UAE Labour Law, Emiratization, immigration, payroll governance, end-of-service requirements, and HR data controls