Roles & Responsibilities

Primary Objective

Purpose of the Position

The Human Resources Business Partner supports the Regional HR function and partners with business leaders and HR teams to shape and deliver people strategies that strengthen business performance, organisational effectiveness, employee engagement, and compliance.

The role contributes to strategic HR leadership and regional people priorities while ensuring the consistent delivery of high-quality HR support in line with regional objectives, Group standards, and local employment requirements.

Key objectives include:

• Supporting Regional HR priorities in alignment with business objectives, Regional HR direction, Group standards, and local employment requirements.
• Overseeing talent management, workforce planning, succession planning, performance management, employee engagement, employee relations, and change initiatives.
• Using people data and insights to identify risks, support decision-making, and recommend practical actions.

Key Result Areas and Accountabilities

1. Business Partnering, Organisational Design and Workforce Planning

• Support Regional Leadership and managers on workforce-related and people management matters.
• Contribute to defining organisational structures, target headcount, succession plans, and recruitment priorities in line with approved budgets and the Group’s strategic direction.
• Assess requests relating to position creation, replacement, or changes in scope.
• Review and challenge accountabilities, seniority levels, job descriptions, and salary proposals in partnership with the Compensation & Benefits team.

2. Talent Management, Performance and Development

• Support and coordinate performance cycles, People Reviews, talent reviews, and succession planning across the assigned scope.
• Support career development plans, mobility opportunities, role transitions, and retention initiatives.
• Provide individual follow-up and guidance to employees within the assigned population.
• Identify learning and development needs, recommend tailored solutions, and coordinate their delivery with Head Office, managers, and external providers.

3. Recruitment and Onboarding

• Manage the full recruitment lifecycle, including role scoping, job description drafting, sourcing and advertising strategy, candidate screening, HR interviews, case studies, manager coordination, and candidate follow-up.
• Coordinate employment offers, budget approvals, reference checks, contracts, visa processes, and joining dates with the relevant internal teams.
• Structure and coordinate onboarding activities.
• Monitor probation periods and support managers throughout the confirmation process.

4. Employee Relations, Employment Law and Management Advisory

• Act as the first point of contact for employees and managers regarding individual cases, contractual matters, absences, leave, compensation, benefits, and working conditions.
• Advise managers on probation periods, resignations, disciplinary matters, and other sensitive employee relations cases.
• Ensure that all cases are managed in compliance with UAE employment law and internal policies and procedures.

5. HR Administration, Payroll and Benefits