The Senior HRBP supports business leaders and employees across the full employee lifecycle — talent acquisition, onboarding, employee relations, policy guidance, HRIS data, and offboarding — within assigned business unit(s)/client group(s).

In addition, the incumbent owns the design, implementation, and ongoing management of the Group's Learning & Development strategy (annual calendar, programme design/delivery, ROI measurement) and the Performance Management framework (goal setting, balanced scorecard, SMART goals, calibration), with full accountability across all Group companies.

This is an individual contributor, execution-focused role requiring a seasoned HR generalist with hands-on recruitment expertise, combined with the capability to independently design and lead Group-wide L&D and performance management frameworks — escalating policy, compliance, or employee relations matters beyond defined authority to the HRD.

Learning & Development Strategy & Delivery

• Designs and owns the Group's annual L&D strategy and training calendar, aligned to capability gaps identified across all Group companies.
• Leads needs analysis, programme design/curation, and vendor/facilitator management for delivery Group-wide.
• Tracks training effectiveness and calculates L&D ROI (cost, completion, application, business impact); reports outcomes to the HRD.

Performance Management Framework & Calibration

• Owns design, rollout, and administration of the Group performance cycle — goal setting, SMART goals, and the balanced scorecard — across all Group companies.
• Guides managers/employees on SMART goal setting and scorecard cascading; facilitates cross-business-unit calibration.
• Partners with Corporate HR/Reward to align performance outcomes with compensation decisions.

Talent Acquisition & Recruitment

• Owns end-to-end recruitment (sourcing, screening, shortlisting, offer negotiation) for specialized, technical, and senior-level vacancies.
• Maintains an accurate ATS/HRIS pipeline and manages recruitment agency/sourcing partner relationships; reports on time-to-fill.

Employee Lifecycle & HR Operations

• Coordinates onboarding, lifecycle transactions (confirmations, transfers, promotions), and offboarding within assigned client group(s).
• Maintains accurate employee records in the HRIS for reporting and audit purposes.

Business Partnering & Advisory

• First point of HR contact for assigned business leaders and employees; supports workforce planning and headcount tracking.
• Feeds recurring people issues, engagement themes, and attrition patterns to the HRD.

Employee Relations & HR Compliance

• Supports routine employee relations queries and applies UAE labour law/HR policy consistently; escalates complex or sensitive matters to the HRD.

HRIS, Workforce Data & Engagement

• Maintains accurate employee, recruitment, L&D, and performance data in the HRIS; produces reporting for HR leadership.