HR Business Partner

WE ARE HIRING – HR BUSINESS PARTNER

CASTECH MIDDLE EAST FZE – UAE is a growing company in the construction chemical industry with an international operations.

We are hiring an experienced HR Manager to support regional and international operations by building the right team, developing people capabilities, ensuring fair systems, and supporting business execution through effective human resource management.

Industry
Construction Chemical Industry

Operational Presence
United Arab Emirates (Head Office)

Qualifications & Experience
▪ Bachelor’s degree in Human Resources, Business Administration, or a related field
▪ Master’s degree or professional HR certification (MBA, CIPD, SHRM, or equivalent) is an advantage
▪ Minimum 8–12 years of progressive HR experience, with at least 4–5 years in a managerial or leadership role
▪ Proven experience working in the GCC region, with strong knowledge of UAE and Saudi labor laws
▪ Hands-on experience managing HR operations across multiple countries or regions
▪ Experience in construction, manufacturing, chemicals, or industrial sectors is an advantage
▪ Strong understanding of cross-border HR practices, workforce localization, and expatriate management
▪ Ability to work effectively in a multicultural and multi-national environment
▪ Strong leadership, communication, negotiation, and stakeholder management skills
▪ High level of integrity, confidentiality, and professionalism

Key Responsibilities

1. Human Resources Strategy & Planning

• Develop and implement HR strategies aligned with company business goals.
• Support organizational growth through workforce planning and talent structure optimization.
• Advise management on people strategy, organizational design, and succession planning.

2. Recruitment & Talent Acquisition

• Plan and manage end-to-end recruitment processes
• Ensure the right people are hired for the right roles at the right time
• Improve hiring efficiency and quality through structured interviews and assessments
• Build talent pipelines for key and critical positions

3. Performance Management

• Design and implement performance appraisal systems (KPI / OKR-based)
• Ensure performance goals are clear, measurable, and aligned with company objectives
• Support managers in performance reviews, feedback, and improvement plans

4. Compensation & Benefits

• Develop and manage compensation and benefits structures
• Ensure internal fairness and external market competitiveness
• Manage salary reviews, bonuses, and incentive schemes
• Control labor costs while supporting motivation and retention

5. Training & Development

• Identify training needs at individual, team, and organizational levels
• Organize onboarding, skills training, leadership development, and compliance training
• Support career development and employee growth
• Promote continuous learning and capability building

6. Employee Relations

• Build positive employee–employer relationships
• Handle employee concerns, grievances, and disciplinary actions
• Promote a healthy, respectful, and professional work environment
• Support conflict resolution and maintain organizational harmony

7. HR Policies & Compliance

• Develop, update, and enforce HR policies and procedures
• Ensure compliance with local labor laws and regulations
• Manage contracts, personnel files, and HR documentation
• Reduce legal and compliance risks related to employment

8. Organizational Culture & Engagement

• Promote company values, culture, and behavioral standards
• Drive employee engagement initiatives and internal communication
• Support leadership in building a strong execution-oriented culture
• Strengthen teamwork, accountability, and ownership mindset

9. HR Operations & Administration

• Oversee daily HR operations and administrative processes
• Manage attendance, leave, and HR systems
• Ensure HR data accuracy and reporting
• Improve HR process efficiency and standardization

10. Management Support & Advisory

• Act as a trusted advisor to managers and executives
• Support leadership in people-related decision-making
• Coach managers on people management, communication, and leadership skills
• Link performance results with rewards, promotion, and development decisions

Helping Sales Hire the Right People Common Challenges

• High turnover in the sales team
• Salespeople who talk well but fail to deliver results HR’s Role
• Define clear sales role profiles and competency requirements
• Prioritize execution ability, resilience, and goal orientation over rhetoric
• Reduce hiring risk through structured interviews and probation reviews Practical Solutions
• Establish a Sales Competency Model
• Set 90-day probation KPIs (customer visits, follow-ups, new leads, conversions)
• Remove low performers early based on data, not opinions

Helping Sales Establish Clear Rules and Standards Common Challenges

• Unclear targets and expectations
• Sales processes that cannot be measured or controlled HR’s Role
• Support sales management in clarifying goals, processes, and responsibilities
• Turn sales activities into standardized, measurable actions

Email Us Your CV's - hr_castechmiddleeast@castechchem.com / afshan@castechchem.com

Thank You

职位类型：全职