HR Manager

Job description:

As an HR Director, you are assigned (but not limited to) the following responsibilities and duties.

· Lead manpower planning initiatives for large-scale construction projects, ensuring optimal resource allocation and readiness for future project demands.

· Provide strategic leadership in workforce planning, addressing both immediate project requirements and long-term talent needs.

· Collaborate with senior leadership to forecast workforce needs and develop strategic recruitment plans for critical roles.

· Create and implement a comprehensive system to streamline HR activities, processes, and workflows, ensuring consistency and efficiency across all levels.

· Manage change initiatives, including organizational restructuring and the adoption of new systems or practices, ensuring minimal disruption to operations.

· Develop and drive HR strategies aligned with the company’s long-term vision and organizational objectives, ensuring alignment with the construction industry’s unique demands.

· Oversee the development of talent acquisition strategies to attract high-performing professionals in the construction sector.

· Drive organizational development initiatives, including succession planning and leadership development for key positions.

· Ensure compliance with UAE labor laws, building industry standards, and company policies across all HR functions.

· Monitor and analyze key HR metrics to provide data-driven insights that inform strategic decision-making.

· Lead diversity, equity, and inclusion initiatives to build a workforce reflective of the global and multicultural construction industry.

· Oversee the design and management of competitive compensation and benefits programs to ensure alignment with market trends.

· Act as a trusted advisor to the executive team, offering insights on organizational effectiveness, culture, and workforce challenges.

· Oversee training and development programs that align with the strategic goals of the organization and enhance workforce capabilities.

· Build and maintain strong relationships with external partners, such as regulatory bodies, recruitment agencies, and industry associations.

· Ensure effective governance of employee relations and conflict resolution processes at a strategic level.

· Direct HR’s role in corporate social responsibility initiatives and employer branding strategies to position the company as an employer of choice.