Jr. HR Business Partner

Job Requisition ID: 172868

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United A”rab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group’s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.

By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

Overview Of The Role:

The Junior HR Business Partner acts as a trusted advisor to senior management on all human capital management matters. The role is responsible for implementing HR strategies that support business growth, fostering a culture of performance-focus, meritocracy, and diversity, and ensuring compliance with Group HR policies. The role demands a keen understanding of business to develop strategic HR plans, a proactive approach to improving workforce capability, and the ability to handle employee relations and manage financial aspects of HR. The HRBP liaises with management to ensure that business objectives, HR strategies, and regulatory requirements are aligned.

What You Will Do:

Organisational Development Strategy

• Create a HR strategy for the business and the annual HR Plan in liaison with the Business MD, HRBP, Group MD, and Group HR Director.
• Communicate plans and progress against the plan to the HR Function and the Business Units.
• Support a continuous improvement environment for HR Activities within the Business Units.

Capability Development

• Ensure new employees are properly inducted into the business and given support to become productive quickly.
• Develop succession plans and retention strategies for key talent and positions.
• Execute a learning and development plan that equips individuals with necessary skills.
• Formulate and implement performance management plans to improve performance or assist with exit from the organisation.
• Safeguard promotion process and ensure SMART objectives are set.

Training & Development

• Specify training initiatives required to support the business and liaise with the Group Training Department.
• Ensure training needs of key and high potential staff are identified and delivered.
• Ensure all key positions have identified successors.

Employee Relations

• Manage ER issues within the business units and support line managers in creating a culture of employee engagement.
• Reinforce a culture of meritocracy, performance-focus, and diversity.
• Act as an advisor to line managers to educate them and minimize risk.
• Ensure compliance with local law and Group policy throughout the employee lifecycle.
• Communicate and implement changes to HR policies and procedures.
• Ensure disciplinary procedure is properly applied before any employee is exited from the business.

Business Partnering

• Act as a trusted business partner and coach to senior line management.
• Consult and support line managers across the business units.
• Measure employee engagement of the business units and take actions to improve it.
• Advise, coach, and mentor management and HR team on people-related issues.

Workforce Optimisation

• Advise on creating and managing a lean and multi-skilled workforce.
• Support and facilitate implementation of business structure reorganization and consolidation.
• Communicate organizational messages and monitor feedback within the business units.
• Ensure compliance with localization policy and targets.

Financial Management

• Provide line management with regular financial reporting of employee costs.
• Ensure the annual manpower budgeting exercise is conducted accurately and efficiently.
• Create, obtain approval for, and manage HR Department budget.
• Ensure HR Team adheres to business financial systems and processes.

HR Policy Compliance

• Ensure compliance to HR policy is maintained and review business internal controls and procedures.
• Educate staff about policies and procedures through SOP trainings.
• Address policy breaches immediately and decisively.
• Safeguard Emirati only positions.

Required Skills To Be Successful:

• Change Management and Organizational Development expertise.
• Analytical skills and financial modeling proficiency.
• Strong communication and problem-solving abilities.
• Experience in Recruitment & Selection, and Employee Relations.

What Qualifies You For The Role:

• Human Resource, Psychology, or Business Management Degree required.
• CIPD qualification desirable.
• 3+ years of HR Generalist experience.
• Previous experience within an HR Function.

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Before you click “apply”: Please read the job description carefully to ensure you can confidently demonstrate why this opportunity is right for you and take the time to put together a well-crafted and personalised CV to further boost your visibility. Our global Talent Acquisition team members are all assigned to specific businesses to ensure that we make the best matches between talent and opportunities. We not only consider the requisite compatibility of skills and behaviours, but also how candidates align with our Values of Respect, Integrity, Collaboration, and Excellence.

As part of our candidate experience promise, we also want to make ourselves available to you throughout the application process. We make every effort to review and respond to every application.