operations manager

finance manager

hr manager

commercial manager

talent acquisition manager

compensation benefits manager

Venco Imtiaz Contracting Co

Job Title: Compensation &amp; Benefits ManagerLocation: Dubai, UAEEmployment Type: Full-TimeKey Responsibilities:<ul><li>Assist with developing and proposing compensation packages and policies to attain and attract talent aligned with the companies&rsquo; strategy</li><li>Assist with implementing and evaluating current compensation and benefits structures including base pay, incentives, health and welfare benefits</li><li>Conduct market surveys to ensure competitiveness of compensation programs, identify gaps and provide recommendations to address opportunities for enhancement</li><li>Align all compensation systems to be in compliance with local legal regulations</li><li>Manage the yearly salary and merit increases and provide recommendations based on relevant market data</li><li>Develop and implement a comprehensive communication strategy for compensation and benefits programs</li><li>Develop and maintain strong relationships with health plan brokers and third party administrators</li><li>Compile and maintain the pre-opening documentation of new properties to establish a realistic pre-opening budget and manning count</li><li>Participate in third party compensation and benefit surveys to ensure company practices are in line with market trends</li><li>Assist the HR Management in developing and managing Human Resources guidelines and functions and re-assess, review and upgrade schemes and policies to enable the company to stay competitive</li><li>Initiate, coordinate and develop special projects to be submitted to the HR Management in order to make appropriate operational assessments.</li></ul>Requirements:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; Master&rsquo;s degree preferred.</li><li>Minimum of 12 years of progressive experience in compensation and benefits, preferably in contracting industry with 3 years in managerial role.</li><li>Proven expertise in designing and implementing competitive compensation and benefits programs.</li><li>Strong analytical skills with the ability to interpret market data and provide strategic recommendations.</li></ul>Job Type: Full-timeApplication Question(s):<ul><li>What is your salary expectation?</li><li>What is your notice period?</li></ul>Experience:<ul><li>compensation &amp; benefits: 10 years (Required)</li></ul>

Compensation & Benefits Manager

Holcim

<div>
 
 We are seeking a seasoned Compensation and Benefits Manager with over 5 years of extensive experience within a complex, multinational corporation. The ideal candidate will be a deep subject matter expert in global compensation frameworks, with certified or expert-level proficiency in Korn Ferry and Hays Job Evaluation Methodologies.
 
 
 This role is responsible for the design, governance, and execution of the company's total rewards strategy across multiple regions. You will act as the principal advisor to senior leadership and People Manager's on all compensation matters, ensuring our programs are competitive, equitable, scalable, and fully aligned with our global and local business objectives.
 
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 
 Strategic &amp; Technical Leadership
 
 
 <ul>
 <li>
 
 Job Architecture &amp; Evaluation:
 
 Act as the in-house subject matter expert (SME) on the
 
 Korn Ferry Hay Guide Chart-Profile Method
 
 . Lead and govern the job evaluation and leveling process to ensure internal equity and a robust, defensible job architecture.
 </li>
 <li>
 
 Methodology Governance:
 
 Oversee the integrity of our compensation framework, ensuring the Korn Ferry/Hays methodologies are applied consistently across all business units and regions.
 </li>
 <li>
 
 Training &amp; Enablement:
 
 Train and empower People Manager's and line managers on compensation philosophy, job evaluation principles, and the correct application of our C&amp;B frameworks.
 </li>
 <li>
 
 Global Compensation Strategy:
 
 According to Group guidelines,
 
 
 provide support in design, implementation, and manage all compensation programs, including base salary structures, short-term and long-term incentive plans (STIP/LTIP), and sales incentive plans, ensuring alignment with global strategy and local market competitiveness.
 </li>
 <li>
 
 Executive Compensation:
 
 Partner with external consultants on executive compensation analysis, benchmarking, and preparation of materials for the Remuneration Committee.
 </li>
 </ul>
 
 
 Operational Management
 
 
 <ul>
 <li>
 
 Annual Cycles:
 
 Lead the local annual compensation review process ( budgeting and cost management of country employees, merit, bonus, and equity cycles), ensuring seamless execution, data integrity, and alignment with budget.
 </li>
 <li>
 
 Benchmarking &amp; Market Analysis:
 
 Manage relationships with external survey providers (including Korn Ferry and Hays). Analyze local market data to assess the competitiveness of our total rewards package and recommend data-driven adjustments.
 </li>
 <li>
 
 Benefits &amp; Wellness:
 
 Oversee the strategic management of local benefits and wellness programs. Partner with local teams and brokers to ensure programs are cost-effective, compliant, and valued by employees.
 </li>
 <li>
 
 Compliance &amp; Pay Equity:
 
 Ensure all compensation and benefits programs comply with group practice and local legal requirements. Proactively conduct pay equity audits (using frameworks like the Hays methodology for equal pay reviews) and develop strategies to address any identified gaps.
 </li>
 <li>
 
 Vendor &amp; Consultant Management:
 
 Manage the relationships, performance, and budgets for all C&amp;B-related vendors, including benefits brokers and methodology consultants (Korn Ferry, Hays, etc.).
 </li>
 </ul>
 
 
 
 
 
 Essential Experience &amp; Knowledge
 
 
 <ul>
 <li>
 
 Experience:
 
 A minimum of 10 years of progressive experience in Compensation &amp; Benefits, with at least 5 years in a managerial role within a large-scale
 
 Multinational Corporation (MNC)
 
 .
 </li>
 <li>
 
 Methodology Expertise:
 
 
 Mandatory, expert-level experience
 
 in job evaluation and job architecture design using the
 
 Korn Ferry Hay Guide Chart-Profile Methodology
 
 . Must be able to conduct and defend complex job evaluations at all levels of the organization.
 </li>
 <li>
 
 Regional Exposure:
 
 Proven experience managing C&amp;B programs across multiple international regions e.g. EMEA, demonstrating a deep understanding of varying cultural norms, legal requirements, and market practices.
 </li>
 <li>
 
 Technical Skills:
 
 Advanced quantitative and analytical skills with the ability to model complex compensation scenarios and present data-driven insights to senior executives.
 </li>
 <li>
 
 Executive Compensation:
 
 Demonstrable experience supporting executive compensation programs and preparing analyses for Remuneration Committee review.
 </li>
 </ul>
 
 
 
 
 
 
 Desirable Experience
 
 
 
 <ul>
 <li>
 
 Consulting &amp; Multinational Company Background:
 
 With exposure to structured processes, cross-functional collaboration and global best practices. Experience working with major rewards consulting firms (e.g., Korn Ferry, Hays, Mercer, or Willis Towers Watson) is highly desirable.
 </li>
 <li>
 
 Certifications:
 
 Professional certification such as CCP (Certified Compensation Professional) or GRP (Global Remuneration Professional).
 </li>
 <li>
 
 HRIS Knowledge:
 
 Experience with major HRIS platforms (e.g., SuccessFactors) and their advanced compensation modules.
 </li>
 </ul>
 
 
 
 
 
 
 Competencies and Skills
 
 
 
 <ul>
 <li>
 
 Strategic Mindset:
 
 Ability to anticipate future trends, and link total rewards strategy directly to business goals.
 </li>
 <li>
 
 Leadership &amp; Influence:
 
 Proven ability to influence senior stakeholders, including C-suite executives and People leadership.
 </li>
 <li>
 
 Stakeholder Management:
 
 A strong "internal consultant" and partner to People Manager's and business leaders; able to explain complex C &amp; B concepts with clarity and confidence.
 </li>
 <li>
 
 Project Management:
 
 Exceptional organizational skills with the ability to manage multiple complex, high-impact projects simultaneously (e.g., annual salary review, job leveling project).
 </li>
 <li>
 
 Communication:
 
 Flawless written and verbal communication skills; able to build compelling business cases and present to senior audiences.
 </li>
 <li>
 
 Resilience &amp; Discretion:
 
 Ability to thrive in a fast-paced, high-pressure environment while handling highly sensitive and confidential information with absolute discretion.
 </li>
 </ul>
 
 
 
 
 
 
 Education
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Finance, Business Administration, or a related field.
 </li>
 <li>
 Master&rsquo;s degree (MBA, MSc) is preferred.
 </li>
 </ul>
 
 
 
 
 If you&rsquo;re passionate about building fair, data-driven and scalable reward programs that shape employee experience and organizational success &mdash; Apply now!
 
 
 
</div>

Client of Smart Recruitment

Job Responsibilities: <ul> <li>Develop, implement, and maintain compensation structures (salary bands, incentive plans, bonuses, and allowances) aligned with business strategy and market benchmarks.</li> <li>Conduct annual salary reviews, market benchmarking, and pay equity analyses.</li> <li>Partner with Finance and CHRO on workforce planning and compensation budgeting.</li> <li>Support performance management processes by linking pay to performance outcomes.</li> <li>Manage executive compensation programs and coordinate with CHRO for C-level reporting.</li> <li>Oversee benefits design and administration across multiple jurisdictions (e.g., health insurance, annual flights, pensions, wellness programs).</li> <li>Evaluate and recommend enhancements to employee benefits to support retention and engagement.</li> <li>Liaise with external vendors and brokers to ensure cost efficiency and service quality.</li> <li>Standardize benefit policies across entities while maintaining local compliance.</li> <li>Maintain accurate C&amp;B data within the HRIS (HiBob), ensuring consistency and confidentiality.</li> <li>Generate dashboards, cost projections, and analytical reports for management.</li> <li>Support audits, compliance checks, and internal reporting for regulatory and board purposes.</li> <li>Develop and maintain compensation policies and frameworks across all locations.</li> </ul> Key Competencies <ul> <li>Analytical &amp; Data-Driven: Able to translate numbers into actionable insights.</li> <li>Strategic Thinking: Balances short-term actions with long-term reward strategy.</li> <li>Integrity &amp; Confidentiality: Handles sensitive information with discretion.</li> <li>Cross-Cultural Awareness: Understands local market nuances and legal frameworks.</li> <li>Collaborative Partner: Works effectively with HR, Finance, and Leadership teams.</li> </ul>

ALNAJMA ALFAREEDA INT. BUILDING MAINTENANCE LLC

<ul><li>Support the HR Manager in developing and implementing HR strategies that align with business goals, ensuring a cohesive workplace culture.</li><li>Conduct thorough recruitment processes, including drafting job descriptions, screening candidates, and coordinating interviews to attract top talent.</li><li>Administer employee onboarding programs, providing new hires with essential resources and training to facilitate their integration into the company.</li><li>Oversee employee performance management systems, assisting in the development of KPIs and conducting performance reviews to ensure employee growth.</li><li>Manage employee relations issues by providing guidance and support to staff, addressing conflicts, and promoting a positive work environment.</li><li>Assist in the development and execution of training and development initiatives aimed at enhancing employee skills and career advancement.</li><li>Maintain accurate HR records and employee databases, ensuring compliance with data protection regulations and organizational policies.</li><li>Support compensation and benefits administration, including salary reviews, benefits enrollment, and employee inquiries regarding compensation packages.</li><li>Coordinate HR initiatives such as employee engagement surveys and wellness programs to foster a motivated and healthy workforce.</li><li>Stay updated on labor legislation and industry trends to ensure that HR practices remain compliant and competitive in the market.</li></ul>

Assistant HR Manager

A leading global manufacturing firm seeks an experienced Automotive Refinish Sales Manager to lead market growth in the Middle East. The position requires a strong sales background in the automotive aftermarket, leadership abilities, and a customer-focused approach. Responsibilities include executing sales strategies, managing a team, and developing key industry relationships. This is a full-time role based in Dubai, offering competitive compensation and benefits.

Automotive Refinish Sales Lead - Middle East

Al-AIHAM MARBLE & GRANITE LLC

The Human Resources Manager will lead, develop, and implement HR strategies, policies, and initiatives aligned with the overall business strategy of DAR AL-AIHAM PROPERITES . The role is responsible for all human resource functions including recruitment, employee relations, performance management, training and development, compensation and benefits, and compliance with labour laws.Key Duties and Responsibilities:<ul><li>Recruitment &amp; Staffing</li><li>Develop and manage the recruitment process to attract top talent.</li><li>Coordinate job postings, candidate screening, interviewing, and selection.</li><li>Employee Relations</li><li>Foster a positive working environment through effective employee engagement strategies.</li><li>Handle employee complaints, disputes, and disciplinary procedures.</li><li>Performance Management</li><li>Develop and oversee a robust performance appraisal system.</li><li>Work with department heads to set performance goals and KPIs.</li><li>Training &amp; Development</li><li>Identify training needs and organize training sessions.</li><li>Support continuous learning and career development for employees.</li><li>Compensation &amp; Benefits</li><li>Design competitive salary and benefits structures.</li><li>Administer payroll and ensure timely processing.</li><li>Policy &amp; Compliance</li><li>Develop HR policies and procedures in line with legal regulations and best practices.</li><li>Ensure compliance with UAE labor law and other relevant regulations.</li><li>Strategic HR Planning</li><li>Align HR goals with business strategy.</li><li>Provide decision-making support through HR metrics and reports.</li><li>HR Information Systems (HRIS)</li><li>Manage and maintain HR records and systems.</li><li>Ensure data accuracy and confidentiality.</li><li>Minimum experience 4 to 5 years in Dubai</li></ul>Job Type: Full-time

HR Manager

KERZNER INTERNATIONAL LIMITED

About The RoleThe Assistant Manager, Human Resources, is responsible for delivering exceptional business support, driving employee engagement, and ensuring the seamless operation of HR processes. This position upholds the highest standards of confidentiality and service excellence, acting as a role model for the organisation s values and service philosophy.Key ResponsibilitiesAdministrative Support &amp; Confidentiality<ul><li>Provide timely and accurate HR operational support to internal customers and key stakeholders, ensuring a customer-centric approach and maintaining strict confidentiality in all HR matters. Consistently deliver high-quality service that earns positive feedback and upholds trust.</li></ul>HR Reception Oversight<ul><li>Oversee the HR reception area to ensure all colleague queries are managed to a timely conclusion, delivering great customer service and fostering a warm, welcoming environment for those seeking guidance and support from HR.</li><li>Delegate tasks to reception staff as necessary, ensuring completion on time and to the required quality standards, and regularly monitor progress to maintain high service levels.</li></ul>Onboarding &amp; Offboarding<ul><li>Manage onboarding and offboarding processes to create smooth transitions and positive experiences for new hires and departing employees.</li><li>Maintain engagement and communication throughout, ensuring all documentation and steps are completed within service level agreements.</li></ul>Compensation<ul><li>Collaborate with Compensation &amp; Benefits to keep SAP data up to date and compliant with audit standards, ensuring employees receive correct compensation on time and payroll changes are processed without error or delay.</li></ul>Payroll Issue Resolution<ul><li>Partner with Compensation &amp; Benefits to proactively address payroll discrepancies or delays, resolving issues within agreed timeframes and reducing payroll-related complaints, so employees have high trust in payroll processes.</li></ul>SAP Functionality &amp; Data Integrity<ul><li>Ensure HR teams fully utilize SAP functionality for efficient administration, regularly analyzing reports and partnering with Data Analytics and Compliance to conduct audits.</li><li>Maintain accurate, up-to-date data in SAP, resulting in improved efficiency and minimal errors in payroll and business reports.</li></ul>Continuous Process Improvement<ul><li>Lead initiatives to refine HR operations, streamline processes, and enhance employee satisfaction.</li><li>Document improvements and measure their impact, resulting in increased efficiency and higher satisfaction scores.</li></ul>Employee Engagement &amp; Events<ul><li>Drive employee engagement activity by planning and executing hotel colleague events and activities, and leading end-to-end event management.</li><li>Deliver successful events within budget, increase participation in engagement activities and surveys, and implement action plans that improve engagement scores.</li></ul>Survey &amp; Platform Management<ul><li>Drive, implement, and report on the annual Colleague Engagement Survey and other accountability surveys, promoting and managing uptake of internal employee platforms (e.g., iKonnect).</li><li>Achieve high survey completion rates and increased platform adoption and engagement.</li></ul>Internal Communications<ul><li>Support internal communications through employee platforms, collaborating with ATD Employee Communications and other departments to deliver engaging messaging.</li><li>Ensure communications are timely, relevant, and well-received, resulting in increased platform usage and positive employee feedback.</li></ul>Supplier &amp; Budget Management<ul><li>Ensure sourcing requests, invoices, and payments are processed promptly in collaboration with Finance and Purchasing teams, meeting supplier deliverables on time and adhering to budget requirements.</li></ul>Employee Relations<ul><li>When required, manage and oversee disciplinary processes, ensuring fair and consistent application of company policies.</li><li>Support and guide managers through performance management cases, including documentation, meetings, and follow-up actions.</li><li>Advise managers on best practices for managing attendance, including absence monitoring and return-to-work interviews, so employee relations matters are resolved confidentially, professionally, and in compliance with legal and organisational standards, resulting in improved attendance and performance metrics.</li></ul>Flexible Role Adaptation<ul><li>Take on additional responsibilities as directed by the Manager, HR, demonstrating adaptability and proactive support for evolving business needs.</li><li>Handle new tasks efficiently and adapt seamlessly to changing priorities.</li></ul>

Assistant Manager, Human Resources

Explore 7431+ Compensation benefits manager in Dubai this November. Find roles across top companies and apply now to boost your career.

7431 compensation benefits manager jobs IN Dubai

Compensation & Benefits Manager

Compensation & Benefits Manager

Compensation & Benefits Manager

Assistant HR Manager

Automotive Refinish Sales Lead - Middle East

HR Manager

Assistant Manager, Human Resources