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technical manager

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360 HR Partners

Hiring: Training Manager | Sharjah, UAEWe are looking for a Trainer to join a leading Combined Cycle Power Plant (IPP) in Sharjah.Key Requirements: ✔ Engineering Background ✔ Experience: Min 18+ Years of which 5+ years of experience in training &amp; competency development, preferably in the power generation/ Desalination (Water) industry ✔ Experience in preparing training plans, qualification programs, and coordinating technical training ✔ Strong communication, planning, and organizational skills ✔ Knowledge of Combined Cycle Power Plants is an advantageKey Responsibilities:<ul><li>Identify and coordinate plant-wide training needs</li><li>Manage training plans and qualification programs</li><li>Coordinate internal and external technical training</li><li>Support onboarding and competency development of employees</li><li>Monitor training progress and maintain training records</li><li>Work closely with Technical and HR teams to develop in-house talent</li></ul>Pay: AED20,000.00 - AED28,000.00 per monthApplication Question(s):<ul><li>Notice Period</li><li>F-F Interview in Sharjah</li></ul>Experience:<ul><li>Power Plants: 5 years (Required)</li><li>Technical Training: 5 years (Required)</li></ul>Work Location: In person

Technical Training Manager- Power Plant

SAHARA International Group for Glass and Architectural Products

Urgently Required for Sahara International Group, SharjahHR Assistant - 2nos.Job Summary: We are seeking a motivated and detail-oriented HR Assistant to join our team. The HR Assistant will provide administrative support to the HR department, ensuring smooth day-to-day operations. This role involves assisting with recruitment, employee records, payroll processing, and general HR tasks while maintaining confidentiality and professionalism.Key Responsibilities:Recruitment Support: Assist in job postings on various platforms. Screen resumes and schedule interviews. Maintain communication with candidates throughout the hiring process.Employee Onboarding and Records Management: Organize new hire onboarding, including orientation schedules and documentation. Maintain accurate employee records, including personal and job-related information.Payroll and Benefits Administration: Support payroll preparation by providing relevant employee information. Assist in managing employee benefits enrollment and inquiries.HR Policies and Compliance: Assist in ensuring adherence to company policies and labor laws. Support in preparing HR-related reports and documentation.Administrative Duties: Answer employee inquiries and redirect as necessary. Assist in organizing HR events, workshops, and meetings. Maintain confidentiality and secure storage of HR documents.Requirements: Education: Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.Experience: 2 years of HR or administrative experience (preferred). UAE working experience will be added advantage.Skills: Excellent communication and interpersonal skills. Strong organizational and multitasking abilities. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).Familiarity with HR software or systems (e.g., HRIS) is a plus.Personal Attributes: High level of professionalism and discretion. Strong attention to detail and accuracy. Ability to work independently and as part of a team.Interested candidates with relevant experience can apply indeedPay: AED2,500.00 - AED3,000.00 per monthWork Location: In person

HR Assistant

Confidential

A Secretary is responsible for providing administrative and clerical support to ensure the efficient operation of an office. Below is a standard job description:<h3>Job Title: Secretary</h3>Job Summary: A Secretary provides administrative support by handling office tasks, managing communication, organizing schedules, and maintaining records. They ensure smooth day-to-day office operations and assist management and staff as needed.<h3>Key Duties and Responsibilities:</h3>Answer and direct phone calls, emails, and other correspondence.Schedule appointments, meetings, and maintain calendars.Prepare, type, edit, and distribute documents, reports, and presentations.Organize and maintain filing systems (paper and electronic).Receive and greet visitors in a professional manner.Record meeting minutes and distribute them to relevant personnel.Manage office supplies and place orders when necessary.Arrange travel, accommodation, and meeting logistics.Maintain confidential records and information.Assist with basic bookkeeping, data entry, and other administrative tasks.Coordinate communication between departments and external stakeholders.Perform other clerical duties as assigned.<h3>Qualifications:</h3>High school diploma or equivalent (Associate's or Bachelor's degree preferred).Proven experience as a secretary, administrative assistant, or similar role.Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook) and office equipment.Excellent verbal and written communication skills.Strong organizational and time-management abilities.Ability to maintain confidentiality and handle sensitive information.Attention to detail and ability to multitask.Professional appearance and positive attitude.<h3>Skills Required:</h3>Communication skillsOrganizational skillsTime managementComputer literacyProblem-solving skillsInterpersonal skillsAccuracy and attention to detailCustomer service skills<h3>Working Conditions:</h3>Typically works in an office environment.Standard working hours, with occasional overtime depending on organizational needs.May interact with clients, visitors, and employees at all levels of the organization.

Secretary

Americana Restaurants

<div>
 
 
 About the Role:
 
 
 
 The Director People &amp; Culture - Store Operations leads the People &amp; Culture business partnership function for restaurant operations across all brands and markets within Americana Restaurants.
 
 
 The role translates business priorities into scalable, consistent and high-impact people strategies, policies, and operational practices that support a consistent and high-performing workforce across the store network.
 
 
 Working closely with brand leadership and operational teams, the role ensures that people practices across workforce planning, employee relations, performance management, and engagement are implemented consistently and aligned with Americana&rsquo;s values and strategic priorities.
 
 
 Through strong governance, data-driven decision making, and execution rigor the Director ensures Human Capital initiatives translate into measurable improvements in workforce stability, leadership capability, employee experience, and operational performance.
 
 
 This role provides leadership and direction to the People &amp; Culture business partnership teams supporting restaurant operations across brands and markets, ensuring consistent standards, coordination, and execution of Human Capital priorities across a large, multi-country workforce.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 Operational People Strategy &amp; Business Partnership
 
 
 <ul>
 <li>
 Partner with brand and operations leadership to translate business strategy into clear, actionable workforce and people priorities across the restaurant network.
 </li>
 <li>
 Provide strategic HR guidance to senior operations leaders on workforce planning, leadership capability, and organizational effectiveness.
 </li>
 <li>
 Align Human Capital initiatives with operational goals including growth, service excellence, and operational consistency.
 </li>
 </ul>
 
 
 Human Capital Operations Governance
 
 
 <ul>
 <li>
 Drive consistent implementation of people policies, processes, and initiatives across brands and countries.
 </li>
 <li>
 Ensure alignment between enterprise Human Capital strategy and local operational execution while balancing local market realities.
 </li>
 </ul>
 
 
 Operational Workforce Strategy
 
 
 <ul>
 <li>
 Lead workforce strategies that support restaurant network growth, labor productivity, and operational stability.
 </li>
 <li>
 Partner with Operations and Finance to align workforce planning with expansion plans, staffing models, and labor requirements.
 </li>
 <li>
 Ensure strong talent pipelines and succession depth for restaurant leadership roles across markets.
 </li>
 </ul>
 
 
 Workforce Performance Management
 
 
 <ul>
 <li>
 Monitor key workforce indicators including attrition, workforce stability, leadership readiness, and engagement across the restaurant network.
 </li>
 <li>
 Identify workforce trends and implement targeted, data-backed actions that strengthen operational stability and employee experience.
 </li>
 <li>
 Ensure people priorities are reflected in operational reviews and leadership decision making.
 </li>
 </ul>
 
 
 Employee Relations &amp; Workplace Environment
 
 
 <ul>
 <li>
 Oversee employee relations practices across markets to ensure fair, consistent, and values-aligned decision making.
 </li>
 <li>
 Ensure workplace issues are managed in line with company values, policies, and legal frameworks.
 </li>
 <li>
 Promote a culture of accountability, respect, and integrity across the operational workforce.
 </li>
 </ul>
 
 
 People Analytics &amp; Workforce Insights
 
 
 <ul>
 <li>
 Use people analytics to identify workforce trends, operational risks, and capability gaps across markets.
 </li>
 <li>
 Translate workforce data into actionable insights that support leadership decision making and operational planning.
 </li>
 <li>
 Strengthen workforce reporting and data quality to enable effective operational decision making.
 </li>
 </ul>
 
 
 Execution Discipline &amp; Operational Coordination
 
 
 <ul>
 <li>
 Ensure Human Capital initiatives are implemented consistently and effectively across markets.
 </li>
 <li>
 Coordinate the execution of enterprise people initiatives across brands and countries.
 </li>
 <li>
 Establish clear accountability and follow-through for operational people actions and track impact of key initiatives.
 </li>
 </ul>
 
 
 Operational Leadership Capability
 
 
 <ul>
 <li>
 Partner with Talent and Learning teams to strengthen leadership capability across store operations.
 </li>
 <li>
 Identify leadership gaps that impact operational performance and employee engagement.
 </li>
 <li>
 Ensure development priorities for restaurant leadership roles align with business needs and future leadership pipeline requirements.
 </li>
 </ul>
 
 
 Culture &amp; Values Alignment
 
 
 <ul>
 <li>
 Champion the consistent application of Americana&rsquo;s values across the operational workforce.
 </li>
 <li>
 Ensure people decisions reinforce the company&rsquo;s culture and leadership expectations while strengthening a performance-driven environment.
 </li>
 <li>
 Promote leadership behaviors that strengthen engagement, accountability, and team performance.
 </li>
 </ul>
 
 
 Stakeholder Leadership
 
 
 <ul>
 <li>
 Act as the senior People &amp; Culture partner to operational leadership across brands and markets.
 </li>
 <li>
 Build strong relationships with brand leaders, country leadership teams, and P&amp;C leaders.
 </li>
 <li>
 Influence leadership decisions through credible business insight and strong people expertise.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Psychology, or a related field.
 </li>
 <li>
 15+ years of progressive HR experience with significant experience in HR business partnership within large-scale operational environments.
 </li>
 <li>
 Proven experience managing HR operations across high-volume, geographically dispersed workforces.
 </li>
 <li>
 Experience working in international or multi-country organizations.
 </li>
 <li>
 Strong expertise in employee relations, workforce planning, and HR governance.
 </li>
 <li>
 Experience using workforce data and analytics to inform people decisions and business strategy.
 </li>
 </ul>
 
 
 
 
 
 Key Skills:
 
 
 <ul>
 <li>
 Strategic HR business partnership
 </li>
 <li>
 HR operations governance and execution
 </li>
 <li>
 Workforce planning and organizational effectiveness
 </li>
 <li>
 Employee relations and workplace management
 </li>
 <li>
 Data-driven decision making
 </li>
 <li>
 Stakeholder influence and leadership alignment
 </li>
 <li>
 Cross-market coordination and operational leadership
 </li>
 <li>
 Strong execution discipline and problem solving
 </li>
 </ul>
 
 
</div>

Director People & Culture - Store Operations

KAT Group FZC LLC

Profiles will be considered only from overseas recruitment Industry.<ul><li>Drive new client acquisition for recruitment.</li><li>Build and manage a high quality sales pipeline.</li><li>Develop strategic relationships with corporate clients, contractors, and government approved entities.</li><li>Manage : prospecting, meetings, proposals, negotiations, closures.</li><li>Coordinate with operations and sourcing teams to ensure delivery readiness and client satisfaction.</li><li>Manage key accounts and upsell services.</li><li>Track KPIs: leads, conversions, revenue, client retention.</li><li>Support vendor registration and compliance documentation with clients.</li><li>Represent the company in industry meetings, expos, and partner discussions.</li></ul>Requirements<ul><li>Minimum 2 years experience in Business Development within Overseas Recruitment.</li><li>Proven track record in closing B2B manpower supply deals.</li><li>Strong network with HR, procurement, and project managers.</li><li>Sound understanding of UAE labor market, and compliance frameworks.</li><li>Strong negotiation and stakeholder management capability.</li><li>Valid UAE driving license preferred.</li></ul>Pay: AED3,500.00 - AED4,500.00 per monthWork Location: In person

Overseas Recruitment - BDE

Al Khayyal Group Trading & Investment

Job SummaryAl Khayyal Group Trading &amp; Investment LLC is seeking a motivated and organized Talent Acquisition &amp; Development Specialist to support recruitment, onboarding, employee development, training, performance management, and succession planning. The ideal candidate should have strong communication and coordination skills with hands-on experience in recruitment and talent development.Key Responsibilities<ul><li>Coordinate with managers on hiring needs; prepare and update job descriptions</li><li>Post job vacancies; source candidates proactively; screen resumes/CVs</li><li>Build a qualified candidate talent pool; coordinate interviews</li><li>Communicate with candidates; evaluate candidates and provide recommendations</li><li>Negotiate offers and issue offer letters; implement onboarding program</li><li>Coordinate new hire setup with departments</li><li>Identify training needs; organize training courses; follow up on evaluations</li><li>Manage Individual Development Plans (IDP)</li><li>Follow up on annual performance evaluation and succession planning</li><li>Prepare recruitment reports; maintain data in Applicant Tracking Systems (ATS)</li></ul>Requirements<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field</li><li>3&ndash;4 years of experience in recruitment and talent development</li><li>Strong knowledge of recruitment and selection processes</li><li>Experience with ATS, LinkedIn, Indeed, or other recruitment platforms</li><li>Good understanding of onboarding, training, performance management, and IDPs</li><li>Strong communication, interpersonal, and negotiation skills</li><li>Excellent organizational and time-management skills</li><li>Strong attention to detail and ability to maintain confidentiality</li><li>UAE HR experience is mandatory</li></ul>Pay: AED5,500.00 per monthWork Location: In person

Talent Acquisition & Development Specialist

Crescent Petroleum

Date: 19 Aug 2026
 
Location: 
Sharjah, AE
 
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 Department: Support Services
 
Job Description: 
ESSENTIAL FUNCTIONS: 
Manpower Planning and Budgeting
 
Prepares and analyses current manpower inventory to identify skills, requirements and appropriate staffing for both short- and long-term business needs.
 Identifies key components and cost factors in the company’s HR strategy, such as recruitment cost and reward schemes, to ensure that future manpower requirements are properly met.
 Creates, updates and maintains organisation charts for the entire company as per the approved manpower plan from time to time.
 Participates in the planning and development of the entire company's HR manpower budgets
 
Compensation and Benefits
 
Supports the planning and development of compensation and benefits strategies in addition to a reward system aligned to Crescent's organisational objectives and maintains related policy and procedures.
 Introduces effective compensation and benefit practices and recommends improvement to current benefit schemes for the entire company.
 Establishes wage and salary structure and pay for performance programmes and reviews related systems for effectiveness and cost containments.
 Monitors and evaluates local market conditions and competitors benefit schemes and recommends subsequent compensation, benefits and reward packages.
 
HR Analysis, Reports and Proposals
 
Prepares reports and proposals in relation to HR best practices and proposes solutions in accordance with recognised HR trends and patterns.
 Conducts HR analysis and prepares subsequent reports/proposals in order to identify appropriate HR planning approach and related organisational development processes.
 
Continuous Development of Position
 
Keeps track of human resources contemporary best practices, policies, systems, trends and recommends consequent plans and strategies to achieve the company organisational and growth objectives.
 
QUALIFICATION AND EXPERIENCE: 
Degree in Business Management and or/Human Resources, preferably with an HR Professional Certificate (CIPD or SHRM)
 2-3 years of broad HR experience, preferably within Oil & Gas or similar companies.
 Excellent skills in Data Analytics.

HR Analyst

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