hr executive

hr manager

hr assistant

hr intern

human resources manager

head of human resources

Azizi Developments

<div>
 <p>
  From the first vision for a development to the moment a customer receives their keys and throughout life in their new community, Azizi brings together the expertise required at every stage of the real estate journey. With approximately 38,000 employees across 12 business verticals and multiple business entities, our integrated operations span master planning, architectural design and engineering consultancy, the manufacture of building materials across 12 dedicated UAE facilities, construction and MEP delivery, marketing and sales, customer handover, facilities management, and owners&rsquo; association services, supported by our Executive Office and corporate functions.
 </p>
 <p>
  <br/>
 </p>
 <p>
  We are seeking an accomplished Head of Human Resources to lead our group wide HR function and deliver a people strategy aligned with the organisation&rsquo;s ambitious objectives. Reporting directly to Executive Leadership, the successful individual will be experienced in supporting diverse businesses, workforce populations, and operational environments.
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Key Responsibilities
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Develop and implement an HR strategy aligned with the company&rsquo;s business priorities.
  </li>
  <li>
   Act as a trusted advisor to senior leadership on workforce planning, organisational effectiveness, and people-related matters.
  </li>
  <li>
   Lead talent acquisition and workforce planning to attract and retain high-calibre talent.
  </li>
  <li>
   Oversee performance management, succession planning, employee development, and career progression.
  </li>
  <li>
   Develop employee engagement initiatives that enhance productivity, retention, and workplace culture.
  </li>
  <li>
   Manage compensation and benefits frameworks, ensuring market competitiveness and internal equity.
  </li>
  <li>
   Oversee learning and development programmes that build organisational capability.
  </li>
  <li>
   Ensure full compliance with UAE Labour Law and company policies, including visa processing and employee documentation.
  </li>
  <li>
   Lead employee relations, conflict resolution, grievance, and disciplinary processes with professionalism and confidentiality.
  </li>
  <li>
   Enhance HR systems, reporting, governance, and operational efficiency.
  </li>
  <li>
   Lead and develop the HR team, establishing clear standards of accountability and service delivery.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Qualifications and Experience
  </strong>
 </p>
 <p>
  <br/>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related discipline; a master&rsquo;s degree or recognised HR qualification is preferred.
  </li>
  <li>
   Previous experience leading or heading a Human Resources function within the UAE, with responsibility for group-wide HR activities.
  </li>
  <li>
   Experience within an engineering, construction, real estate, or similarly complex operational environment is preferred.
  </li>
  <li>
   Comprehensive knowledge of UAE Labour Law and current HR practices.
  </li>
  <li>
   Demonstrated experience developing and implementing HR strategies that deliver measurable business results.
  </li>
  <li>
   Proven leadership and team-management capability.
  </li>
  <li>
   Excellent stakeholder-management, communication, and influencing skills.
  </li>
  <li>
   High levels of integrity, professionalism, and sound decision-making.
  </li>
  <li>
   Proficiency in HR systems, workforce analytics, and reporting tools.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  If you are an experienced HR leader ready to shape the people agenda within one of the UAE&rsquo;s most ambitious real estate organisations, we invite you to apply and become part of Azizi Developments.
 </p>
</div>


Head of Human Resources

Aaramam

<p>We are looking for an experienced <b>HR Head</b> with a strong background in the <b>F&amp;B industry</b>, specializing in high-volume recruitment for restaurant operations. The ideal candidate must have experience managing manpower across multiple restaurant branches while overseeing core HR functions.</p><p><b>Key Responsibilities:</b></p><ul><li>Lead end-to-end recruitment for all restaurant and corporate positions.</li><li>Manage hiring for multiple branches, ensuring timely manpower fulfillment.</li><li>Build and maintain a strong talent pipeline for current and future staffing needs.</li><li>Coordinate local and overseas recruitment campaigns.</li><li>Work closely with operations to forecast manpower requirements.</li><li>Oversee employee onboarding, induction, and probation processes.</li><li>Ensure compliance with UAE labour laws, company policies, and HR documentation.</li><li>Handle employee relations, performance issues, disciplinary actions, and grievance resolution.</li><li>Develop and implement HR policies, SOPs, and retention initiatives.</li><li>Monitor staff turnover, recruitment KPIs, and HR reports, providing regular updates to management.</li><li>Support training and development initiatives to improve employee performance and engagement.</li></ul><p><b>Requirements:</b></p><ul><li>5+ years of HR experience in the F&amp;B/restaurant industry.</li><li>Proven experience managing recruitment for multiple restaurant branches.</li><li>Strong understanding of restaurant operations and workforce planning.</li><li>Experience in employee relations, HR compliance, and performance management.</li><li>Knowledge of UAE labour laws and HR best practices.</li><li>Strong leadership, communication, and organizational skills.</li><li>Proficient in HR software, recruitment platforms, and Microsoft Office.</li></ul><p>Experience:</p><ul><li>F&amp;B HR: 6 years (Preferred)</li></ul><p>Language:</p><ul><li>Malayalam (Preferred)</li></ul><p>Work Location: In person</p>

F&B Human Resources Head – (Recruitment Specialist)

OpenFX

<div><h2 class="jobSectionHeader"><b>About Us</b></h2>
<p>
OpenFX is on a mission to <b>move money as freely as data</b>, unrestricted by time zones, banking hours, or legacy systems. We build the infrastructure that powers cross-border payments for institutions: programmatic FX, settlement, collections, and payouts through a single API. Less than 2.5 years after founding, we process $80B in annualized transaction volume. We are roughly 180 people across San Francisco, New York, Miami, London, Amsterdam, Dubai, Bangalore, and Singapore, with regulated entities and license applications spanning the US, UK, EU, UAE, and beyond. The team comes from J.P. Morgan, Goldman Sachs, Visa, Mastercard, Coinbase, Stripe, Rippling, PayPal, Affirm, and Kraken. We are backed by Accel, Atomico, Lightspeed, M13, NFX, and Northzone, amongst several other global tier-one investors.</p>
<h2 class="jobSectionHeader"><b>
The Role</b></h2>
<p>
You will build and lead the entire people function: talent acquisition and people operations, across every geography, from the infrastructure up. This is the senior-most people seat in the company. You report to the COO and work directly with the CEO on org design, executive hiring, workforce planning, and compensation philosophy.</p>
<p>
This is a builder role. There is a foundation, not a finished function. You will decide what the people function looks like at 300 and design the path to 1000, then build the team that runs it.</p>
<h2 class="jobSectionHeader"><b>
What you inherit</b></h2>
<ul><li>A People Ops and Talent team of 7</li>
<li>Greenhouse as the ATS, with structured interviewing process</li>
<li>A Rippling deployment in flight as the core HR system</li>
<li>A written culture document that the company actually uses in hiring and performance decisions</li>
<li>A company-wide onboarding baseline being stood up now</li>
<li>Roughly 50 hires planned across the company in the next two quarters</li>
</ul><h2 class="jobSectionHeader"><b>What you will own</b></h2>
<ul><li><b>The hiring engine.</b> Recruiting infrastructure, structured interviews and scorecards, internal sourcing to cut agency dependence, and the operating cadence that fills priority roles without dropping the bar. Every hire must raise the standard of their function. You enforce that, including against urgency.</li>
<li><b>Global people operations.</b> Onboarding, offboarding, benefits, and employment compliance across the US, EU, UK, IN, SG and UAE. Every policy and system you build has to work in all six from day one. There is no domestic-first version of this job.</li>
<li><b>Performance system.</b> You design and run it end to end: behavioral scorecards for skills, delivery, and culture; a talent bar that rises with seniority; semiannual calibrated reviews the CEO approves; promotion on sustained performance, never tenure; and a defined underperformance path of severance or a six-week improvement plan. Functional leaders define skills for their domains. You make the grades consistent, fast, and fair.</li>
<li><b>Workforce planning and org design.</b> You partner with the CEO and functional leaders on the workforce plan, spans of control, and leveling. You bring a point of view on what the org should look like at 300 and 500 and 1000, not just a headcount spreadsheet.</li>
<li><b>Compensation and equity.</b> Comp philosophy across all hubs with very different labor markets, plus equity band design and refresh strategy for a company between funding rounds.</li>
<li><b>Your own team.</b> You hire recruiters and people partners, delegate deliberately, and raise the people-leadership capability of every manager in the company.</li>
</ul><h2 class="jobSectionHeader"><b>The hard problems</b></h2>
<p>
These are the reasons this role is interesting. If they read as tedious rather than compelling, this is the wrong job for you.</p>
<ul>
<li><b>Regulated hiring.</b> We have US state money transmitter licenses, an OCC bank charter application under progress, and licenses in the UK, EU, CAN, IN, UAE, and Australia. That means fit-and-proper hiring for control functions, background and regulatory screening built into the funnel, and the reality that a slow Compliance or MLRO hire directly delays a license.</li>
<li><b>Speed without dilution.</b> Doubling headcount is easy. Doubling headcount while every hire raises the bar, across six hubs, is not an easy feat.</li>
<li><b>A performance system that works at 180 and at 500.</b> Scorecards, talent bars, and calibration have to be rigorous enough to mean something and light enough that managers running at full speed actually use them. Off-the-shelf systems fail one test or the other. You will build one that passes both, and defend the bar without forced quotas or theater.</li>
<li><b>Six labor markets, one company.</b> US, UK, EU, IN, UAE and SG have different comp norms, benefits expectations, employment law, and cultural defaults. You have to build one coherent system that works in all of them without averaging into mediocrity anywhere.</li>
<li><b>Equity between rounds.</b> Designing bands, grants, and refreshes at a company heading into a priced round, where the framing you choose affects both closing candidates and the cap table.</li>
<li><b>Performance in an ownership culture.</b> We run on autonomy, direct feedback, and outcome-based evaluation. Most off-the-shelf performance systems fight that. Yours cannot.</li>
</ul><h2 class="jobSectionHeader"><b>Must-haves</b></h2>
<ul><li>You have built people infrastructure through the transition from roughly 50 to more than 200 people across multiple countries, and you have seen what comes after: you know which decisions made at 200 break at 500, because you scaled there yourself.</li>
<li>You have designed and run a performance and compensation system, not just administered one someone else built. You can show us the framework, explain the choices behind it, and tell us honestly what you would change.</li>
<li>You are credible in both talent acquisition and people operations, and can operate hands-on in both until your team exists.</li>
<li>You operate with high autonomy. We give you a charter, a budget, and access to every leader. We do not give you a playbook.</li>
<li>You write well. We are distributed across time zones and decisions travel through documents.</li>
</ul>
<p>Fintech or regulated-industry experience helps but is not required. We care about what you built.</p>
<h2 class="jobSectionHeader"><b>
What this role actually demands</b></h2>
<ul><li>The scope is wide and stays wide until you build your team. For the first stretch, you are the recruiter, the people partner, and the strategist.</li>
<li>This is not a remote role. You will be based in one of our key hubs: New York, Miami, London, Dubai, or Bangalore.</li>
<li>The company spans 12 hours of time zones. You will take early and late calls and travel when it matters. In exchange, you get real authority over a global function, not a regional slice of one.</li>
<li>Feedback is direct in both directions, including with the CEO. If you have only worked places where candor flows downward, this will be an adjustment.</li>
<li>The performance system you build applies to you first. This role is evaluated on outcomes like every other, and your own scorecard will be one of the first ones written.</li>
</ul>
<p>If that list energizes you more than it worries you, you will thrive here.</p>
<h2 class="jobSectionHeader"><b>
What We Offer</b></h2>
<ul><li>Competitive salary and benefits package.</li>
<li>Equity in a rapidly growing company.</li>
<li>Opportunity to work in a fast-paced startup at the forefront of fintech innovation.</li>
<li>Opportunity to make a significant impact on global financial infrastructure.</li>
<li>Collaborative work culture with emphasis on personal and professional growth.</li>
</ul>
<p>We are committed to building a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.</p></div>

Head of People & Talent

Landmark Hotels & Suites

<p><b>Female Candidates Only</b></p><p>1. Processes personnel requisitions and transfers. Coordinates with department heads prior to soliciting the approval of the Director of Human Resources and the Executive Office.</p><p>2. Conducts preliminary screening, interviewing and testing of job applicants. Schedules interviews with the requisitioning department head and the Director of Personnel, sees to the final requirements of short-listed applicants, authorizes issuance of staff identification cards, time cards, meal tickets, etc.</p><p>3. Ensures that new hires comply with all pre-employment requirements, such as medical reports, certificates of qualification, etc.</p><p>4. Handles the preparation of employment contracts for temporary, probationary and regular employees, and ensures the immediate notification of all temporary and probationary employees regarding changes in their employment status prior to expiration dates.</p><p>5. Coordinates pre-employment training schedules and student trainees in the Hotel.</p><p>6. Prepares and takes charge of additions to payroll records, requests for payroll changes such as promotions, transfers, re-classifications and resignations.</p><p>7. Supervises and assists in the preparation of Human Resources periodic reports/periodicals.</p><p>8. Implements and ensures the success of employees' social and recreational activities, and other employee welfare and relations packages, as directed by superior.</p><p>9. Maintains and controls the library of confidential Human Resources records and documents.</p><p>10. Assists the Group Human Resources Manager in the preparation of the annual budget on training, annual programs and reports.</p><p>11. Arrangement and allotment of staff accommodation and updating the policy and procedures of the staff accommodation.</p><p>12. Taking disciplinary actions whenever necessary according to the Code of Conduct.</p><p>13. To participate and attend all external and internal mandatory trainings as per schedule and to accept the External Training Affirmation policy</p><p>14. Performs other duties assigned by the Director of Human Resources.</p><p>Job Types: Full-time, Permanent</p><p>Pay: AED2,000.00 - AED2,500.00 per month</p><p>Experience:</p><ul><li>HR Assistant: 2 years (Required)</li></ul><p>Work Location: In person</p>

HR Assistant

Hermès

<div>
 <strong>
  JOB TITLE:
 </strong>
 <strong>
  LEARNING &amp; DEVELOPMENT MANAGER
  <br/>
  <br/>
 </strong>
 <strong>
  REPORTS TO:
 </strong>
 HR DIRECTOR
 <br/>
 <br/>
 <strong>
  LOCATION:
 </strong>
 DUBAI HEAD OFFICE
 <br/>
 <br/>
 <strong>
  ORGANISATION UNIT:
 </strong>
 HUMAN RESOURCES
 <br/>
 <br/>
 <strong>
  SCOPE OF JOB:
  <br/>
  <br/>
 </strong>
 Assume responsibility for setting the Learning &amp; Development direction HME to reach the 5 days of learning for all employees each year through the creation and delivery of meaningful learning programmes.
 <br/>
 <br/>
 The L&amp;D manager will lead the Retail Training Manager to focus on development within the retail community and proactively focus on head office and management development to reinforce this community with aligned training. Collaborate with the HRBP community to identify and support with the development of key talent.
 <br/>
 <br/>
 <strong>
  DIRECT REPORTS:
 </strong>
 2 (Retail training Manager, L&amp;D Executive)
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  VISION / STRATEGIC THINKING
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Define and implement the regional L&amp;D strategy aligned with HR Director, the regional B+2 business goals and the Herm&egrave;s group learning vision.
  </li>
  <li>
   Collaborate with the retail training manager to agree the annual retail learning plan in line with the vision and focuses of HME.
  </li>
  <li>
   Drive innovation in learning through digital tools including My Click H, My Campus and regionally The Hub, experiential learning and blended learning approaches.
  </li>
  <li>
   Monitor trends in the industry and region to highlight best practices to develop the learning offer.
  </li>
  <li>
   Collaborate with Europe/Global and regional HR teams to align talent initiatives with the Herm&egrave;s Group processes and regional talent objectives.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  HEAD OFFICE &amp; MANAGEMENT DEVELOPMENT
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Take ownership of all head office employee learning and development including needs analysis, delivery or sourcing of suitable training and roll out and follow up to ensure its positive impact.
  </li>
  <li>
   Act as a key partner to the HRBPs, HR Director and management team to identify and develop key talent.
  </li>
  <li>
   Design and deliver key talent development programmes including:
   <br/>
   <br/>
  </li>
 </ul>
 Management Development Programmes
 <br/>
 <br/>
 UAE National specific development paths
 <br/>
 <br/>
 High potential and leadership development initiatives across the region.
 <br/>
 <br/>
 <ul>
  <li>
   Collaborate with HRBPs on business needs and the development of identified successors to create tailored learning plans to build strength across the HME team.
  </li>
  <li>
   Oversee the Retail Training Manager to ensure consistent, high-quality learning delivery across the store in the Middle East.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  MEASURE LEARNING IMPACT
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Evaluate training effectiveness and continuously improve learning content and delivery methods.
  </li>
  <li>
   Ensure all administration related to Retail Learning practices is accurately maintained for annual HR reporting.
  </li>
  <li>
   Manage L&amp;D performance against key metrics to track the department&rsquo;s commercial impact.
  </li>
  <li>
   Proactively manage the L&amp;D department budget.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  TEAM DEVELOPMENT
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead and develop the L&amp;D team to ensure all members are able to perform and deliver at their best.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  MEASURES OF SUCCESS
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Develop and launch key Learning &amp; Development programmes for HME that align with the regional HR and Commercial strategy.
  </li>
  <li>
   Able to act as the key referent for all L&amp;D support and partner with varied stakeholders.
  </li>
  <li>
   Ability to work independently and collaboratively in a dynamic environment.
  </li>
  <li>
   Excellent interpersonal and communication skills.
  </li>
  <li>
   Highly organised with a strong retail (or similar industry) understanding.
  </li>
  <li>
   Ability to roll out and communicate key initiatives and drive clear, commercial conclusions.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Minimum of 7 years of experience in HR management, with a focus on talent Development, Training or Learning &amp; Development preferably within retail or a similar client orientated industry.
  </li>
  <li>
   Proven experience of building and managing talent programmes.
  </li>
  <li>
   Strong understanding of learning frameworks and employee development.
  </li>
  <li>
   Excellent communication and facilitation skills.
  </li>
  <li>
   Excellent strategic thinking, communication, and interpersonal skills.
  </li>
  <li>
   Proficiency in HR software and Microsoft Office Suite.
   <br/>
   <br/>
  </li>
 </ul>
 <em>
  This job description is intended to outline the primary duties, responsibilities, and qualifications for the role. It is not an exhaustive list of all tasks or responsibilities. As business needs evolve, job duties may change and employees may be required to take on additional responsibilities or participate in new projects consistent with the nature and level of the position. Flexibility, adaptability, and willingness to support the broader objectives of the organization are expected as part of this role.
  <br/>
  <br/>
 </em>
 A creator, artisan and seller of high-quality objects since 1837, Herm&egrave;s is an independent, family-owned French house that employs nearly 25,185 people worldwide. Driven by its permanent entrepreneurial spirit and consistently high standards, Herm&egrave;s cultivates the freedom and autonomy of each individual through responsible management. The company perpetuates the transmission of exceptional know-how through strong territorial anchoring that respects people and resources. Sixteen artisanal m&eacute;tiers feed the creativity of the house, whose collections are presented in over 300 stores around the world.
</div>


Learning & Development Manager

Arada

<div>
 Head of Learning &amp; Development
 <br/>
 <br/>
 Role Overview:
 <br/>
 <br/>
 The Head of Learning &amp; Development (L&amp;D) is responsible for shaping and driving the organization's learning strategy to build a highly skilled, future-ready workforce. Additionally, the role will be responsible for designing, leading, and executing the organization's learning strategy to build workforce capability, enhance employee performance, and support business objectives. This role drives a culture of continuous learning, leadership development, talent growth, and organizational effectiveness through innovative learning solutions and strategic initiatives.
 <br/>
 <br/>
 Key Responsibilities:
 <br/>
 <br/>
 Learning Strategy &amp; Leadership
 <br/>
 <br/>
 <ul>
  <li>
   Develop and implement a comprehensive Learning &amp; Development strategy aligned with business goals and workforce planning.
  </li>
  <li>
   Establish a learning culture that promotes continuous development, knowledge sharing, and career growth.
  </li>
  <li>
   Partner with senior leaders to identify capability gaps and future talent requirements.
  </li>
  <li>
   Lead and mentor the Learning &amp; Development team, ensuring high performance and continuous improvement.
   <br/>
   <br/>
  </li>
 </ul>
 Talent &amp; Leadership Development
 <br/>
 <br/>
 <ul>
  <li>
   Design and manage leadership development programs for emerging, mid-level, and senior leaders.
  </li>
  <li>
   Support succession planning initiatives through targeted development programs.
  </li>
  <li>
   Create competency frameworks and career development pathways across functions.
  </li>
  <li>
   Oversee mentoring, coaching, and high-potential employee development programs.
   <br/>
   <br/>
  </li>
 </ul>
 Learning Program Management
 <br/>
 <br/>
 <ul>
  <li>
   Conduct organizational training needs analyses to identify learning priorities.
  </li>
  <li>
   Design, procure, and deliver learning solutions using classroom, virtual, blended, and digital methodologies.
  </li>
  <li>
   Evaluate program effectiveness using learning metrics, business outcomes, and ROI analysis.
  </li>
  <li>
   Ensure learning content remains relevant, engaging, and aligned with industry best practices.
   <br/>
   <br/>
  </li>
 </ul>
 Digital Learning &amp; Innovation
 <br/>
 <br/>
 <ul>
  <li>
   Drive adoption of modern learning technologies, including microlearning, AI-enabled learning tools, and social learning approaches.
  </li>
  <li>
   Develop scalable digital learning strategies to support a geographically diverse workforce.
   <br/>
   <br/>
  </li>
 </ul>
 Stakeholder Management
 <br/>
 <br/>
 <ul>
  <li>
   Collaborate with HR Business Partners, functional leaders, and external vendors to deliver learning solutions.
  </li>
  <li>
   Advise executives and managers on workforce capability and organizational development initiatives.
  </li>
  <li>
   Build strategic partnerships with learning providers, universities, and professional institutions.
   <br/>
   <br/>
  </li>
 </ul>
 Budget &amp; Governance
 <br/>
 <br/>
 <ul>
  <li>
   Develop and manage the annual L&amp;D budget.
  </li>
  <li>
   Monitor training expenditures and ensure cost-effective resource utilization.
  </li>
  <li>
   Establish governance, policies, and compliance standards related to learning and development.
  </li>
  <li>
   Ensure mandatory and regulatory training requirements are met.
   <br/>
   <br/>
  </li>
 </ul>
 Qualifications:
 <br/>
 <br/>
 Education
 <br/>
 <br/>
 <ul>
  <li>
   Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field.
  </li>
  <li>
   Master's degree preferred.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10+ years of progressive experience in Learning &amp; Development, Talent Development, or Organizational Development.
  </li>
  <li>
   Experience designing enterprise-wide learning and leadership development strategies.
  </li>
  <li>
   Experience of selecting LMS and acquiring relevant technologies to support the function
  </li>
  <li>
   Experience working in complex, multi-site, or multinational organizations preferred.
   <br/>
   <br/>
  </li>
 </ul>
 Core Competencies:
 <br/>
 <br/>
 <ul>
  <li>
   Strategic Thinking
  </li>
  <li>
   Leadership &amp; People Management
  </li>
  <li>
   Influencing &amp; Stakeholder Management
  </li>
  <li>
   Business Acumen
  </li>
  <li>
   Project &amp; Program Management
  </li>
  <li>
   Innovation &amp; Continuous Improvement
  </li>
  <li>
   Communication &amp; Presentation Skills
  </li>
  <li>
   Coaching &amp; Mentoring
  </li>
  <li>
   Data-Driven Decision Making
  </li>
 </ul>
</div>


Head - Learning & Development

Al Tadawi Healthcare Group

<div><h1 class="jobSectionHeader"><b>Job Description<br>
</b></h1><div></div><br>
<h2 class="jobSectionHeader"><b>Job Title</b></h2><div>
HR Generalist</div><h2 class="jobSectionHeader"><b>
Department</b></h2><div>
People &amp; Culture</div><h2 class="jobSectionHeader"><b>
Reports To</b></h2><div>
P&amp;C Manager / Head of Department</div><h2 class="jobSectionHeader"><b>
Job Summary</b></h2><div>
The HR Generalist is responsible for supporting the day-to-day operations of the Human Resources Department by managing recruitment, onboarding, employee relations, performance management, compensation and benefits administration, HR documentation, compliance, training coordination, and HR information systems. The role ensures compliance with UAE labor laws (where applicable), Dubai Health Authority (DHA) regulations, organizational policies, and healthcare accreditation standards while promoting a positive and productive work environment.</div><h2 class="jobSectionHeader"><b>
Key Responsibilities</b></h2><h3 class="jobSectionHeader"><b>
Recruitment &amp; Onboarding</b></h3><ul><li>
Coordinate end-to-end recruitment activities, including job postings, candidate screening, interview scheduling, reference checks, and job offers.</li><li>
Prepare employment contracts, offer letters, and onboarding documentation.</li><li>
Coordinate new employee orientation and induction programs.</li><li>
Assist with DHA licensing, credentialing, and primary source verification (PSV) documentation for clinical staff, where applicable.</li><li>
Maintain recruitment records and applicant databases.</li></ul><h3 class="jobSectionHeader"><b>
Employee Relations</b></h3><ul><li>
Serve as the first point of contact for employee HR-related inquiries.</li><li>
Support the resolution of employee concerns and workplace issues in accordance with company policies.</li><li>
Assist with disciplinary actions, investigations, warning letters, and grievance procedures.</li><li>
Promote employee engagement initiatives and staff well-being programs.</li><li>
Support exit interviews and employee separation processes.</li></ul><h3 class="jobSectionHeader"><b>
HR Administration</b></h3><ul><li>
Maintain accurate employee personnel files, both electronic and physical.</li><li>
Prepare HR letters, including employment certificates, salary certificates, experience letters, NOCs, and other employment-related documents.</li><li>
Monitor probation periods, employment contract renewals, and confirmation processes.</li><li>
Ensure employee records are updated in the Human Resources Information System (HRIS).</li><li>
Maintain confidentiality of employee information and records.</li></ul><h3 class="jobSectionHeader"><b>
Compensation &amp; Benefits</b></h3><ul><li>
Assist with payroll preparation by verifying attendance, leave records, overtime, and employee data.</li><li>
Coordinate employee insurance enrollment, additions, deletions, and renewals.</li><li>
Administer employee benefits, including medical insurance, leave, and other company benefits.</li><li>
Support salary reviews and compensation administration as directed by management.</li></ul><h3 class="jobSectionHeader"><b>
Performance Management &amp; Training</b></h3><ul><li>
Coordinate employee performance appraisal processes.</li><li>
Monitor probationary evaluations and annual performance reviews.</li><li>
Identify training needs and coordinate internal and external training programs.</li><li>
Maintain training records and support Continuing Medical Education (CME) coordination where applicable.</li></ul><h3 class="jobSectionHeader"><b>
Compliance &amp; Regulatory Requirements</b></h3><ul><li>
Ensure compliance with organizational policies, UAE labor regulations (where applicable), DHA requirements, and healthcare accreditation standards.</li><li>
Support audits related to HR documentation and employee records.</li><li>
Monitor the validity of professional licenses, visas, Emirates IDs, and other employment documents.</li><li>
Assist in implementing HR policies, procedures, and best practices.</li></ul><h3 class="jobSectionHeader"><b>
HR Reporting</b></h3><ul><li>
Prepare regular HR reports, including:<ul><li>
Headcount reports</li><li>
Recruitment status reports</li><li>
Staff turnover reports</li><li>
Leave and attendance reports</li><li>
Training reports</li><li>
License and visa expiry reports</li></ul></li><li>
Analyze HR metrics and provide recommendations to management.</li></ul><h3 class="jobSectionHeader"><b>
Health &amp; Safety</b></h3><ul><li>
Support occupational health initiatives and employee wellness programs.</li><li>
Ensure HR compliance with workplace health and safety policies.</li><li>
Participate in emergency preparedness activities and organizational initiatives as required.</li></ul><h2 class="jobSectionHeader"><b>
Qualifications</b></h2><ul><li>
Bachelor's Degree in Human Resources, Business Administration, Healthcare Management, or a related field.</li><li>
Professional HR certifications (e.g., CIPD, SHRM-CP, PHR, or equivalent) are an advantage.</li></ul><h2 class="jobSectionHeader"><b>
Experience</b></h2><ul><li>
Minimum of <b>3&ndash;5 years</b> of experience as an HR Generalist or HR Officer.</li><li>
Experience in a hospital, medical center, or healthcare organization is highly preferred.</li><li>
Familiarity with DHA licensing, healthcare recruitment, and credentialing processes is an advantage.</li></ul><h2 class="jobSectionHeader"><b>
Skills &amp; Competencies</b></h2><ul><li>
Strong knowledge of HR principles and best practices.</li><li>
Good understanding of UAE labor laws (where applicable) and healthcare HR processes.</li><li>
Experience in recruitment, onboarding, employee relations, payroll support, and HR administration.</li><li>
Excellent communication and interpersonal skills.</li><li>
Strong organizational and time management abilities.</li><li>
Ability to maintain confidentiality and handle sensitive information professionally.</li><li>
Proficiency in HRIS, Microsoft Office, and document management systems.</li><li>
Strong problem-solving and conflict-resolution skills.</li><li>
Fluency in English; Arabic language skills are an advantage.</li></ul><h2 class="jobSectionHeader"><b>
Working Conditions</b></h2><ul><li>
Office-based within a hospital or healthcare facility.</li><li>
Regular interaction with clinical and non-clinical staff.</li><li>
May occasionally work beyond normal office hours to support recruitment, onboarding, audits, or organizational requirements.</li></ul><h2 class="jobSectionHeader"><b>
Key Performance Indicators (KPIs)</b></h2><ul><li>
Time-to-fill vacancies.</li><li>
Successful onboarding and orientation completion.</li><li>
Employee retention and turnover rates.</li><li>
Accuracy and timeliness of HR documentation.</li><li>
Payroll and employee data accuracy.</li><li>
Compliance with licensing, visa, and document renewal requirements.</li><li>
Employee satisfaction and responsiveness to HR inquiries.</li><li>
Timely completion of performance appraisal processes.</li><li>
Training completion rates.</li><li>
Compliance with organizational policies, DHA requirements, and accreditation standards.</li></ul></div><div></div>

People & Culture Generalist

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