head of human resources

Azizi Developments

<div>
 
 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.
 
 
 
 
 
 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.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 <ul>
 <li>
 Develop and implement an HR strategy aligned with the company&rsquo;s business priorities.
 </li>
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 Act as a trusted advisor to senior leadership on workforce planning, organisational effectiveness, and people-related matters.
 </li>
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 Lead talent acquisition and workforce planning to attract and retain high-calibre talent.
 </li>
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 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>
 
 
 
 
 
 Qualifications and Experience
 
 
 
 
 
 <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>
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 Comprehensive knowledge of UAE Labour Law and current HR practices.
 </li>
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 Demonstrated experience developing and implementing HR strategies that deliver measurable business results.
 </li>
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 Proven leadership and team-management capability.
 </li>
 <li>
 Excellent stakeholder-management, communication, and influencing skills.
 </li>
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 High levels of integrity, professionalism, and sound decision-making.
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 Proficiency in HR systems, workforce analytics, and reporting tools.
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 </ul>
 
 
 
 
 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.
 
</div>

Head of Human Resources

Bright Star Community Outreach & Bright Star Community Development Corporation

Position Title: Head of People &amp; CultureClassification: Exempt, Full-TimeReports To: Caryl West &amp; LaKreshia KindredLocation: 4444 S. Evans, Chicago, IL 60653 (This is not a remote position)Company OverviewOver the course of our proud sixteen-year history, Bright Star Community Outreach has made significant contributions to the renewal of Chicago&rsquo;s most vulnerable communities as a 501C3 nonprofit organization. Driven by our hope for change in this city and the families that call it home, Bright Star&rsquo;s presence has been marked by effective programming, social development, and advocacy; particularly in the greater Bronzeville community of Chicago&rsquo;s south side.Led by founder and CEO, Pastor Chris Harris, Sr., who grew up in the Bronzeville neighborhood where we are currently located, our strategy includes developing impactful community development initiatives aimed at facing our largest societal challenges: violence in our communities, poor economic opportunities, inadequate mental health services, affordable housing and education. These efforts are designed to strengthen local families and communities, as well as leverage our key partnerships with organizations and businesses that share our passion for seeing renewal in Chicago.Position OverviewBright Star Community Outreach &amp; Bright Star Community Development Corporation is seeking an energetic, creative, and collaborative Head of People &amp; Culture with exceptional judgment, interpersonal skills, and a desire to develop and grow a talented team, from attracting the best applicants to engaging employee advancement. The role is divided into four distinct yet complementary areas of responsibility:<ul><li>Attract and Recruit Diverse Candidates</li><li>Lead Culture-Building</li><li>Develop Talent and Drive Performance</li><li>Administer Benefits/Policies/Procedures and Ensure Compliance</li></ul>Scope of Responsibilities<ul><li>Build on BSCO&rsquo;s and BSCDC&rsquo;s current recruitment and hiring processes to attract quality diverse employees at every level.</li><li>Define, create, and execute the communications strategy and branding for recruitment and talent acquisition, providing an exciting and accurate preview to candidates who are considering working for our entities.</li><li>Build and maintain processes and systems to track and communicate with candidates.</li><li>Ensure the effective onboarding of BSC &amp; BSCDC Employees.</li><li>Implement and continually improve BSCO&rsquo;s and BSCDC&rsquo;s onboarding and new hire training process, making sure that employees feel welcomed, informed about their benefits, and prepared to excel in their roles.</li><li>Help define and create strategies for BSCO's and BSCDC&rsquo;s organizational culture goals, working to make BSCO and BSCDC an employer of choice.</li><li>Lead the DEI and Racial Equity initiatives in alignment with department goals, ensuring that BSCO and BSCDC is an equitable and inclusive workplace where all employees feel valued and can thrive through training, coaching, and overall strategy and practice.</li><li>Continue to build and evolve BSCO's and BSCDC&rsquo;s talent development processes including organizational core competencies, goal setting, performance metrics, feedback, coaching, and semi-annual reviews.</li><li>Lead all aspects of HR operations including professional development for individuals and teams, succession planning, employee relations, recruitment and retention, training, HRIS, payroll, and benefits administration.</li><li>Manage BSCO's and BSCDC&rsquo;s compliance with all labor and employment laws keeping current on changes in local, state, and federal law.</li><li>Ensure that personnel policies are aligned with company values and applied consistently, accurately, and meet BSCO's and BSCDC&rsquo;s standards, along with all regulatory agencies and applicable state and federal requirements.</li><li>Support and train supervisors in the consistent application of personnel policies and applicable legal requirements.</li><li>Perform a monthly review of the payroll register with the Finance team.</li><li>Meet regularly with employees in supervisory meetings; timely completion of mid-year and annual performance appraisals; timely review and approval of semi-monthly timecards.</li><li>Serve as an internal consultant to manage/mediate conflict.</li><li>Drive operational efficiencies of the open enrollment, including, but not limited to, evaluation, in conjunction with an insurance broker.</li><li>Perform other duties as assigned; committed to equitable and inclusive practices in all phases of your work.</li></ul>Preferred Background and Qualifications<ul><li>Bachelor&rsquo;s degree in human resources, business administration, or a related field required</li><li>A minimum of 5-7 years of progressive experience in human resources management required</li><li>Minimum of 3-5 years supervisory experience required</li><li>Familiarity with HRIS systems and payroll management; Paychex and Paylocity preferred.</li><li>Fluent in change management strategies and best practice; proven success in implementing change across an organization</li><li>Experienced coaching employees and management through complex employee relations issues and making recommendations that are consistent with BSCO&rsquo;s values, policies and procedures, and applicable Illinois and Federal labor statutes.</li><li>Demonstrated knowledge of human resource best practices in recruiting, benefits administration, employee relations, payroll, and policy development, preferably in a non-profit</li></ul>Skills and Attributes <ul><li>Communication and Interpersonal Skills- A person who takes pride and pleasure in developing talent and creating engaging workplace cultures and environments for staff at all levels and from varied backgrounds; exceptional interpersonal and relationship-building skills.</li><li>Trustworthy: Experience with managing sensitive situations and information utilizing discretion, professionalism, and excellent judgment.</li><li>Collaborative: Enjoys gathering stakeholder input to create innovative shared solutions that meet the needs of the organization.</li><li>Detail-Oriented and Compliance-Minded: Ensuring that the work you produce is delivered with excellence from a legal and ethical perspective.</li><li>Change Management- Developing a systematic approach to planning, implementing, and guiding organizational change processes. Managing the people and the process to ensure that the transition from current state to desired future state is executed effectively. Being engaged and willing to assume responsibility for the change as needed.</li></ul>Working Conditions<ul><li>Combination of office, community-based, and client-visit work environments.</li><li>Frequent local travel required.</li><li>Evening and occasional weekend hours may be required to support program needs and community engagement activities.</li><li>Ability to manage multiple priorities in a fast-paced environment while maintaining a high level of professionalism and client-centered service.</li></ul>Benefits<ul><li>Medical, dental, and vision insurance</li><li>Health savings account (HSA) or flexible spending account (FSA)</li><li>Employee Assistance Program (EAP)</li><li>Competitive salary</li><li>Life and disability insurance</li><li>Paid time off (PTO)</li><li>Paid holidays</li><li>Access to industry conferences or workshops</li><li>Company-sponsored social events or retreats</li><li>Volunteer days or community engagement opportunities</li></ul>Salary: $90,000-$100,000For more information or to apply, please contact LaKreshia Kindred via email: lkindred@brightstarcommunityoutreach.comPay: $90,000.00 - $100,000.00 per yearBenefits:<ul><li>Dental insurance</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Head of People and Culture

MCR Hotels

TWA Hotel
 
The Director of Human Resources will oversee the day to day running the Human Resources functions of the hotel. This role will also oversee and be responsible for the hotel’s labor relations, recruitment and retention, employee communications, recognition and relations, career development, wage & hour compliance, learning and development, workers’ compensation and legal matters related to hotel employees.
 
Responsibilities: 
<ul>
<li>Provide support, direction and counseling to the hotel’s leadership team managing management staff and team members to ensure each are striving to exceed guest expectations and fulfill our vision to be the premier manager of quality lodging properties as recognized by our team members, guests, and owners</li>
<li>Ensure our team members live the company values that include Integrity, Communication, Respect, Teamwork, Service, Innovation, Professional Growth, Profitability, and a Can-Do Attitude</li>
<li>Ensure each team member has the necessary tools and resources to fulfill our vision for our guests</li>
<li>Direct and manage the effective recruiting of team members at all levels</li>
<li>Direct and control associate relations programs and activities such as recognition, social, and general hotel meetings to maintain a positive associate relations climate</li>
<li>Manage an effective strategy that encourages our team members to perform at their best</li>
</ul>
Requirements: 
<ul>
<li>Bachelor’s Degree in Human Resources or related field</li>
<li>5+ years’ experience in a HR Leadership Position</li>
<li>10+ years’ experience in a unionized labor environment</li>
<li>Excellent communication, leadership, and planning skills</li>
<li>Strong customer service orientation and skills</li>
<li>Must be self-motivated, results oriented, and exhibit a “can do” attitude</li>
</ul>
Our Company
 <ul>
<li>MCR is the 3rd-largest hotel owner-operator in the United States.</li>
<li>Founded in 2006, our company has offices in New York City, Dallas, Chicago, and Richmond, Virginia.</li>
<li>MCR has a $5.0 billion portfolio of 148 premium-branded hotels containing more than 22,000 guestrooms across 37 states and 106 cities.</li>
<li>MCR has more than 7,000 team members across the country and operates hotels under 9 Marriott brands, 8 Hilton brands and a number of unflagged independent hotels.</li>
<li>MCR was named one of Fast Company’s 10 Most Innovative Travel Companies of 2020.</li>
<li>MCR is a three-time recipient of the Marriott Partnership Circle Award, the highest honor Marriott presents to its owner and franchise partners, and a recipient of the Hilton Legacy Award for Top Performer.</li>
<li>For the TWA Hotel at New York’s JFK Airport, MCR won the Development of the Year (Full Service) Award at The Americas Lodging Investment Summit (ALIS), the Urban Land Institute New York Excellence in Hotel Development Award and the American Institute of Architects national Architecture Award, the highest honor given by the AIA</li>
</ul>
What we offer/What’s in it for you?
 <ul>
<li>Hotel Discounts</li>
<li>Weekly Pay</li>
<li>Paid Time Off</li>
<li>Retirement Options</li>
<li>Referral bonuses</li>
<li>Career advancement & upward mobility</li>
<li>Health, Dental, Vision Insurance- available after 30 days of employment for full-time team members</li>
</ul>

Director Of Human Resources

Aaramam

We are looking for an experienced HR Head with a strong background in the F&amp;B industry, 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.Key Responsibilities:<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>Requirements:<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>Experience:<ul><li>F&amp;B HR: 6 years (Preferred)</li></ul>Language:<ul><li>Malayalam (Preferred)</li></ul>Work Location: In person

F&B Human Resources Head – (Recruitment Specialist)

OpenFX

<div><h2 class="jobSectionHeader">About Us</h2>

OpenFX is on a mission to move money as freely as data, 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.
<h2 class="jobSectionHeader">
The Role</h2>

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.

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.
<h2 class="jobSectionHeader">
What you inherit</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">What you will own</h2>
<ul><li>The hiring engine. 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>Global people operations. 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>Performance system. 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>Workforce planning and org design. 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>Compensation and equity. 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>Your own team. 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">The hard problems</h2>

These are the reasons this role is interesting. If they read as tedious rather than compelling, this is the wrong job for you.
<ul>
<li>Regulated hiring. 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>Speed without dilution. Doubling headcount is easy. Doubling headcount while every hire raises the bar, across six hubs, is not an easy feat.</li>
<li>A performance system that works at 180 and at 500. 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>Six labor markets, one company. 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>Equity between rounds. 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>Performance in an ownership culture. 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">Must-haves</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>
Fintech or regulated-industry experience helps but is not required. We care about what you built.
<h2 class="jobSectionHeader">
What this role actually demands</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>
If that list energizes you more than it worries you, you will thrive here.
<h2 class="jobSectionHeader">
What We Offer</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>
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.</div>

Head of People & Talent

Liquid Technologies

About Liquid TechnologiesLiquid Technologies is a future-focused technology company delivering AI, software development, data engineering, DevOps, product design, and digital transformation solutions.Team Lead &ndash; Human ResourcesWe are looking for an experienced and proactive Team Lead &ndash; Human Resources to lead our HR team while remaining actively involved in day-to-day HR operations. Reporting directly to the Head of HR, this role is responsible for driving the execution of HR strategies, leading a team of HR professionals, and ensuring seamless delivery across the employee lifecycle.The ideal candidate will combine strong people leadership with a hands-on approach, partnering closely with business leaders to attract, develop, engage, and retain top talent in a fast-paced IT environment.Key Responsibilities<ul><li>Lead and develop the HR team, ensuring high performance and continuous growth.</li><li>Execute HR strategies aligned with organizational goals under the guidance of the Head of HR.</li><li>Oversee end-to-end employee lifecycle processes, including recruitment, onboarding, performance management, employee engagement, learning &amp; development, employer branding, organizational development, operations, offboarding and other HR parts.</li><li>Partner with business managers to provide HR guidance and resolve people-related challenges.</li><li>Ensure compliance with labor laws, company policies, and HR best practices.</li><li>Drive employee engagement, culture-building, and retention initiatives.</li><li>Manage employee relations, grievance handling, disciplinary actions, and conflict resolution.</li><li>Monitor HR metrics and prepare reports for the Head of HR to support data-driven decision-making.</li><li>Continuously improve HR policies, processes, and systems to enhance operational efficiency.</li><li>Support organizational change initiatives and workforce planning.</li></ul>Requirements<ul><li>Bachelors or Master's degree in Human Resources, Business Administration, or a related field.</li><li>4&ndash;6 years of progressive HR experience, within the IT industry.</li><li>Strong understanding of HR operations, employment laws, and HR industry best practices.</li><li>Experience leading HR teams while remaining operationally involved.</li><li>Excellent stakeholder management, communication, and problem-solving skills.</li><li>Experience with HRMS and ATS and HR analytics is preferred.</li><li>Ability to thrive in a fast-paced, technology-driven environment.</li></ul>Application Question(s):<ul><li>Do you have at least 4 years of HR experience in an IT, software, or technology company?</li><li>Have you led or supervised an HR team while remaining responsible for day-to-day HR operations such as recruitment, employee relations, performance management, and HR operations?</li><li>Do you have hands-on experience using HRMS, ATS, and HR reporting/analytics tools?</li><li>Are you comfortable to manage your commute to Zamzama DHA Phase V?</li></ul>Work Location: In person

Team Lead- HR

Landmark Hotels & Suites

Female Candidates Only1. Processes personnel requisitions and transfers. Coordinates with department heads prior to soliciting the approval of the Director of Human Resources and the Executive Office.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.3. Ensures that new hires comply with all pre-employment requirements, such as medical reports, certificates of qualification, etc.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.5. Coordinates pre-employment training schedules and student trainees in the Hotel.6. Prepares and takes charge of additions to payroll records, requests for payroll changes such as promotions, transfers, re-classifications and resignations.7. Supervises and assists in the preparation of Human Resources periodic reports/periodicals.8. Implements and ensures the success of employees' social and recreational activities, and other employee welfare and relations packages, as directed by superior.9. Maintains and controls the library of confidential Human Resources records and documents.10. Assists the Group Human Resources Manager in the preparation of the annual budget on training, annual programs and reports.11. Arrangement and allotment of staff accommodation and updating the policy and procedures of the staff accommodation.12. Taking disciplinary actions whenever necessary according to the Code of Conduct.13. To participate and attend all external and internal mandatory trainings as per schedule and to accept the External Training Affirmation policy14. Performs other duties assigned by the Director of Human Resources.Job Types: Full-time, PermanentPay: AED2,000.00 - AED2,500.00 per monthExperience:<ul><li>HR Assistant: 2 years (Required)</li></ul>Work Location: In person

HR Assistant

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