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hr business partner

DICETEK LLC

<div>Key Accountabilities :
Organizational Restructuring
&sect; Assist HRBP team with organizational restructures and working with specialists to implement and oversee changes.
Talent Development and Retention
&sect; Support HRBP team in ensuring all talent, succession planning and performance information for the customer group is captured and updated
Policies, Systems, Processes &amp; Procedures
&sect; Support with all ER and HR processes, (For example, conduct Exit Interviews for resigned employees and process resignation letters following the approved process, transfer process, correct reporting lines etc)
&sect; Support with the tracking of performance management and performance improvement plans for customer group.
&sect; Liaise with relevant HR specialist teams on successful completion of key HR deliverables such as, but not limited to, annual performance process, distribution of letters, keeping track of recruitments etc.
Continuous Improvement
&sect; Aid in the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.
Reporting
&sect; Ensure that all department reports are prepared timely and accurately and meet Group requirements, policies and quality standards.
Conflict of Interest
The role holder will be expected to assist key stakeholders (primarily: Their Business Line, Compliance Control Room and Group HR) to ensure Conflicts of Interest and Code of Conduct policies and protocols are upheld. The role holder will also partner and advise the aforementioned on; conflicts management, policy, process, procedure and breach escalation, including but not limited to core themes such as; Gifts, Entertainments, Personal Account Dealing, Outside Business Interests/Activities, Material Deals and Information Walls. 
Minimum Qualification
&sect; Bachelor&rsquo;s degree in Business Administration, Human Resources or related discipline.
Minimum Experience
2-3 years relevant experience in a similar role.</div>

HR Business Partner

First Abu Dhabi Bank (FAB)

<div>
 
 Key Accountabilities
 
 
 
 Collaboration
 
 
 <ul>
 <li>
 Take part as an active member of the Business Partnering team in employee forums or direct communication with employees such as town halls, meetings etc.
 
 
 </li>
 </ul>
 Tracking of Various HR Activities
 
 
 <ul>
 <li>
 Tracking and monitoring of all HRBP activities (Headcount, Emiratisation, Recruitment, Manpower, etc.)
 
 
 </li>
 </ul>
 Organizational Restructuring
 
 
 <ul>
 <li>
 Assist HRBP team with organizational restructures and working with specialists to implement and oversee changes.
 
 
 </li>
 </ul>
 Talent Development and Retention
 
 
 <ul>
 <li>
 Support HRBP team in ensuring all talent, succession planning and performance information for the customer group is captured and updated
 
 
 </li>
 </ul>
 Policies, Systems, Processes &amp; Procedures
 
 
 <ul>
 <li>
 Support with all ER and HR processes, (For example, conduct Exit Interviews for resigned employees and process resignation letters following the approved process, transfer process, correct reporting lines etc)
 </li>
 <li>
 Support with the tracking of performance management and performance improvement plans for customer group.
 </li>
 <li>
 Liaise with relevant HR specialist teams on successful completion of key HR deliverables such as, but not limited to, annual performance process, distribution of letters, keeping track of recruitments etc.
 
 
 </li>
 </ul>
 Continuous Improvement
 
 
 <ul>
 <li>
 Aid in the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.
 
 
 </li>
 </ul>
 Reporting
 
 
 <ul>
 <li>
 Ensure that all department reports are prepared timely and accurately and meet Group requirements, policies and quality standards.
 
 
 </li>
 </ul>
 Conflict of Interest
 
 
 The role holder will be expected to assist key stakeholders (primarily: Their Business Line, Compliance Control Room and Group HR) to ensure Conflicts of Interest and FABs Code of Conduct policies and protocols are upheld. The role holder will also partner and advise the aforementioned on; conflicts management, policy, process, procedure and breach escalation, including but not limited to core themes such as; Gifts, Entertainments, Personal Account Dealing, Outside Business Interests/Activities, Material Deals and Information Walls
 
 
 :
</div>

Specialist, HR Business Partnering

Core42

<div>
 
 Director, Senior HR Business Partner, Core42, Abu Dhabi &ndash; UAE
 
 
 
 
 About Us
 
 
 
 Core42, a leader in AI-powered cloud and digital infrastructure, is driving transformative technology solutions globally. Leveraging advanced resources and partnerships, Core42 empowers clients to harness sovereign AI infrastructure, especially in sectors with stringent regulatory needs. With a mission to redefine digital transformation, we combine sovereign capabilities with scalable, high-performance compute infrastructure&mdash;positioning ourselves at the forefront of AI innovation in the Middle East and beyond.
 
 
 
 The Opportunity
 
 
 
 As the
 
 Director, Senior HR Business Partner
 
 , you will partner with executive leadership to shape and execute a forward-thinking people strategy aligned with Core42&rsquo;s business transformation agenda. This is a pivotal leadership role, acting as a trusted advisor to senior management and driving enterprise-wide initiatives that advance organizational agility, talent excellence, and workforce scalability. You&rsquo;ll influence decisions across organization design, leadership development, workforce planning, and cultural transformation, ensuring HR programs and business objectives are seamlessly aligned to enable sustainable growth, innovation, and performance.
 
 
 
 Your Key Responsibilities
 
 
 
 <ul>
 <li>
 Serve as a strategic partner to executive leaders, embedding HR strategy into business planning and decision-making.
 </li>
 <li>
 Drive execution of workforce strategies that support scaling, restructuring, and transformation initiatives.
 </li>
 <li>
 Lead the design and implementation of organizational structures that enhance agility, performance, and capability.
 </li>
 <li>
 Influence senior leadership on talent development, succession planning, and long-term leadership pipeline strategies.
 </li>
 <li>
 Act as a key advisor and coach to senior leaders to elevate leadership effectiveness and strengthen company culture.
 </li>
 <li>
 Provide strategic oversight on complex people-related risks, employee relations, and cultural change initiatives.
 </li>
 <li>
 Leverage data and analytics to anticipate workforce trends and proactively address talent challenges.
 </li>
 <li>
 Represent HR in cross-functional forums, driving enterprise planning and alignment across business functions.
 </li>
 <li>
 Lead HR workstreams in M&amp;A, integrations, or business restructuring to ensure business continuity and employee engagement.
 </li>
 <li>
 Champion diversity, inclusion, and employee well-being as critical enablers of high performance and innovation.
 
 
 </li>
 </ul>
 
 What We&rsquo;re Looking For
 
 
 
 <ul>
 <li>
 Required Skills / Qualifications
 </li>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s or MBA preferred).
 </li>
 <li>
 10&ndash;15+ years of progressive HR leadership experience, including strategic business partnering at senior executive levels.
 </li>
 <li>
 Proven track record of advising and influencing C-suite leaders and driving enterprise HR initiatives.
 </li>
 <li>
 Deep expertise in organization design, transformation, change management, and enterprise talent strategy.
 </li>
 <li>
 Strong commercial and financial acumen with the ability to link people strategies to business results.
 </li>
 <li>
 Experience operating in complex, matrixed, and transformation-intensive environments.
 </li>
 <li>
 Preferred Skills / Qualifications
 </li>
 <li>
 Global HR exposure and experience managing diverse, multicultural teams.
 </li>
 <li>
 Strong facilitation and coaching capabilities with senior leadership.
 </li>
 <li>
 Data-driven approach to workforce planning, decision-making, and risk management.
 </li>
 <li>
 Demonstrated success leading through ambiguity and driving large-scale change.
 </li>
 <li>
 Excellent communication, influence, and relationship-building skills across multiple stakeholder groups.
 
 
 </li>
 </ul>
 
 What Working At Core42 Offers
 
 
 
 With a diverse team of 1,100+ employees from 68 nationalities, we foster an inclusive, innovative, and collaborative environment. At Core42, we build a culture grounded in
 
 trust, accountability, and high performance
 
 . We are united by our values:
 
 
 <ul>
 <li>
 Grit &ndash; overcoming challenges with resilience and determination.
 </li>
 <li>
 Passion &ndash; driving excellence in everything we do.
 </li>
 <li>
 Impact &ndash; creating meaningful change and inspiring progress.
 
 
 </li>
 </ul>
 Our team members thrive in an environment where every contribution propels us forward. Together, we commit to achieving extraordinary results.
 
 
 
 Benefits Include
 
 
 
 <ul>
 <li>
 Competitive salary package aligned with skills and experience.
 </li>
 <li>
 Annual performance-based bonus.
 </li>
 <li>
 Exclusive discount benefits via Esaad and Fazaa programs.
 </li>
 <li>
 Comprehensive family medical coverage including dental, vision, and life insurance.
 </li>
 <li>
 Continuous learning opportunities through premium global learning platforms.
 </li>
 </ul>
</div>

Director - Human Capital Business Partner

Urban Ridge Supplies

Join to apply for the Consultant Human Resources role at Urban Ridge SuppliesJob Objective Direct and guide the development and implementation of the HR strategy, objectives, and growth plans to enable the attraction, engagement, development, and retention of a qualified workforce within Abu Dhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve corporate strategic objectives.Key Responsibilities/Duties <ul><li>Strategy and Planning: Direct and lead the development and implementation of the department related policies, systems, procedures manual, Delegation of Authority, system user manuals and standard forms to ensure compliance across the Authority and alignment with ADAA's overall policies and procedures.</li><li>Ensure effective cascading of the sector strategy into the department's strategic and operational plans to achieve ADAA's overall objectives.</li><li>Develop and direct the implementation of the department strategic, budget and procurement, and operational plans, and monitor corporate performance ensuring alignment with the sector strategy, ADAA's vision, mission and corporate objectives.</li><li>Forecast and develop department budget and direct the monitoring of financial performance against the budget to ensure areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon.</li><li>Develop the department Key Performance Indicators (KPIs) in line with ADAA's overall objectives and ensure that sections meet KPIs in order to improve efficiency and effectiveness.</li></ul>HR Strategy and Organization Effectiveness: <ul><li>Provide leadership, management, and vision to ensure that ADAA has the strategic human resource infrastructure in place, aligned to future direction.</li><li>Provide overall leadership and strategic guidance to ensure conceptualization, implementation, review and sustenance of workforce planning, organizational effectiveness, Emiratization and employee engagement strategies and initiatives to achieve HR excellence.</li><li>Provide subject matter expertise and contribute to the design, planning and execution of company-wide transformational programs and initiatives and ensure alignment with set plans to achieve objectives to drive performance and positive change across the organization.</li></ul>Performance and Reward: <ul><li>Drive a performance-based organization by developing a rigorous innovative performance management framework containing best practice elements.</li><li>Oversee the employees' performance management system at ADAA and guide the effective and efficient implementation by all parties, to enable the accurate and fair evaluation of employee performance, and the enhancement of the ADAA's business performance.</li></ul>Talent Acquisition: <ul><li>Oversee the development of the annual recruitment plan to outline strategies and approaches for identifying and selecting high caliber talent into required roles in a timely manner.</li></ul>Talent Management: <ul><li>Develop and advocate a culture of continuous learning and provide overall strategic direction of learning and workforce development within ADAA.</li></ul>HR Support Services: <ul><li>Oversee the overall HR transactional services such as time management, HR data management, ERP, etc. to facilitate efficient operations of the HR function.</li></ul>Business Partnering: <ul><li>Direct the provision of expertise and support to respective sectors for HR activities such as recruitment, resourcing, performance management and employee relations, to achieve the HC strategy and transformation as part of the overall organizational strategy.</li></ul>Requirements <ul><li>Bachelor's degree in relevant field</li><li>Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development</li><li>Society of Human Resources Management Senior Certified Professional (SHRM SCP)</li><li>12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.</li></ul><img src="https://www.jobg8.com/Tracking.aspx?n5tSDoUM%2b4bTF7qqT%2bOvhzWjhxINZ2DLj" width="0" height="0" />

Consultant Human Resources

IDP Education Ltd

About IDP IDP is the global leader in international education services, delivering global success to students, test takers and our partners, through trusted human relationships, digital technology and customer research. An Australian-listed company, we operate in more than 50 countries around the world. Our team is comprised of over 7,000 people of various nationalities, ages and cultural backgrounds. Proudly customer-first, our expert people are powered by global technology. Together, we offer unmatched services, helping local dreams become realities, all over the world. Learn more at Role purpose The People Experience Manager - UAE, is responsible for driving all people related matters and managing the day-to-day implementation of People Experience initiatives and policies in both operational and strategic levels in order to achieve high performance and high engagement organisation.The role will be working closely with the Country Director (CD), Regional People Experience Director (RPxD) and the People Experience teams in both Dubai and Abu Dhabi offices, to develop and deliver a number of programs and campaigns aiming to provide our people with the best employment experience.The role will be based in Dubai and will cover in some instances IDP's branch across UAE. It will require occasional travels within and outside the country. Detailed Description People Data & Process Integrity <ul><li>Accountable for accuracy and up-to-date data of people information in SuccessFactors (SF).</li><li>Collaborate with the RPxD and SF team in designing, testing and implementing new modules in SF.</li><li>Drive an adoption of the internal social media, JAM, to deliver a great people experience through regular content contributions and active participation in relevant discussions and topics.</li><li>Effectively identify opportunities to digitise people process administration to increase effectiveness and enhance employment experience.</li></ul> Talent Acquisition & On-boarding <ul><li>Manage and facilitate the talent acquisition process by collaborating with both internal (hiring managers, CD, RPxD) and external (internal recruiting team, IDP Career Portal, recruitment agencies, job posting websites, candidates) parties through an effective use of the dedicated Application Tracking System (JobScore) to attract, recruit and hire high quality talent into the organisation.</li><li>Ensure an effective and efficient talent acquisition process to provide a positive experience for hiring managers as well as candidates.</li><li>Conduct analysis, assess recruitment results, and identify areas of opportunity and change. Use the data to evaluate sourcing effectiveness, determine progress and process improvement.</li><li>Manage onboarding and induction program to provide new joiners with a smooth and seamless onboarding experience. Ensure that new joiners are properly oriented about the company.</li></ul> Compensation & Benefits <ul><li>Oversee payroll data preparation, and coordinate with the Finance department to ensure pay is made to the employees correctly and on time.</li><li>Manage the administration and monitoring of benefits programs such as provident fund, life, medical, dental insurance, pension plans, and leave entitlements, etc.</li><li>Lead and facilitate the annual salary and bonus review process by working closely with the CD and RPxD.</li><li>Collaborate with Finance department in checking information and liaising with relevant authorities for Social Security and tax purposes.</li></ul> Rewards & Culture <ul><li>Manage, facilitate and promote the Company's employee recognition programs in Global and Country levels.</li><li>Directly support the County Director to create a collaborative work environment cross department through effective internal communications via such channels as emails, bulletin boards, newsletters, town hall, social events, and instant messaging groups, etc.</li><li>Encourage and advise managers to effectively manage and drive team's performance through the use of the Company's performance management tool (RISE).</li></ul> Capability & Performance <ul><li>Act as focal point for organising training and development activities in the country (e.g. STAR/ SUCCEED programs).</li><li>Monitor and follow up with employees on mandatory training completion/e-Policy acknowledgement in SF.</li><li>Collect training requirements and support CD and RPxD in conducting training need analysis and setting up delivery/implementation plan for both internal and external training courses e.g. leadership training, digital marketing training and conferences, etc.</li></ul> Policies, Compliance and Others <ul><li>Oversee the administration of Visa and work permit related issues such as application, renewal, cancellation, appealing and updating required employee information to relevant governmental agencies.</li><li>Ensure all policy and procedures, HR Manual and employee handbook are up to date.</li><li>Provide guidance on local employment legislation as and when requested by the CD and employees.</li><li>Oversee the statutory compliance related to people (payments and reporting, Manpower reports to Ministry of Manpower, etc.).</li></ul> Required Experience Essential Requirements:<ul><li>Bachelor's degree or higher in HR Management, Business Studies/Administration/Management or related field</li><li>Must have 2 years' experience in similar role for a medium to large Multinational organisation</li><li>Based in Dubai</li><li>Excellent fluency in English to collaborate with global teams</li><li>Sound understanding of the principles underpinning great employee experiences and labour laws</li><li>Effective communication and interpersonal skills, and able to engage effectively with all levels of the organisation</li><li>Highly organised, meticulous, able to prioritise and multitask with minimal supervision</li><li>Demonstrated ability to manage internal and external relationships</li><li>High degree of initiative and advanced problem-solving skills</li><li>Proficient in Microsoft suite, especially Excel and PowerPoint</li></ul>Desirable Requirements:<ul><li>Proactive to implement process improvements</li><li>Experience working in MNC with matrix organisation setting</li><li>Experience in SAP and payroll processing</li><li>Proactive personality with positive influence on our people</li></ul> Seniority level <ul><li>Entry level</li></ul> Employment type <ul><li>Full-time</li></ul> Job function <ul><li>Business Development and Sales</li><li>Industries</li><li>Education Administration Programs</li></ul>We're unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.<img src="https://www.jobg8.com/Tracking.aspx?2BLAx2Vk0CYAyvAg91A3144mg2ISImvAg" width="0" height="0" />

People Experience Manager- UAE

PepsiCo

<div>Overview :

We Are PepsiCo 
PepsiCo products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. PepsiCo generated more than $79 billion in net revenue in 2021, driven by a complementary beverage and convenient foods portfolio that includes LAY&rsquo;S &reg;&#65039;, DORITOS &reg;&#65039;, CHEETOS &reg;&#65039;, GATORADE &reg;&#65039;, PEPSI &reg;&#65039;, QUAKER &reg;&#65039; and more. PepsiCo's product portfolio includes a wide range of enjoyable foods and beverages, including many iconic brands that generate more than $1 billion each in estimated annual retail sales. 
Guiding PepsiCo is our vision to Be the Global Leader in Beverages and Convenient Foods by Winning with PepsiCo Positive (pep+). pep+ is our strategic end-to-end transformation that puts sustainability and human capital at the center of how we will create value and growth by operating within planetary boundaries and inspiring positive change for planet and people. 
Our employees drive our culture. No two days are the same; we are dynamic and full of passionate teams that embrace new ideas through our collaborative spirit. At PepsiCo, we know that our company can only succeed when our associates and the society we serve flourishes. We are committed to fostering a diverse workforce by creating a collaborative, equitable and inclusive space where everyone, regardless of what we look like, where we come from or who we love, has a voice. At PepsiCo we create a Space to be y( )u.<div></div> 
Learn more about our culture and life at PepsiCo: https://stories.pepsicojobs.com/<div></div><div> 
Join PepsiCo, dare to transform.</div>
Responsibilities:
<div><div><div>
JOB PURPOSE</div></div><div><div> 
Act as the on-ground HR support for the Abu Dhabi location, ensuring smooth execution of location-specific HR-related activities and serving as the liaison between HR and the site. 
</div></div> 
<div><div>PRINCIPAL ACCOUNTABILITIES</div></div><div></div><div><div><div> 
Finance Function support:</div><ul><li>
Process employee expense claims (petty cash) and verify supporting documents.</li><li>
Reconcile invoices, customer statements, and bank transactions.</li><li>
Ensure timely and accurate data entry into accounting systems.</li><li>
Handle administrative duties such as copying, scanning, and responding to basic finance-related inquiries.</li></ul><div>
HR Function Support:</div><div>
1. HR Operations:</div><ul><li>
Act as the first point of contact for employees on-site for basic HR-related queries and needs.</li><li>
Escalate employee concerns to the HR Business Partner or HR Manager when needed.</li></ul><div> 
2. Location Oversight:</div><ul><li>
Conduct regular checks around the facility to ensure HR-related standards are maintained (e.g., cleanliness, signage, safety posters, uniform standards, etc.).</li><li>
Report any issues or needs related to employee welfare or working conditions (e.g., seating, pantry supplies, stationary supplies, etc.).</li></ul><div> 
3. Ordering and Supplies:</div><ul><li>
Support HO HR team to track existing supplies and make sure the placed orders are managed proactively, including office supplies, pantry items, uniforms, and other location-specific needs in coordination with the HO HR Facilities team.</li><li>
Monitor stock levels and ensure timely replenishment to avoid shortages.</li></ul><div> 
4. Communication Support</div><ul><li>
Support the update and maintenance of communication boards/ screens with relevant HR information (i.e., birthdays and new joiners&rsquo; announcements, policy updates, employee engagement news, events, healthy living, sales competitions, etc.).</li><li>
Assist in distributing HR announcements or collecting signatures where needed.</li></ul><div> 
5. Employee Engagement and Recognition</div><ul><li>
Support on-site HR-led engagement activities such as celebrations, recognition programs, management or HR connects visits, or survey rollouts.</li><li>
Coordinate logistics and assist in preparing menus and materials for HR campaigns or events.</li></ul><div> 
6. Documentation and Logistics</div><ul><li>
Assist in collecting required employee documents when needed (e.g., attendance sheets, ID submissions, acknowledgements) in coordination with the HO HR team.</li></ul></div></div></div> 
<div></div>
Qualifications:</div><div></div>

Facilities Assoc Coordinator

Contango

<div>Role Summary
The Staffing Team Leader is responsible for managing the end-to-end allocation of consulting resources across sectors and Centers of Excellence (CoEs). The role ensures the right people are staffed on the right projects, balancing client needs, consultant development, capacity planning, and commercial outcomes. This role acts as a strategic partner to Sector and CoE Leaders, Project Directors, and HR to optimize utilization, ensure project readiness, and support overall firm performance.
Key Responsibilities
1. Workforce Planning &amp; Resource Allocation<ul>
<li>
Lead the weekly staffing process, ensuring fair, efficient, and commercially sound allocation of consultants to client projects.</li>
<li>Anticipate staffing needs based on pipeline visibility, proposal stages, and ongoing project extensions.</li>
<li>Maintain an updated view of consultant availability, bench status, and workload distribution.</li>
</ul>
2. Demand Management<ul>
<li>
Work closely with Sector and CoE Leaders and Project Directors to understand upcoming project requirements, skills needed, and staffing priorities.</li>
<li>Proactively flag staffing risks, capacity shortages, and potential bottlenecks.</li>
<li>Recommend solutions such as cross-practice deployment, internal mobility, external contractors, or hiring needs.</li>
</ul>
3. Talent Development &amp; Career Considerations<ul>
<li>
Ensure staffing decisions support consultant career growth, capability development, and sector/CoE alignment.</li>
<li>Track exposure, project types, and learning pathways to balance development needs with business demands.</li>
<li>Provide visibility to HR Teams on development opportunities or concerns arising from staffing patterns.</li>
</ul>
4. Operational Excellence &amp; Process Management<ul>
<li>
Lead weekly staffing meetings; provide clear, timely updates on allocations, gaps, and risks.</li>
<li>Maintain accurate staffing dashboards, reports, and systems in coordination with HR/Talent Ops.</li>
<li>Ensure staffing policies (e.g., priority staffing rules, conflict management, PTO balancing, FTC leave cycles) are consistently applied.</li>
</ul>
5. Stakeholder Management<ul>
<li>
Build strong working relationships with Sector and CoE Leaders, Project Directors, Operations and HR Teams.</li>
<li>Act as a trusted advisor to leadership on staffing trade-offs, utilization implications, and capacity planning.</li>
<li>Facilitate transparent communication around staffing constraints and decisions.</li>
</ul>
6. Commercial &amp; Utilization Management<ul>
<li>
Monitor firm-wide and practice-level utilization and take proactive actions to rebalance workloads.</li>
<li>Identify underutilization trends and recommend corrective actions (training, internal projects, shadowing opportunities).</li>
<li>Support margin improvement by ensuring projects are staffed appropriately and efficiently.</li>
</ul>
7. Data &amp; Reporting<ul>
<li>
Produce weekly staffing reports, utilization trackers, capacity forecasts, and bench analysis.</li>
<li>Support leadership with insights for monthly business reviews and workforce planning cycles.</li>
</ul>
Qualifications &amp; Experience<ul>
<li>
7-10 years of experience in consulting staffing or resource management within a professional services firm.</li>
<li>Proven experience managing multiple stakeholders in a fast-paced, matrixed environment.</li>
<li>Advanced proficiency in Resource Management, Timesheet and HR tools
</li></ul>Skills &amp; Competencies<ul>
<li>
Strong analytical and problem-solving skills &mdash; ability to interpret capacity data and recommend solutions.</li>
<li>Excellent communication and interpersonal skills &mdash; able to influence senior leaders and manage conflicts diplomatically.</li>
<li>Organizational agility &mdash; comfort working across sectors, CoEs, and levels.</li>
<li>Commercial acumen &mdash; understanding utilization, project economics, and margin impact.</li>
<li>Judgment &amp; decision-making &mdash; balances business needs with people development.</li>
<li>Attention to detail and execution discipline.</li>
</ul>
Disclaimer:
This job posting is not open to recruitment agencies. Any candidate profile submitted by a recruitment agency will be considered as being received directly from an applicant. Contango reserves the rights to contact the candidate directly, without incurring any obligations or liabilities for payment of any fees to the recruitment agency.</div>

Team Leader – Staffing

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