:IRIS Executives, leader in Emiratization and Executive Search, is urgently looking for:Job Title: Senior HR Business PartnerJob Location: Al AinRemuneration: CompetitiveBenefits:xc2xb7 Bonus on grossxc2xb7 Schooling assistance 25K AED (children 0-11 years) to 35K (12-18) for up to 3 children maxxc2xb7 30 days leave per yearxc2xb7 Medical CoverageSenior HR Business Partner is responsible for leading and implementing the people strategy, ensuring it aligns with both the entitys objectives and the broader group HR framework. Reporting directly to the Entity CEO and functionally to the Group CHRO, this role is instrumental in building a high-performance work culture, attracting top talent, and driving key HR initiatives to support business growth.Key Responsibilities
HR Strategy & Leadership: Develop and execute an HR strategy that aligns with the entitys business goals and the groups overarching HR policies, ensuring the right people processes are in place.
Talent Acquisition & Development: Oversee the hiring, onboarding, and career development programs to ensure the organization attracts, retains, and nurtures top talent. Implement succession planning strategies for leadership positions.
Employee Engagement & Retention: Create initiatives to enhance workplace engagement, job satisfaction, and employee well-being, reducing turnover and fostering a positive work environment.
Organizational Change Management: Support business transformation efforts, facilitating smooth transitions during restructuring, mergers, or other significant organizational shifts.
Leadership & Capability Development: Work closely with senior management to identify leadership development needs and implement training programs that prepare high-potential employees for key roles.
Succession Planning: Identify critical roles within the business, establish talent pipelines, and ensure future leaders are properly developed through structured employee growth plans.
HR Compliance & Risk Management: Ensure full adherence to local labor laws, workplace safety regulations, and internal policies, mitigating any potential HR-related risks.
Employee Relations: Serve as a key advisor for employee relations matters, fostering a fair, transparent, and productive work culture.
HR Data & Analytics: Leverage HR metrics and workforce insights to track key trends, measure performance, and provide strategic input to leadership.
Culture & Values Alignment: Promote the organizations core values and ensure they are embedded across all HR practices and business operations.
Qualifications & ExperienceEducation:
Bachelor's degree in Human Resources, Business Administration, Psychology, or a relevant discipline. A Masters degree or MBA with an HR focus is preferred.
Professional Experience:
Minimum of 10 years in HR, including at least 5 years in a leadership role within a dynamic and complex business environment.
Demonstrated experience in strategic HR planning, talent development, and managing organizational change.
Previous experience in a multinational or large-scale organization is highly desirable.
Certifications:
Professional HR certifications (e.g., SHRM-SCP, CIPD, or equivalent) are preferred.
Key Competencies
Strategic Vision: Ability to design and execute HR strategies aligned with both business and group objectives.
Leadership & Influence: Strong leadership capabilities with the ability to collaborate effectively with senior executives and stakeholders.
Effective Communication: Exceptional verbal and written communication skills, ensuring clarity at all levels of the organization.
Problem-Solving & Decision-Making: Strong analytical skills to assess HR challenges and implement effective solutions.
Emotional Intelligence: Ability to manage complex employee relations matters with a high degree of sensitivity and professionalism.
Change Leadership: Expertise in leading HR-related initiatives during times of organizational transformation.
Results-Driven Approach: Focused on delivering measurable outcomes through well-structured HR programs and interventions.
Key Performance Metrics (KPIs)
Employee Engagement: Maintain or exceed defined employee satisfaction and engagement scores.
Talent Retention: Reduce turnover rates, particularly among high-value employees and critical roles.
Internal Promotions & Development: Increase the percentage of leadership roles filled through internal mobility.
Hiring Efficiency: Maintain optimal time-to-hire for key positions, ensuring minimal disruption to business operations.
Regulatory Compliance: Achieve 100% adherence to labor laws and internal HR policies with minimal compliance risks.
Diversity & Inclusion: Meet organizational diversity goals, including Emiratization and gender diversity targets.