Human Resources Manager

Job Description

Leads human resources business processes for a moderately complex organization or multiple functions. Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across the business or functional organization. Ensures compliance with legislative requirements and adherence with human resources policies and processes. Partners with managers and employees to resolve issues and concerns.

Requirements

7–10+ years of progressive HR experience, ideally including 3–5 years in an HR Business Partner, Senior HR Generalist or HR Manager capacity.Strong UAE HR experience with practical exposure to local employment practices and employee relations.Experience supporting a multi-functional organization and partnering with employees and leaders at different levels.Experience in an industrial, engineering, automotive, manufacturing, distribution or similarly operational environment is preferred.Demonstrated experience independently managing complex employee relations matters and sensitive people issues.Core ExpertiseEmployee Relations & Business Partnership – strong ability to build trusted relationships, coach leaders, address employee concerns and provide practical HR advice aligned with business needs.Ethics & Workplace Investigations – hands-on experience managing complaints, grievances, disciplinary matters and investigations, including interviews, evidence review, documentation, findings and follow-up actions.Conflict Management – ability to manage difficult conversations, mediate workplace issues and facilitate practical and fair resolution.UAE Employment Practices & HR Compliance – sound knowledge of UAE Labour Law and practical application across disciplinary matters, termination, leave, working hours, contracts and employee rights and obligations.HR Governance & Policies – experience implementing and reviewing HR policies, ensuring process compliance and identifying control or process gaps.Payroll Governance – understanding of the end-to-end payroll cycle, required inputs, controls, approvals and timelines; ability to oversee timely and accurate delivery without necessarily being a payroll specialist.Performance & Talent Management – experience supporting performance management, development, talent discussions, succession planning and retention actions.Employee Experience & Engagement – experience coordinating recognition, service awards, wellness, cultural and other employee engagement initiatives.Key Skills & BehavioursRelationship Building – approachable and credible with employees while able to establish strong partnerships with managers and senior leaders.Business Acumen – understands business priorities and provides practical HR solutions rather than operating HR in isolation.Judgment & Decision-Making – able to assess facts, risk, policy and context before determining the appropriate HR approach.Independence & Ownership – capable of handling matters with limited supervision, taking accountability and following actions through to closure.Influencing & Coaching – confident in challenging, advising and coaching managers, including when the HR recommendation differs from the manager’s initial position.Communication – strong verbal and written communication skills, particularly for sensitive employee matters, investigations and management advice.Confidentiality & Integrity – demonstrates discretion, neutrality and professionalism when dealing with sensitive information.Organization & Execution – able to manage multiple priorities including employee relations cases, payroll timelines, performance cycles and HR initiatives.Responsiveness & Follow-Through – provides timely support, maintains clear ownership and ensures commitments and actions are completed.