Specialist - Human Resource Business Partner

Role Summary

The Specialist - HRBP is responsible for delivering HR support and consultation to business leaders, managing employee relations, and overseeing key HR processes. The incumbent will focus on employee lifecycle management, talent development, and compliance with GMG policies and local labor laws. The role ensures effective implementation of HR programs such as performance management, promotions, and organizational changes. The Specialist - HRBP is a key player in supporting the corporate division’s HR functions, ensuring alignment between business needs and HR strategy while contributing to a positive employee experience.

Responsibilities

HR Support & ConsultingPartnering with corporate leaders to provide HR consulting on employee relations, organizational changes, and other HR-related matters, ensuring alignment with business goals.Managing employee lifecycle activities, including onboarding, role changes, promotions, and exits, ensuring that all processes comply with GMG’s policies and UAE labor laws.Handling HR administrative tasks, including employee data management and process approvals through SAP SuccessFactors and GMG’s OneFlow system.Employee Relations & ComplianceManaging employee relations issues, including conflict resolution, grievances, and disciplinary actions, ensuring compliance with local labor laws and internal policies.Ensuring legal compliance by staying updated on UAE labor regulations and aligning HR practices with legal standards, handling employment contracts, terminations, and labor disputes.Supporting employee engagement initiatives by collaborating with the HRBP team to promote a positive work environment and address employee concerns.Performance Management & Talent DevelopmentSupporting the performance management process, ensuring that performance reviews are conducted on time, and feedback is provided to employees and managers.Assisting in talent development initiatives, including succession planning and leadership development programs, ensuring that high-potential employees are recognized and developed.Contributing to retention strategies, ensuring that key talent is engaged and remains aligned with GMG’s long-term business goals.HR Process Improvement & HR Program ImplementationLeading the rollout of HR programs within the Corporate division, ensuring seamless implementation of performance management, promotions, and other talent development initiatives.Identifying and implementing process improvements to increase efficiency and effectiveness in HR operations and service delivery.Job Description ManagementEnsure that all job descriptions are meticulously crafted and organized in alignment with the guidelines provided by the Rewards team, maintaining clarity, consistency, and compliance across all roles.Change ManagementSupporting change management initiatives related to organizational restructuring, role changes, and workforce planning, ensuring clear communication and smooth transitions for employees and managers.People Management:The incumbent holds no direct supervisory responsibilities but is expected to engage effectively within their function and collaboratively across cross-functional teams. This role contributes meaningfully, whether through operational contributions and/or by offering specialized expertise, guidance, and support, to ensure alignment with either functional and/or strategic organizational goals and objectives.The incumbent must demonstrate strong expertise in HR operations and employee relations, including:HR Operations & Compliance: Knowledge of UAE labor laws and best practices in HR operations, with the ability to manage employee relations issues and ensure legal compliance.Talent Development: Experience in supporting talent management processes, including performance reviews, succession planning, and employee engagement.HR Systems Expertise: Proficiency in SAP SuccessFactors and GMG’s OneFlow system for managing HR processes, employee data, and approvals.Change Management: Ability to support organizational changes and ensure effective communication and execution of HR initiatives.Communication & Problem-Solving: Strong communication skills to handle HR consultations, manage employee relations, and collaborate effectively with business leaders.Experience: 3-5 years of experience in HR, with a focus on HR business partnering, employee relations, and HR operations.Experience working in a corporate environment or similar industry is a plus.