HR Business Partner

Roles and responsibilities

Independent is for all ambitious and people who want to advance in their careers and we are currently looking to hire an experienced HR Business Partnerto join our People & Performance team in our Head Office in Tecom Dubai. Some of the key responsibilities for this role:

• Provide expert advice and guidance to employees and managers on a wide range of employee relations issues, including performance management, disciplinary actions, grievances, and conflict resolution.

• Participate in the development and implementation of employee engagement initiatives, recognizing and celebrating employee achievements and contributions.
• Assist in the development and execution of employee communication strategies, fostering transparency and trust within the organization.
• Conduct investigations into employee complaints, allegations of misconduct, or policy violations, ensuring thoroughness, impartiality, and confidentiality.
• Serve as a mediator or facilitator in resolving workplace conflicts or disputes, promoting open communication and mutual understanding among parties involved.
• Support talent management processes, including succession planning, career development, and performance coaching.
• Stay abreast of industry trends and best practices in HR, and proactively recommend innovative solutions to enhance HR effectiveness.
  

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• Minimum of 3 years of experience in UAE in HR roles, with a focus on HR business partnering.
• Excellent communication and interpersonal skills, with the ability to effectively interact with employees at all levels.
• Demonstrated ability to manage multiple priorities in a fast-paced environment.
• Experience working in hospitality industry.

Desired candidate profile

1. Strategic HR Alignment

• Business Strategy Alignment: Collaborating with senior leadership and management teams to align HR practices with the organization's strategic goals, ensuring that HR is a key driver in achieving business success.
• Workforce Planning: Assisting in the development of workforce plans, ensuring that the organization has the right talent in the right roles at the right time to meet business objectives.
• Change Management: Supporting the organization through change initiatives, such as mergers, restructures, or culture transformations, by providing guidance on HR processes and managing people through the transition.
• Organizational Development: Advising on organizational structure and processes to improve efficiency and performance, ensuring that the structure supports the business strategy and enhances workforce effectiveness.

2. Employee Relations and Engagement

• Employee Advocacy: Acting as a liaison between employees and management, ensuring that employee concerns are heard and addressed. Supporting management in resolving conflicts and addressing workplace issues.
• Employee Engagement: Developing and implementing initiatives to improve employee engagement, motivation, and retention. This can include recognition programs, surveys, and feedback mechanisms to gauge employee satisfaction.
• Performance Management: Working with line managers to set performance goals, conduct performance reviews, and provide feedback and coaching to enhance individual and team performance.
• Conflict Resolution: Managing and resolving employee relations issues, such as disputes, grievances, or disciplinary matters, while maintaining compliance with labor laws and company policies.

3. Talent Management and Development

• Talent Acquisition: Collaborating with recruitment teams to attract, recruit, and retain top talent. This includes identifying staffing needs, drafting job descriptions, and ensuring the hiring process is effective and aligned with organizational needs.
• Learning and Development: Identifying skill gaps within the organization and working to implement training and development programs to upskill employees, enhance leadership capabilities, and support career progression.
• Succession Planning: Supporting the development of succession plans for key roles within the organization, ensuring that high-potential employees are identified and prepared to step into leadership positions when needed.
• Leadership Development: Providing coaching and development opportunities for managers and leaders, helping them enhance their leadership capabilities and better manage their teams.

4. HR Policies and Compliance

• Policy Development: Developing, implementing, and communicating HR policies and procedures that align with legal requirements and organizational goals. Ensuring that these policies are consistently applied across the organization.
• Compliance Management: Ensuring compliance with labor laws, regulations, and industry standards. Staying updated on changes to labor laws and regulations and advising management on how to comply with them.
• Diversity and Inclusion: Championing diversity and inclusion initiatives within the organization. Supporting initiatives that promote a diverse, equitable, and inclusive workplace culture.
• Health and Safety: Working with the health and safety team to ensure a safe and compliant work environment for employees, including implementing policies related to workplace safety, well-being, and mental health.

5. Compensation and Benefits

• Compensation Strategy: Advising on the design and implementation of competitive compensation structures to attract and retain top talent. Ensuring the organization’s pay practices are aligned with market trends and organizational goals.
• Benefits Administration: Overseeing the design, communication, and management of employee benefits programs, ensuring they meet employee needs and are cost-effective for the organization.
• Salary Reviews: Managing salary review cycles, ensuring that they are aligned with performance management, market standards, and the company’s budget.
• Incentives and Recognition: Developing and implementing incentive programs and recognition initiatives to reward employees for performance, loyalty, and contributions to the organization.