Human Resources Manager

Roles and responsibilities

The HR Manager will be the lead person in delivery of HR Services for the Middle East Operations, and business partner with the management team to ensure daily operations and people agenda is compliant with the UAE employment law and regulations. This role will act as the first point of contact for HR issues raised by school employees.

Additionally, this role that will take on the responsibility of full-employee lifecycle across the group with a focus on recruitment, onboarding, induction and training whilst collaborating with senior management to improve and develop processes such as recruitment, performance management and driving employee engagement initiatives.

The HR Manager will also be responsible for employee relations, salary benchmarking and payroll. In conjunction, this role will ensure all company policies and procedures are up to date and compliant with local labour law, across the group.

To be considered for this role, the successful candidate must have at least 7 years’ experience in HR, within the Education field. They must have excellent knowledge of the UAE labour law and a minimum of 2 years work experience in the Middle East. Further Education in the related field and a career history within Education is preferred.

Our client is looking for someone with professional and personable approach with attention to detail and exceptional organisational skills. The candidate must possess strong verbal and written communication skills in English and the ability to handle diverse situations with confidence and multi-task under demanding deadlines.

Desired candidate profile

1. Recruitment & Talent Acquisition

• Job Posting & Advertising: Developing and posting job openings on various platforms, including job boards, social media, and company websites.
• Screening & Interviewing: Reviewing resumes, conducting interviews, and assessing candidates to ensure the right fit for both the role and the company culture.
• Onboarding: Overseeing the new employee onboarding process, including conducting orientation sessions, providing necessary documentation, and introducing new hires to company policies and culture.
• Employer Branding: Working to attract top talent by enhancing the company’s reputation as an employer of choice, both through direct recruiting efforts and public-facing communications.

2. Employee Relations & Engagement

• Conflict Resolution: Addressing employee concerns, mediating disputes, and fostering positive relationships between employees and management.
• Employee Wellbeing: Promoting workplace initiatives aimed at improving employee morale, mental health, and general well-being.
• Performance Management: Overseeing performance evaluations, helping managers set employee goals, and implementing performance improvement plans when necessary.
• Employee Recognition & Retention: Developing programs to recognize employees’ achievements, rewarding top performers, and finding ways to retain high-value employees.

3. Training & Development

• Training Programs: Identifying training needs and organizing employee development programs, workshops, and seminars to enhance skills and career growth.
• Leadership Development: Implementing programs aimed at developing future leaders within the company, including mentoring and succession planning.
• Career Pathing: Helping employees understand potential career paths within the organization and providing resources for them to develop those paths.

4. Compliance & Legal Responsibilities

• Labor Laws & Regulations: Ensuring the company complies with all local, state, and federal labor laws and regulations, including fair employment practices, equal opportunity laws, and wage laws.
• Policy Development: Creating and implementing company policies, handbooks, and employee guidelines to ensure consistency and legal compliance.
• Health & Safety: Overseeing health and safety initiatives and making sure the company complies with occupational health and safety standards.

5. Compensation & Benefits Management

• Salary Benchmarking: Ensuring that compensation structures are competitive with industry standards and align with the company’s financial strategy.
• Benefits Administration: Overseeing employee benefits programs, including health insurance, retirement plans, and other perks, and ensuring employees understand their options.
• Payroll Management: Working with payroll teams to ensure that employees are paid accurately and on time, including handling any payroll discrepancies.