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Human Resources
Skill Set
Applicant Tracking Systems,Compensation & Benefits,Customer Relations and services,Employee Engagement,HR Consulting,HR Metrics,HR Transformation,Job Analysis
Career Level
Employment Type
Full Time
Min Work Experience
2 - 5 Years
Min Educational Level
Bachelors Degree
Monthly Salary
As per UAE labour law
Brief Description

Provide proactive HR Business Partner support to Business units within assigned business segments e.g. Retail, Marketing, Terminals, STP etc. on generalist HR issues and coordinating key operational HR processes e.g. sourcing of talent, Reward, learning and development, employee relations and diversity. This job will also manage key projects and take part in the development on key initiatives and forward thinking HR practices within a business segment.

Detailed Description

Principal Accountabilities:


Plan, supervise and coordinate all activities in the assigned area or team to meet functional and team objectives
Support the respective Business segment in the implementation of all Human Resources Management processes like Sourcing, Reward Management, Performance Management, Learning and Development, etc. to keep employees in the section fully motivated to achieve the Business segment objectives

Policies, Processes, Systems, Procedures, and Controls

Implement approved Section policies, processes, systems, standards and procedures in order to support execution of the Section’s work programs in line with Company and International standards

Budgets and Work Plans

Provide inputs to the Department Manager and Section Head for the development of Budgets and Work plans for the section
Allocate manpower resources to the assignment and develop schedules in order to deliver the Section objectives
Investigate, highlight and reconcile any significant variances to support effective performance and cost control

Performance Management

Contribute to the development of the Department’s KPI’s and ensure proper cascade of the Performance objectives within the Section and delivery
Risk Management

Comply with the requirements of the Integrated Enterprise Risk Management System relevant to domain risks and implement measures to mitigate all identified risks from a Department perspective

Innovation and Continuous Improvement

* Design and implement new tools and techniques to improve the quality and efficiency of products, operational processes, procedures and services

Identify and recommend improvements in internal processes against best practices in pursuit of greater efficiency and productivity


Provide inputs to enable the HR Manager to prepare weekly and monthly reports for the section to report progress on compliance with SLA’s

Business Partner Role

Provide generalist operational HR support through first level advice on key people management/HR processes for the assigned business segment, including Performance Management, HR issue resolution and management of Disciplinary cases, Grievances, Long term sickness cases, Succession Planning etc.
Manage all HR activities including the full range of current and anticipated operational support in line with the Annual Performance Calendar, ensuring that all activities take place in accordance with prescribed timescales and best practice
Participate in the recruitment process at various stages, as directed by the HR Manager
Assist in the formulation and effective delivery of the People Plan in order to meet the objectives of the business segment. Understand the HR needs of each division supported and partner and align with line managers to identify their HR service needs and requirements
Work with Employee Services, Benefits, Payroll and other centralized work teams to process and administer client requests on a daily basis. Troubleshoot and resolve employee discrepancies with payroll, leave, job titles, etc.
Interpret and administer HR policies and programs. Manage requests such as: job status/location/manager changes, promotions, terminations and severance agreements
Facilitate team engagement sessions where appropriate and supports managers through the Employee Engagement Survey process, analysing results and identifying and implementing solutions
Work closely with the HR Manager on any structural changes, ensuring that the change program is in line with Company goals, established processes and cost challenges
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