HR Business Partner will partner with the senior leadership team and business leaders to define, develop, and execute people strategies that align organization structure, culture and talent to meet our business priorities. HRBP will lead talent management, performance management, culture and engagement, compensation and benefits, employee relations, HR process governance and HR admin processes related to the assigned countries.

Key Activities / Components:

Business and Strategy Alignment:

Contribute to business priorities by defining an appropriate HR strategy, partnering with leaders to identify, prioritize and build organizational capabilities, behaviors, structures and processes.

Support change management as it relates to structures, teams and people processes through professional project management.

Design holistic process & components for organization & people development strategy to ensure high performing organization & employees.

Talent Attraction and Retention

Define talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy.

Ownership and governance of end-to-end recruitment process to ensure hiring of the right fit for the teams and also develop pipeline for potential for future needs of the company.

Drive business results through performance improvement and encourage and reward behavior aligned to company leadership values.

Analyze Exit interviews and HR metrics on employee turnover and develop programs to identify flight risks in advance and improve employee retention.

Talent Development:

Lead and control subsidiary level operation and decision making process related to organization and talent review process.

Design subsidiary / branch training and development scheme based on business needs analysis and RHQ/HQ direction.

Assist leaders in providing employees with development opportunities that align with current and future business requirements and individual development plans.

Manage and support execution of training programs at subsidiary/branch level and respective results analysis.

Compensation and Benefits

Strategic annual salary review and designing & implementing improvement plan for salary structure & reward schemes that drive biz performance and enhance employee engagement.

Partner with RHQ/HQ HR teams and business leaders to adapt compensation packages to meet changing needs of the business and external talent market.

Advise business on market trends in order to guide, support and facilitate decision making as well as implementation of best market practices.

Compensation & Benefits Benchmarking:

Participate in the annual market salary & benefits surveys and analyze the results.

Conduct market benchmarking analysis and internal peer analysis to ensure external and internal equity. Review benefits and allowances to ensure best market practice is delivered to the bank.

Compensation & Benefits Operations:

Receive, check and validate incentive payment requests provided by the business for approval by the related authorities in the organization.

Review and assist in the designing of new sales incentive plans.

Conduct annual compensation review: prepare proposals (salary, promotion, bonus) and ensure revisions are done as per the current policy

Assist in the revision and designing of compensation structures and development of new best practice methodologies for the company.

Design compensation packages for all job vacancies / hires and internal transfers.

High Performance Organization:

Define and drive improvements in performance culture in line with corporate process for performance management, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results.

Coach and support management teams in their understanding and management of a high-performance culture for all employees.

Manage periodic performance management process that includes goals setting, half-yearly and annual performance and capability evaluations.

Culture & Engagement:

Corporate culture survey and analysis for improvement direction set-up.

Lead and control corporate culture change management in the organization.

Analyze internal/external situation and establish improvement plans related to productivity improvement and introduction/operation of external collaboration tools.

Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience.

Review and benchmark effective channels of communication for the employee groups, supporting leaders to improve communication with their people.

HR Services and Administration:

End-to-end accountability for HR Services to employees, managers and leaders.

Understands local labor laws and HR policies and procedures in UAE and region.

HRIS: Hands on experience of Global ERP (HR modules), Performance and Leadership evaluation systems.

Years of experience:

12 -16 year experience in HR functions with minimum 4 year experience as HR Business Partner in UAE.

HRBP experience at Tier-1 Global Tech, Consulting, Engineering, or Electronics Company.

Knowledge and skills:

Master Degree in Human Resources or relevant area is preferred)

Good written and verbal communication in English language

Experienced with high-level management decision making

Relationships with People : persuasive, socially confident, caring

Thinking style : behavioral, adaptable, disciplined

Feelings and Emotions : optimistic, trusting, competitive

Expert in MS office excel, power-point