Overview:

Knight Frank MENA is seeking an accomplished Head of People to define and drive the regional People strategy, ensuring it remains closely aligned with the Firm’s growth ambitions and evolving business needs.

The role will lead workforce planning across MENA, aligning organisational structure, headcount, capability and succession planning with long-term strategic objectives. It will also shape and embed the Firm’s talent management philosophy, ensuring effective people practices, policies and systems support both business performance and employee experience.

With responsibility for the overall quality and effectiveness of the People function, the Head of People will ensure consistent implementation of Knight Frank policies, procedures and local employment requirements across the region. Operating within a fast-paced and complex regulatory environment, the role will require a forward-looking approach—anticipating emerging workforce needs, identifying risks and opportunities, and ensuring the People function continues to evolve in line with the growth of the business.

Responsibilities:

Strategic Leadership

• Partner with stakeholders to define, prioritise, and implement a people strategy for the region that supports business ambitions.
• Represent People & Culture bringing forward people insights and strategic advice to inform regional decisions.
• Provide thought leadership on succession planning, capability building, and leadership development across the region.

Collaboration & Alignment

• Work closely with the Group CPO to ensure regional plans align with the broader global People strategy and standards.
• Collaborate with the Heads of People for APAC and Europe to share best practices, align on cross-regional initiatives, and maintain a globally consistent approach where appropriate.

People Capabilities & Culture

• Identify and develop critical people capabilities required to drive performance and transformation across MENA markets.
• Shape a culture that fosters engagement, inclusivity, innovation, and accountability, tailored to the diversity of the region.
• Support senior leaders with change management and leadership effectiveness.

Operational & Functional Leadership

• Support talent and succession planning across markets, ensuring a robust pipeline for regional leadership roles.
• Monitor and respond to regional people metrics and trends, escalating key risks and opportunities.
• As appropriate consider opportunities for efficiency, technology, digital and data improvements for the region.

People & Culture

• Be the Cultural Advocate of KF MENA.
• Foster relationships with others as a coach, supporting and driving People and Culture initiatives.
• Evaluate the effectiveness of People and Culture programs and initiatives.
• Ensure that KF Culture aligns with our values and behaviours

Operations

• Establish and report key HR metrics including turnover, retention, diversity, employee engagement, recruitment effectiveness, succession readiness and workforce productivity.
• Lead the development and optimization of HR technology platforms and employee self-service solutions to improve efficiency and employee experience.
• Develop and maintain transparent HR policies and practices that build a positive work environment promoting an organization culture that supports the business strategy and company values.
• Ensure the relevant local regulatory and employment laws are complied with, ensuring sound risk management.
• Ensure that group policies and programs are rolled out consistently, leveraging on synergies and optimisation of resources.
• Manage the salary/bonus and promotions process for the business offering advice to each Service Line Head to ensure they are working to the timetable and receiving the necessary support from HR.
• Responsible for developing or adopting the necessary staff training around all legal and compliance requirements.
• Design and continually improve employee onboarding process.
• Lead the implementation of a fair and effective exit process.

Employee Relations

• Partner with stakeholders on organizational design, operating models and workforce transformation initiatives.
• To advise and support on any restructuring within the business to ensure all teams are fit for purpose, profitable and designed to suit market needs.
• Provide strategic advice to the Service Line Heads on people management in order to improve business results through people
• Ensure all grievances, complaints are dealt with appropriately.

Talent Attraction

• Support in the development of a clear and effective Employer Brand in the market to ensure Knight Frank attracts the right talent.
• Analyse compensation and benefits trends to ensure a balance between cost and employee experience. When necessary, conduct a salary benchmarking exercise to ensure the business offers competitive salary packages.
• Provide analysis and updates on recruitment activities.
• Develop recruitment strategy to optimise talent pools.
• Work with stakeholders to support and approve their hiring plans.

Performance Management

• Support stakeholders on the outcome of performance reviews and ensuring actions are followed up effectively.
• Lead the performance management process and ensure employees receive constant feedback on their performance throughout the year.
• Ensure linking performance management results to the training program.

Talent Development

• Responsible for developing the learning quality and experience; delivering workplace learning and development, performance improvement programs, and initiatives to best achieve long-term business success.
• Design and implement leadership development programs to strengthen management capability and build future leadership pipelines
• Design and approve training course selection and participation for all positions in line with the budget and other positions outside the budget
• Champion top talent and review the succession plans within the business for each department/office and to ensure the business continues fit for purpose despite potential key leavers within departments.
• Manage the process of cross-office, global mobility transfers and “Broadening Horizons” program.

Team

• Establish and lead a robust People and Operations team across the business.
• Mentor and develop your team and foster excellence in service delivery.

Skills and Requirements

• Proven experience as a Head of People (or equivalent senior HR leadership) within the MENA market.
• Strong understanding of the MENA region’s cultural and business diversity.
• Demonstrated ability to influence senior stakeholders and operate as a strategic partner to business leadership.
• Experience leading change, building capabilities, and scaling HR practices across multiple geographies.
• Strategic thinker with a pragmatic and hands-on approach.
• Collaborative and inclusive leadership style.
• Ability to manage ambiguity and balance local nuance with global alignment.
• Strong communicator with high emotional intelligence and cultural sensitivity.