Chief Specialist - HR Strategy & Excellence

Parkin Company; Dubai; On-site; AED 268,000 - 402,000; Full time

Job summary

Parkin is seeking a Managerial HR leader in Dubai to translate corporate strategy into HR KPIs and delivery plans, ensuring quarterly reporting of HR’s contribution to growth.

You will own the recruitment lifecycle, build proactive talent pipelines, and act as a strategic advisor to hiring managers to optimize staffing and reduce vacancies while protecting the employer brand.

Qualifications

• Translate corporate strategy into section-level workforce KPIs and delivery plans, ensuring HR’s contribution to business growth is tracked and reported each quarter.
• Track new and evolving KPI requirements against personal and section targets, adjusting recruitment priorities in-quarter to keep the department on track.

Responsibilities

• Own and deliver the section’s performance targets (time-to-fill, cost-per-hire, quality-of-hire, internal fill rate), directly supporting the department’s cost-efficiency and growth objectives.
• Design and execute the talent acquisition strategy to build a diverse, high-caliber workforce, directly enabling the organization’s growth and succession objectives.
• Build proactive talent pipelines for critical and hard-to-fill roles, reducing reliance on premium/emergency hiring channels and cutting vacancy-driven productivity loss.
• Own the end-to-end recruitment lifecycle – from job profiling to onboarding – ensuring a seamless candidate experience that protects offer-acceptance rates and employer brand.
• Apply structured interview and assessment methods to raise quality-of-hire and reduce early-stage (probation) attrition.
• Act as strategic advisor to hiring managers on workforce needs, aligning hiring velocity with business-unit priorities and preventing over- or under-staffing.
• Manage relationships with recruitment vendors and internal stakeholders to control third-party recruitment spend and improve vendor performance.
• Run competitor and market benchmarking on talent and compensation trends to keep the organization competitive in critical talent markets and reduce counter-offer losses.
• Produce and analyze recruitment dashboards (time-to-fill, cost-per-hire, source effectiveness, diversity mix) to give leadership real-time visibility to redirect hiring investment.

Job description

Managerial

Strategic Planning:

• Translate corporate strategy into section-level workforce KPIs and delivery plans, ensuring HR’s contribution to business growth is tracked and reported each quarter.
• Track new and evolving KPI requirements against personal and section targets, adjusting recruitment priorities in-quarter to keep the department on track.

Corporate Performance Management:

• Own and deliver the section’s performance targets (time-to-fill, cost-per-hire, quality-of-hire, internal fill rate), directly supporting the department’s cost-efficiency and growth objectives.

Functional

• Design and execute the talent acquisition strategy to build a diverse, high-caliber workforce, directly enabling the organization’s growth and succession objectives.
• Build proactive talent pipelines for critical and hard-to-fill roles, reducing reliance on premium/emergency hiring channels and cutting vacancy-driven productivity loss.
• Own the end-to-end recruitment lifecycle – from job profiling to onboarding – ensuring a seamless candidate experience that protects offer-acceptance rates and employer brand.
• Apply structured interview and assessment methods to raise quality-of-hire and reduce early-stage (probation) attrition.
• Act as strategic advisor to hiring managers on workforce needs, aligning hiring velocity with business-unit priorities and preventing over- or under-staffing.
• Manage relationships with recruitment vendors and internal stakeholders to control third-party recruitment spend and improve vendor performance.
• Run competitor and market benchmarking on talent and compensation trends to keep the organization competitive in critical talent markets and reduce counter-offer losses.
• Produce and analyze recruitment dashboards (time-to-fill, cost-per-hire, source effectiveness, diversity mix) to give leadership real-time visibility to redirect hiring investment.

Organizational

Governance:

• Ensure full adherence to HR policies, procedures and applicable labor law; participate in periodic policy audits to reduce compliance and legal exposure.

Management Reporting:

• Deliver accurate, timely periodic reports and proactively flag quality or non-compliance issues, enabling leadership to intervene before risks escalated.

Change Management:

• Execute change management activities within the section, ensuring workforce-related transitions (restructuring, systems, policy changes) land with minimal disruption to business operations.

Decision-Making Authority:

• Decides independently: Shortlisting and final candidate selection for standard (non-executive) roles; choice of sourcing channels and recruitment vendors from the approved panel; interview panel composition and assessment methodology; content of job postings and job profiles within approved templates.
• Recommends – Manager approval required: Compensation offers outside approved salary bands; engagement of new recruitment vendors/agencies or contract terms; reallocation of recruitment budget; changes to recruitment policy or SOPs.
• Escalates to Manager/Director: Hiring decisions for executive or Grade 1–3 roles; employer-branding spend above approved threshold; any policy exception or deviation; and any legal, compliance or reputational risk identified during recruitment.