HEAD OF EMIRATIZATION

NicheHR Global; Dubai; On-site; AED 450,000 - 750,000; Full time

Job summary

NicheHR Global in Dubai is seeking a Head/Manager of Emiratization to lead the company's MOHRE-aligned Emiratization agenda. This strategic role focuses on workforce planning, regulatory compliance, and the sustainable development of Emirati talent across the group's entities.

The successful candidate will map MOHRE classifications, plan hiring by category, monitor targets, and collaborate with government bodies to safeguard compliance and Nafis benefits, while building lasting national talent

Qualifications

• Eligibility restricted to UAE Nationals with valid Emirati passport.

Responsibilities

• Develop and execute the Emiratization strategy in line with regs.
• Establish annual category-driven Emiratization hiring plans.
• Partner with leaders to identify Nationals opportunities across functions.
• Build pipelines of Emirati talent via proactive workforce planning.

Job description

Job Title: Head / Manager of Emiratization

Location: Dubai

Level: Head or Manager, based on the selected candidate’s experience

Function: Human Resources | Emiratization & Government Relations

Reporting to: CHRO / Head of HR, to be confirmed

Eligibility: This role is open exclusively to Nationals. A valid (Emirati) passport and (Khulasat Al Qaid) are required as a mandatory eligibility condition.

Role Overview

Our client is seeking a well experienced cadidate to lead its Emiratization agenda as Head or Manager of Emiratization. The purpose of the role is to ensure the organisation consistently meets and proactively plans for Emiratization targets across the Group, while remaining fully compliant with MOHRE regulations, Labour Law, and the Nafis framework.

This is a strategic role focused on workforce planning, regulatory compliance, and sustainable development of Emirati talent. The successful candidate will work across legal entities and trade licences to assess classification status, plan hiring by category, protect compliance, and support business continuity.

MOHRE Classification & Category-Driven Workforce Planning

This is the defining competency of the role. The successful candidate must operate fluently within the MOHRE classification system and translate it into a deliberate, category-aware hiring plan rather than an ad hoc recruitment approach.

Command of the MOHRE company classification system

• Category 1: full compliance with Labour Law, the Wage Protection System (WPS), and diversity rules, meeting or exceeding Emiratization targets; this category is associated with preferential service fees, priority access to certain government services and contracts, and Nafis-linked incentives.
• Category 2: the standard registration tier for compliant companies, subject to further sub-classification based on skilled-workforce percentage and nationality diversity.
• Category 3: applied to non-compliant companies, with higher fees and penalties and restricted access to services.

Command of the benefits, targets and penalties

• Targets: for mainland companies with 50+ skilled employees, the Emiratization target reaches 10% of skilled roles by end-2026, delivered through 2% annual increments, with defined requirements also applying to smaller companies in designated sectors.
• Penalties for shortfall: monthly financial contributions for each unfilled skilled Emirati position, along with classification downgrades, work-permit suspensions, and restrictions on labour-file activity.
• Penalties for non-genuine compliance: fines for fake or sham Emiratization, plus suspension of Nafis support and recovery of subsidies.
• Incentives to capture: Nafis salary support, pension contributions, training and career-development funding, and the classification and fee benefits of higher compliance status.
• Assess the organisation’s current MOHRE classification and quota position across each relevant legal entity and trade licence, and quantify the required skilled Emirati headcount per entity.
• Forecast gaps against targets ahead of MOHRE deadlines and build a category-optimised hiring plan, sequencing roles and entities to protect classification and maximise incentives.
• Model the cost of compliance versus non-compliance, including penalties avoided and fee savings, to inform where and when to hire.
• Structure genuine, sustainable Emirati roles with clear job content and development paths.

Key Responsibilities

• Develop and execute the Emiratization strategy in line with business objectives and government regulations.
• Establish annual, category-driven Emiratization hiring plans and monitor progress against organisational and MOHRE targets.
• Partner with business leaders to identify suitable, genuine opportunities for Nationals across all functions.
• Build sustainable pipelines of Emirati talent through proactive, forward-looking workforce planning.

Talent Acquisition

• Lead end-to-end recruitment of Nationals across entry-level, mid-management, and leadership roles.
• Build relationships with universities, colleges, government agencies, career centres, and professional associations.
• Represent the organisation at career fairs, Emiratization forums, and networking events.
• Develop employer-branding initiatives that position the organisation as an employer of choice for Emirati talent.

Government Relations & Compliance

• Act as the subject-matter expert on MOHRE regulations, Labour Law, Emiratization quotas, company classification, and related initiatives.
• Ensure full compliance with all Emiratization requirements, WPS, and reporting obligations, and safeguard classification status.
• Liaise with government entities including MOHRE, Nafis, Dubai Careers, Abu Dhabi government recruitment platforms, and Free Zone authorities where applicable.
• Manage Nafis registration and benefit utilisation, and GPSSA pension registration for employees.
• Monitor regulatory changes and advise leadership on their business and financial impact.

Employee Development & Retention

• Design onboarding and development programmes specifically for Emirati employees.
• Partner with Learning & Development to create clear career-progression pathways.
• Implement mentorship, succession planning, graduate programmes, and leadership-development initiatives.
• Monitor engagement and retention of Emirati employees and act early on attrition risk, including managing the MOHRE grace period when a hire resigns.

Stakeholder Management & Reporting

• Prepare and present regular updates on Emiratization progress, risks, and action plans to senior leadership.
• Provide data-driven insights on workforce trends, hiring progress, compliance status, and anticipated gaps.
• Coordinate with internal stakeholders to ensure timely execution of hiring, onboarding, and compliance activities.

Requirements

• Candidate with a valid passport and Book.
• Proven experience in Emiratization, government relations, talent acquisition, workforce planning, or HR compliance.
• Strong knowledge of MOHRE regulations, Labour Law, Emiratization policy, WPS, and Nafis.
• Demonstrated ability to build and execute hiring plans aligned to regulatory targets.
• Experience working with senior stakeholders and influencing business leaders.
• Ability to manage external relationships with government bodies, universities, and recruitment partners.
• Strong analytical skills with the ability to forecast gaps, track compliance, and report on progress.
• Excellent communication, coordination, and stakeholder-management skills.
• Ability to design practical, sustainable programmes that support retention and development.

What We Offer

• The opportunity to shape and lead a high-impact Emiratization agenda.
• A strategic role with direct exposure to senior leadership.
• The chance to influence workforce planning, compliance, and talent development at scale.
• Collaboration with a business committed to building sustainable opportunities for Emirati talent.