HR Business Partner - Maternity Cover

Idemia; Dubai; On-site; AED 240,000 - 360,000; Full time

Job summary

Idemia is seeking an HR Business Partner to collaborate with business leaders and line managers across sites, translating business strategy into a proactive people agenda. The role drives workforce planning, organizational design and talent actions to enable growth and performance across the organization.

You will partner on budgeting and cost planning, work with cross-functional teams, and support succession planning, development and high-performance culture while championing DEI and employee

Responsibilities

• Partner with business leaders and line managers across sites to understand business strategy and translate it into a people agenda.
• Drive workforce planning, organizational design and talent actions to enable growth.
• Provide HR insights and recommendations in business planning processes.
• Collaborate with BU controllers to understand financial metrics and cost drivers; support budgeting with HR inputs.
• Build partnerships with Finance, Legal, IT and Global HR to ensure integrated solutions.
• Enable line managers in succession planning, career development and goal setting.
• Identify skill gaps and drive upskilling and reskilling with HR COEs and regional teams.
• Embed high performance culture through performance management and addressing underperformance.
• Champion diversity, equity and inclusion in hiring, development and engagement processes.
• Support the employee lifecycle from onboarding to growth, rewards and exits.
• Monitor employee sentiment and act on signals to improve retention and satisfaction.
• Ensure compliance with local labour laws and internal policies; mitigate people risks.
• Leverage analytics to inform decisions and shape HR priorities across locations.

Job description

Purpose

The HR Business Partner HRBP works closely with business leaders and line managers across one or multiple sites or countries to align people strategies with business priorities This role plays a key part in shaping the employee experience driving organizational performance and fostering a culture of learning inclusion and engagement

Key Missions

Please note that this is a strong 4-month contractual role fixed-term engagement strong strong strong strong Key responsibilities include strong Partner with business leaders and line managers across one or multiple sites or countries to understand business strategy and translate it into a people agenda Drive workforce planning organizational design and talent actions that enable business growth Participate in business planning processes and provide HR insights and recommendations Work closely with managers and BU Controllers to understand key financial metrics and cost drivers Play an active role in the business budgeting process by partnering on workforce planning training cost planning and ensuring HR investments align with financial targets and evolving business needs Build strong partnerships with cross-functional teams including Finance Legal IT and Global HR teams to ensure integrated business and people solutions Enable and support line managers in succession planning career development and building goal-setting and feedback practices across their teams Identify skill gaps and partner with the Regional HR Head BU HR Talent amp Development COE and business leaders to drive upskilling and reskilling Enable a high performance culture by embedding strong performance management practices addressing underperformance and developing top talent Champion diversity equity and inclusion by embedding inclusive practices into hiring development and engagement processes Champion the employee experience across the full lifecycle - onboarding growth development reward recognition and exit Partner with managers and location leaders to drive local employee engagement actions based on feedback from surveys 1 1 connects and other listening channels Promote a culture of inclusion psychological safety and wellbeing Monitor employee sentiment and proactively act on signals to improve retention and satisfaction Support organizational changes by managing people impact planning communication and capability building Guide and coach managers in handling employee relations matters fairly and consistently Ensure compliance with local labor laws internal policies and ethical practices Identify people risks and contribute to mitigation plans Drive execution and adoption of core HR processes such as objective setting performance reviews compensation engagement surveys and talent reviews Collaborate with the Regional HR Head BU HR COEs and HR Operations to ensure seamless delivery of HR services and programs Continuously improve local HR processes to meet evolving business and employee needs Use people data and analytics to inform decision making and shape HR priorities Provide local insights and workforce trends to influence local regional and global HR and business strategies Leverage HR technology and systems to enhance efficiency data visibility and decision-making Leads oversees the full HRBP activities Rolls out Global HR Programs Provides guidelines directions and leadership support to local HR teams Proposes and implements HR Business Programs initiatives Conducts all of the activities for a a medium size complex scope country multi-country BU subset