HR Manager - Retail

Career Raiser; Dubai; On-site; AED 180,000 - 320,000; Full time

Job summary

Career Raiser in Dubai seeks an experienced HR leader to spearhead policy development, people strategy, and workforce development across the organization. This pivotal role focuses on designing and implementing HR interventions to accelerate growth and improve quality of delivery.

The position requires strong communication, strategic planning, and expertise in training, recruitment, compensation, and HR MIS reporting to support executive leadership.

Qualifications

• Strategic planning and policy implementation to manage human resources and develop capital across the organization.
• Development of systems and measurable processes, KPIs, and organizational structure to meet business needs.
• Experience in employee engagement surveys and transformational change initiatives.
• Oversight of recruitment lifecycle, interviews, onboarding, and reference checks.
• Design and implementation of remuneration policies and salary benchmarking.
• Facilitation of employee communication meetings and open houses, tracking concerns and feedback.
• HR MIS reporting to monitor HR function performance and enable leadership review.

Responsibilities

• Direct development and execution of company HR policies and procedures.
• Design innovative strategies and HR interventions for accelerated growth.
• Lead training and development initiatives to improve productivity and capability.
• Oversee recruitment lifecycle from manpower planning to onboarding.
• Coordinate performance appraisal, increments, incentives, and reward systems.
• Manage compensation and benefits design, wage administration, and salary structuring.

Skills

Strategy Planning

Personnel Administration

Recruitment & Resourcing

Performance Appraisal

Training & Development

Compensation & Benefits

Employee Communication

MIS

Job description

Description

• Deftness in directing development, implementation, and execution of Company Policies and Procedures applicable to personnel and fiscal management.
• A keen strategist with the flair for designing and implementing innovative strategies and HR Interventions for accelerated growth of the organization.
• An effective communicator with exceptional interpersonal skills and hands on experience in training and development of employees across the organization.

PROFESSIONAL COMPETENCIES

1. Strategy Planning: Conceptualizing & implementation of policies for effective management of available human resources and development of human capital across the organization. Developing systems & measurable processes thereby ensuring high quality delivery. Involved in setting up KRA, KPI as well as in design, development and implementation of Organization structure to meet current and future business needs. Handling Organizational development activities inclusive of Employee engagement survey as well as implementing appreciative process for transformational change.
2. Personnel Administration

• Recruitment & Resourcing; Management of the complete recruitment life-cycle for sourcing the best talent from diverse sources after identification of manpower requirements. Planning human resource requirements in consultation with heads of different functional & operational areas and conducting selection interviews. Managing reference checks as well as new hire induction to ensure smooth landing for all new hires in the organization.
• Performance Appraisal; Coordinating in formulation & implementation of increment, incentive and other remuneration policies. Managing Appraisal process across the levels and establishing framework for substantiating Performance Appraisal system linked to Reward Management. Effectuating performance appraisal system & talent development Plan and communication system & feed back system.
• Training & Development; Conceptualizing & developing training & development initiatives for improved productivity, building capability and quality enhancement. Identifying training needs across levels through mapping of skills required for particular positions and analysis of the existing level of competencies. Assessing training needs and suggest the action plan for Training & development. Planning & leading KSA (knowledge, skills and attitude) based training initiatives. Advising and supporting line managers in identifying specific departmental training needs. Conceptualizing & executing outdoor Management Programs for managerial staff.
• Compensation & Benefits; Designing and implementing remuneration and other reward systems through unilateral and bilateral processes to maximize performance. Developing & designing salary structure for Employees including Wage/Salary Survey and benchmarking. Managing all matters related to Wage administration. Developing and implementing the Salary Grading System based on Performance Appraisal.
• Employee Communication; Setting the rigor around employee communication meetings and Open houses. Ensuring tracking, closure and close looping of all concerns raised in various HR-Interface meetings. Overseeing adherence to calendar to ensure every department is touched at least once a month. Supporting employee driven fun initiatives such as Family get together, Birthday celebrations, theme events, contests, and festival celebrations.
• Management Information System (MIS); Managing HR related MIS. Handling reporting of monthly HR MIS, which tracks the performance of HR function on efficiency & effectiveness and enables leadership team to review performance of the function Anticipating D-base requirements & analyzing existing d-base for planning and implementing desired interventions

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