Human Resources Business Partner

Confidential; Dubai; On-site; AED 240,000 - 420,000; Full time

Job summary

Confidential in Dubai is seeking an HR Business Partner who will sit at the intersection of business strategy and talent. This role is not back‑office HR; you will be embedded with operational leaders, shaping the employee experience from hire to retire and advising on people strategy with clear business outcomes.

You will partner with senior leaders on workforce planning, org design, and building a strong talent pipeline to keep the business ahead of the curve.

Qualifications

• Bachelor's degree in HR, Business, or related discipline.
• HR certification (PHR, SPHR, CIPD, or similar) is a bonus.
• 5+ years in HR with at least 2 years operating as a true business partner.

Responsibilities

• Advise senior leaders by connecting people strategy with business performance.
• Own workforce planning, org design and talent pipeline development.
• Manage HR budget cycle and headcount forecasts.
• Lead employee relations and grievance management.
• Drive talent and culture initiatives; succession planning and performance cycles.
• Build and mentor a small HR team.
• Champion Diversity, Equity & Inclusion.
• Provide data-driven insights to leadership.

Skills

Employee relations

Recruitment

Performance management

HR budgeting

Manpower planning

Organizational development

Data-driven decisions

Team leadership

Diversity, Equity & Inclusion

Education

Bachelor's degree in HR or Business

Job description

A prominent luxury hospitality brand in Dubai is looking for a sharp, people-driven HR Business Partner to sit at the intersection of business strategy and talent. This isn't a back-office HR role — you'll be embedded with operational leaders, influencing decisions, and shaping the employee experience from hire to retire.

If you thrive in fast-paced environments, love solving complex people challenges, and want to leave a real mark on a growing organization — this one's for you.

What You'll Own

You won't just execute — you'll advise. You'll work shoulder-to-shoulder with senior leaders to connect people strategy with business performance. Think workforce planning, org design, and building the talent pipeline that keeps the business ahead of the curve.

Be the Strategic Voice at the Table

You won't just execute — you'll advise. You'll work shoulder-to-shoulder with senior leaders to connect people strategy with business performance. Think workforce planning, org design, and building the talent pipeline that keeps the business ahead of the curve.

Drive Budgets, Forecasting & Manpower Planning

• Take ownership of the HR budget cycle — from building annual manpower budgets and headcount forecasts to tracking spend against plan throughout the year
• Partner with Finance and Operations to align staffing models with business demand, seasonal fluctuations, and growth projections — ensuring the organization is always right-sized, right-skilled, and cost-efficient
• Provide leadership with clear visibility on labor costs, vacancy rates, and workforce gaps to enable smarter, faster decision-making

Lead Employee Relations & Grievance Management

• Be the first point of contact for complex employee relations matters — from workplace conflicts and conduct issues to formal grievances and disciplinary proceedings
• Manage cases with fairness, discretion, and consistency, ensuring all matters are handled in line with company policy, local labor law, and best practice
• Coach managers on how to navigate sensitive conversations, de-escalate tensions, and create a culture where issues are addressed early — before they escalath
• Conduct or oversee workplace investigations where needed, documenting findings and recommending appropriate outcomes
• Track ER trends and patterns across the business and use insights to recommend preventive measures that strengthen workplace harmony

Drive Talent & Culture Forward

• Own the full talent lifecycle — from attracting the right people to helping them grow, perform, and stay
• Build meaningful succession plans and leadership pipelines — not just spreadsheets, but real development paths
• Design and run the performance cycle in a way that actually moves the needle — goal setting, coaching conversations, and honest feedback loops
• Partner with L&D to create development programs that employees genuinely value

Be the Go-To for All Things People

• Act as a trusted sounding board for managers on performance concerns, team dynamics, and people decisions
• Keep compensation and benefits competitive by collaborating closely with Finance — because retaining great talent starts with fair rewards
• Champion Diversity, Equity & Inclusion — not as a checkbox, but woven into how the business hires, engages, and grows its people

Make Data-Driven Decisions

• Track what matters — turnover trends, engagement scores, performance patterns — and turn numbers into actionable insights for leadership
• Spot issues before they become problems and recommend smart, proactive solutions

Lead Through Change

• Support transformation initiatives and help teams navigate shifts in structure, process, or culture with clarity and confidence
• Build engagement and retention strategies that go beyond surveys — think recognition, feedback loops, and genuine connection

Build & Develop Your Team

• Lead and mentor a small HR team, setting high standards while creating a supportive environment where people learn and grow together
• Manage priorities and resources so HR delivers real value across every department

What Makes You a Great Fit

Your Background

• 5+ years in HR, with at least 2 years operating as a true business partner — not just in title
• Experience in hospitality, luxury brands, or high-touch service industries is a strong plus
• Hands‑on experience across employee relations, grievance handling, recruitment, performance management, HR budgeting, manpower planning, and organizational development

Your Credentials

• Bachelor's degree in HR, Business, or a related discipline
• HR certification (PHR, SPHR, CIPD, or similar) is a bonus

Your Style

• You communicate with confidence and clarity — in English (fluency required); Arabic is a nice‑to‑have
• You're equally comfortable in a boardroom conversation and a 1:1 with a front‑line team member
• You handle sensitive situations with maturity, discretion, and emotional intelligence
• You're calm under pressure, solutions‑oriented, and never afraid to challenge the status quo constructively
• You lead with data but connect with empathy

Why This Role?

You'll join a world‑class hospitality group where people are genuinely at the center of the business. This is a chance to shape culture, influence strategy, and grow your career in one of the most exciting markets in the world.