Human Resources Business Partner

Solutions+ (A Mubadala company); Ras Al Khaimah; On-site; AED 120,000 - 180,000; Full time

Job summary

A leading company in the pharmaceuticals industry seeks an HR Business Partner to support strategic HR initiatives aligned with business goals. The role includes driving talent acquisition, performance management, and fostering a diverse and inclusive organizational culture. With a focus on employee development and compliance, the ideal candidate will possess a Bachelor's degree, extensive HR experience, and certifications in relevant HR practices.

Qualifications

• Minimum of 7 years of HR experience, with at least 3 as a business partner in pharmaceuticals.
• Demonstrated understanding of HR practices and labor laws.

Responsibilities

• Support talent acquisition and manage performance improvement plans.
• Drive learning initiatives and oversee the performance management process.
• Lead diversity and inclusion efforts, supporting employee engagement.

Skills

Analytical skills

Communication

Conflict resolution

Education

Bachelor's degree

Additional certificates in UAE Labour Law

CIPD Level 5

Certified Employee Performance Management

Certified Change Practitioner

Job description

One of our prestigious client is looking for HR Business Partner who will support the Group Chief Human Resources Officer in driving the Group Human Resources Division strategies in alignment with the overall Business goals of the company. HRBP will play a vital role in driving initiatives that support talent acquisition, performance management, employee development, engagement and organizational culture. The HRBP role is instrumental in fostering a collaborative environment that supports diversity and inclusion while ensuring compliance with employment laws and regulations.

Talent Acquisition

• Partner with the Talent Acquisition team to assess current and future workforce needs and develop effective recruiting and onboarding strategies to attract top talent.
• Conduct intake meetings with hiring managers to understand role requirements, key competencies, and team dynamics.
• Assist in designing job descriptions and defining candidate selection criteria.
• Play a key role in the interview process by providing structured interview frameworks, participating in candidate assessments, and ensuring a fair and objective evaluation process.
• Provide hiring managers with insights and recommendations to make informed hiring decisions.
• Support onboarding processes to ensure a seamless integration of new employees into the organization.

Talent Management

• Drive learning and development initiatives to enhance employee skills and leadership capabilities.
• Support in conducting training needs analysis (TNA) to identify skill gaps and develop targeted learning programs.
• Define critical roles within the organization and develop a structured succession planning strategy to ensure business continuity.
• Identify high-potential employees and implement programs to nurture top talent through mentoring, coaching, and leadership development initiatives.
• Create career development plans tailored to individual employee aspirations and organizational needs, supporting long-term growth and retention.
• Oversee the performance management process by partnering with leaders to set clear performance expectations and measurable goals.
• Provide coaching and training to managers on conducting performance reviews, giving constructive feedback, and driving continuous employee development.
• Monitor performance trends and proactively address underperformance through performance improvement plans (PIPs) and targeted interventions.
• Support a culture of continuous feedback by implementing effective performance check-ins and development discussions.
• Utilize performance data to identify organizational strengths and areas for improvement, aligning talent strategies with business objectives.
• Ensure consistency and fairness in performance evaluations by promoting best practices and adherence to performance management policies.

Organization Culture

• Lead diversity, equity, and inclusion (DEI) efforts to foster a positive and inclusive workplace.
• Collaborate with leadership to enhance employee engagement, retention, and company culture.
• Partner with business leaders to develop and implement HR strategies aligned with organizational goals.
• Act as a coach and advisor to managers, providing guidance on organizational design, employee engagement, and team dynamics.
• Lead and support employee engagement efforts, including initiatives to improve communication, promote diversity and inclusion, and enhance employee recognition and feedback.
• Proactively identify and address potential HR issues and develop and implement solutions to mitigate risks and support a positive work culture.
• Continuously evaluate and improve HR processes and policies to support growth and scalability of the organization.

Employee Relations

• Facilitate change management processes and organizational development initiatives.
• Manage employee relations by addressing workplace issues, grievances, and disputes in a fair and consistent manner.
• Provide guidance to managers and employees on disciplinary actions, ensuring alignment with company policies and labor laws.
• Conduct investigations into employee complaints, misconduct, or policy violations, maintaining confidentiality and due process.
• Facilitate hearing sessions and ensure that disciplinary actions are handled professionally, transparently, and in compliance with legal and ethical standards.
• Act as a mediator to resolve conflicts between employees and departments, fostering a collaborative and positive work environment.
• Implement proactive strategies to prevent workplace disputes and promote a culture of respect, fairness, and inclusion.
• Workforce Planning and Budget
• Manage workforce planning by assessing current and future talent needs, ensuring alignment with business strategy.
• Collaborate with finance and leadership teams to develop and manage the employee cost budget, ensuring cost efficiency and workforce optimization.
• Conduct workforce analytics to forecast headcount requirements, identify workforce trends, and recommend strategies to optimize workforce utilization.
• Work closely with department heads to ensure proper resource allocation and budget adherence while supporting business growth and sustainability.
• Provide insights into workforce-related financial implications, balancing business objectives with cost management strategies.

Governance & Reporting

• Oversee services which include the monthly Payroll, employee benefits payment, employees services, etc
• Analyze HR metrics and provide insights to drive data-driven decision-making.
• Ensure compliance with labor laws, company policies, HR best practices and coordinate with legal and/or outside counsel as needed.

Experience

• Bachelors degree with minimum of 7 years of HR experience, with at least 3 years in a business partner role within the pharmaceuticals industry.
• Additional certificates in UAE Labour Law / Certified Employee Performance Management / CIPD Level 5 / Certified Change Practitioner
• Ability to work independently as well as collaboratively in a fast-paced environment.
• Demonstrated understanding of HR practices, labor laws, and compliance requirements.

Specific skills

• Strong analytical skills and experience with HR metrics and reporting.
• Excellent communication and interpersonal skills, with a focus on conflict resolution.