Human Resources Director

CDHORIZON United Arab Emirates; Dubai; Presencial; AED 480.000 - 720.000; Jornada completa

Descripción de la vacante

CDHORIZON United Arab Emirates seeks an accomplished HR leader to drive Talent Acquisition, Talent Development, and organizational capability for a high-performing, asset-intensive operation in the UAE. The role requires extensive leadership experience and a strong track record across recruitment, learning, and succession planning.

With 12–15 years in HR and 5+ years in a senior leadership role, you will guide workforce planning, competency management and GCC HR practices to support

Formación

• Master's degree in HR Management, Business Administration, or a related field.
• Professional HR certification such as CIPD, SHRM-SCP, SPHR, or an equivalent qualification is preferred.
• Minimum 12–15 years of progressive HR experience, including substantial leadership experience in a medium-to-large organization.
• Minimum 5 years in a senior HR leadership role, preferably as HR Director, Head of HR, or equivalent.
• Demonstrated expertise in both Talent Acquisition and Talent Development, including workforce planning, leadership development, competency management, and succession planning.
• Proven experience in Oil & Gas, Heavy Equipment Rental, Construction, Engineering, Industrial Services, or a comparable asset-intensive industry.
• Experience managing technical, operational, project-based, and multinational workforces.
• Experience developing HR strategies, policies, organizational structures, and performance management frameworks.
• Strong knowledge of applicable labor laws and HR practices in the relevant GCC markets, where applicable.
• Experience implementing HRIS, talent management systems, and HR analytics is preferred.

Responsabilidades

• Lead Talent Acquisition & Workforce Planning: develop strategies, lead end-to-end recruitment for senior leadership, engineering, technical, commercial, and operational roles.
• Build talent pipelines for critical positions including operators, mechanics, technicians, engineers, project managers, and HSE professionals.
• Establish recruitment partnerships, talent pools, referral programs, and employer branding initiatives.
• Oversee manpower planning, workforce forecasting, succession coverage, and recruitment budgeting with business leaders.
• Optimize recruitment channels, time-to-hire, cost-per-hire, and quality-of-hire metrics.
• Ensure recruitment processes comply with labor laws, company policies, and industry requirements.
• Support mobilization of project-based and site-based employees.
• Lead Talent Development & Organizational Capability: design learning strategy, identify capability gaps, develop leadership and technical training programs.
• Establish competency frameworks and career development pathways.
• Develop succession planning and high-potential initiatives.
• Measure training ROI and align development with business needs.
• Performance Management & Employee Engagement: implement KPIs, objectives, performance reviews, and link to profitability.
• Drive engagement, retention, recognition, and wellbeing initiatives.
• Advise on employee relations, disciplinary matters, and culture.
• Improve retention of critical technical staff.
• HR Strategy, Policies & Organizational Development: develop and execute HR strategy aligned to business plan.
• Lead organizational design, job evaluation, and manpower optimization.
• Maintain HR policies, governance, and service standards.
• Review compensation, benchmarking, benefits, and incentives.
• Provide strategic HR advice to CEO and leadership; lead change management.
• Ensure HR systems and reporting support data-driven decisions.
• Compliance, Governance & Reporting: ensure compliance with labor legislation and company policies in operation countries.
• Oversee budgets, headcount reporting, analytics, and dashboards.
• Establish HR KPIs to monitor recruitment, retention, development, productivity, and costs.
• Maintain HR documentation, audits, and internal controls.
• Partner with HSE and operations to promote wellbeing and safety culture.
• Manage HR risks and advise senior management.

Conocimientos

Talent Acquisition

Talent Development

Organizational Capability

Performance Management

Employee Engagement

HR Strategy

Organizational Development

Compliance & Governance

HR Analytics

Educación

Master's degree in HR Management

HR professional certification (CIPD/SHRM-SP/SPHR)

Herramientas

HRIS

Descripción del empleo

The role is responsible for attracting, recruiting, developing, and retaining a high-performing workforce to support business growth, operational excellence, and long-term organizational objectives. The successful candidate will bring substantial HR leadership experience from the Oil & Gas, Heavy Equipment Rental, Construction, Engineering, or Industrial Services sectors, with a strong understanding of technical, operational, and project-based workforce requirements.

1. Talent Acquisition & Workforce Planning

Develop and implement a comprehensive talent acquisition strategy aligned with business objectives and workforce requirements.

Lead end-to-end recruitment for senior leadership, engineering, technical, commercial, and operational positions.

Build effective talent pipelines for critical positions, including equipment operators, mechanics, technicians, engineers, project managers, and HSE professionals.

Establish strategic recruitment partnerships, talent pools, referral programs, and employer branding initiatives.

Lead manpower planning, workforce forecasting, succession coverage, and recruitment budgeting in collaboration with business leaders.

Optimize recruitment channels, time-to-hire, cost-per-hire, and quality-of-hire metrics.

Ensure recruitment processes comply with applicable labor laws, company policies, and relevant industry requirements.

Support mobilization of project-based and site-based employees in line with operational schedules and contract requirements.

2. Talent Development & Organizational Capability

Design and implement a comprehensive talent development and learning strategy aligned with business priorities.

Identify organizational capability gaps and develop targeted learning and development programs.

Establish leadership development, management training, technical training, and supervisory development programs.

Implement competency frameworks and career development pathways for technical, operational, and corporate employees.

Develop succession planning and talent review processes for critical roles and leadership positions.

Introduce high-potential employee identification, career progression, mentoring, and coaching initiatives.

Evaluate training effectiveness and measure the return on investment of learning and development initiatives.

Partner with department heads to develop individual development plans and improve employee performance.

Strengthen internal mobility and develop local talent in line with applicable national workforce development requirements.

3. Performance Management & Employee Engagement

Lead the implementation and continuous improvement of performance management systems, including KPIs, objective setting, and performance reviews.

Align employee performance with corporate objectives, operational productivity, service delivery, and profitability.

Develop employee engagement, retention, recognition, and workforce satisfaction initiatives.

Advise management on employee relations, disciplinary matters, grievance handling, and organizational culture.

Implement initiatives to improve retention of high-performing and hard-to-replace technical employees.

4. HR Strategy, Policies & Organizational Development

Develop and execute the overall HR strategy in support of the organization's business plan and growth objectives.

Lead organizational design, workforce restructuring, job evaluation, and manpower optimization initiatives.

Establish and maintain HR policies, procedures, governance frameworks, and service standards.

Review compensation structures, salary benchmarking, benefits, and incentive programs to support competitiveness and retention.

Provide strategic HR advice to the CEO, Managing Director, and senior leadership team.

Lead change management and organizational transformation initiatives.

Ensure HR systems, processes, and reporting support data-driven decision-making.

F. HR Compliance, Governance & Reporting

Ensure compliance with applicable labor legislation, employment regulations, and company policies in the countries of operation.

Oversee HR budgets, headcount reporting, workforce analytics, and management dashboards.

Establish HR KPIs and regularly report on recruitment, retention, employee development, productivity, and workforce costs.

Maintain effective HR documentation, employee records, audit readiness, and internal controls.

Partner with HSE and operational leaders to promote employee wellbeing, safety awareness, and a strong safety culture.

Manage HR risks and provide recommendations to senior management on workforce-related issues.

Qualifications & Experience

Master's degree in HR Management, Business Administration, or a related field

Professional HR certification such as CIPD, SHRM-SCP, SPHR, or an equivalent qualification is preferred.

Minimum 12–15 years of progressive HR experience, including substantial leadership experience in a medium-to-large organization.

Minimum 5 years in a senior HR leadership role, preferably as HR Director, Head of HR, or equivalent.

Demonstrated expertise in both Talent Acquisition and Talent Development, including workforce planning, leadership development, competency management, and succession planning.

Proven experience in Oil & Gas, Heavy Equipment Rental, Construction, Engineering, Industrial Services, or a comparable asset-intensive industry.

Experience managing technical, operational, project-based, and multinational workforces.

Experience developing HR strategies, policies, organizational structures, and performance management frameworks.

Strong knowledge of applicable labor laws and HR practices in the relevant GCC markets, where applicable.

Experience implementing HRIS, talent management systems, and HR analytics is preferred.