Advisor jobs in United Arab Emirates

You will partner with the Regional Practice Area Leaders (RPALS) and/or Regional Business Function Heads and their leadership teams to develop and deliver people priorities aligned to the firms people and talent strategy and the regional practice area/business functions strategy.

You will work closely with the Regional Head of HR Global Senior HR Business Partners (SHRBPs), Communities of Expertise (CoEs) global service delivery teams and the broader HR function to deliver high impact and highly efficient people priorities and processes. You will work closely with and may also manage, coach and develop an HR Business Partner and Early Talent Recruitment and Development Specialist.

You will build trusted advisor relationships with Partners RPALs/ regional business function heads and their leadership teams along with other key stakeholders to deliver the priorities aligned to the firms people and talent strategy.

The below key responsibilities are to be carried out in line with the global People and Talent Strategy together with any additional regional or local HR strategic priorities.

• Partner with key stakeholders to develop and deliver the people and talent strategy aligned to the regional practice area/function strategy.
• Partner with key stakeholders to embed the firms people priorities across the regional practice area/business function bringing together outputs of key regional processes shaping the regional talent agenda (e.g., succession planning) and working with the RPAL/Regional Business Function Head on key talent processes (e.g., talent pipeline review).
• Actively contribute to the people strategy formation by representing client groups collaborating with relevant HR colleagues and bringing market knowledge of leading practice HR to shape and deliver global and regional HR projects linked to the strategy.
• Be a trusted advisor to key stakeholders providing HR support, coaching and direction on HR related and people issues.
• Supervise and support HR team members in implementing the people strategy with due regard to all applicable policies; monitor the quality and timely delivery of all activities and support the professional development of the team.
• Lead and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.

• Understand and articulate the regional strategic priorities. Use external views and internal knowledge to assess current state and identify optimisation opportunities for structural change.
• Work with key stakeholders to define future state based on the operating model design principles and business area responsibilities.
• Assist the Regional Head of HR where relevant Global SHRBP or regional Business Professional stakeholders to create and deliver regional implementation plans for changes to structure, roles and workforce transition.

• Support the Regional Head of HR and be a trusted advisor to senior stakeholders on employee relations issues anticipating risk and likely consequences and identify early interventions.
• Provide where appropriate confidential employee counselling guidance and coaching with the aim of resolving situations informally when possible.
• Provide input to help shape employee related policies with an awareness of specific legal requirements in each office and jurisdiction across the region to ensure all employee related policies are implemented fairly and consistently.
• Support employees prior to and on return from their parental leave.
• Provide guidance and support in relation to ER issues for employees.

• Support the Regional Head of HR in working with senior stakeholders to determine the headcount forecasting and budget for the FY aligning to business plan and strategy.
• Understand and interpret business and commercial metrics and combine this with relevant interpretation of people data analytics and reporting to support the Regional PALs/Business Function Heads and to optimise effective decision making.
• Use broader data from other sources of employee listening from across the firm e.g. people survey, exit data, inclusion focus groups etc. to give a broader perspective and insight on inclusion and wellbeing for the regional practice area/business function.

• Work with key stakeholders to develop a regional resourcing plan that anticipates demand and capacity needs future skills and attrition including analysing data identifying trends and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure.
• Deliver talent pipeline reviews to identify critical talent segments for the future including collation and analysis of key themes gaps and actions including development.
• Work with the regional talent manager across CoEs (e.g. Talent Acquisition, Leadership Development, Talent Management) to coordinate and implement the plan.

• Use outputs of talent pipeline reviews, employee listening, people data and analytics, succession planning etc. to identify career development opportunities and plan for key roles high performers and diverse talent.
• Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outside their function/practice area including potential opportunities that may be available in other areas (including different locations).
• Work with key stakeholders to identify development needs of future leaders and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

• Support managers and Partners through the 3 Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied across functional/practice areas and which align to the firms performance and reward strategy.
• Support leaders with specific performance management as needed e.g. poor performance probations.

• Support the Regional Head of HR to execute the year end compensation processes in partnership with the Reward COE and Global SHRBP where relevant.
• Understand compensation arrangements for lawyers and Counsel to prepare and support relevant stakeholders for the discussions that will take place in the review cycle.
• Lead the annual legal market intelligence survey for the region to ensure the data is delivered for all offices in a timely manner.
• Analyse the results and propose changes to compensation and benefits for lawyers and Counsel to ensure the region continues to remain competitive in the market.

• Collaborate with the TA team to integrate longterm TA strategic aims into the business planning process to develop more agility in responding to business cycles.
• Partner with Regional PAL/Business Function Head and where relevant with the Global SHRBP on lateral Partner and Director recruiting and overall onboarding experience.
• Meet with all new partners (NEP and lateral) within 2 weeks of joining and then again at the end of their first month to deliver the new joiner induction.

• Work with the Regional Head of HR and TA CoE to set the early talent recruitment and development strategy for the year.
• Oversee the Early Talent and Development xx ensuring the success of the through delivery of the ME scheme through attraction, development and retention initiatives strategies.
• Ensure key stakeholders are kept updated and engaged.
• Manage the Regional NQ process ensuring business needs are met.
• Oversee ER OH and trainee related issues.

• Conduct exit interviews (where appropriate) for Senior Associate Counsel and roles at Executive Manager and above.
• Meet with retiring partners to provide guidance / support during their transition.
• Use exit themes and other forms of employee data points (e.g. engagement) and highlight key issues to the Regional Head of HR to develop drive and embed solutions with key stakeholders that will drive change to attract retain and motivate talent.

• Partner with the Regional PAL/Business Function Head Inclusion team and key stakeholders to drive the inclusion objectives and action plans for regional practice area/business function in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.
• Proactively build knowledge and understanding of the key inclusion pillars and strategy.

• Partner with the Regional PAL/Business Function Head Wellbeing team and key stakeholders to drive the wellbeing and people experience objectives and action plans for regional practice area/business function.
• Proactively build knowledge and understanding of the wellbeing strategy enablers and priorities.
• Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance peoples wellbeing.

You will have flexible and effective communication skills coupled with the ability to manage multiple priorities and deadlines effectively.

• You will have a proven track record of developing and implementing HR initiatives that have demonstrably contributed to achieving business objectives and enhancing overall business performance.
• You will have gained significant operational experience and you will now be looking for a role that combines working at both an operational and strategic level.
• You will have experience of partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables striving for positive results and engaging others in the journey.

You will demonstrate strong commercial awareness.

You will ideally have formal HR qualifications e.g. CIPD or equivalent.

From your first day with us you will have varied opportunities to continuously grow and develop your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

At Clifford Chance we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society.

We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation or age. This applies to recruitment and selection terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.

We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement.

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.

Find out more about our inclusive culturehere.

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Fulltime