Assistant Manager Human Resources

Role overview

Employee engagement and relations

• Drive engagement activities, cultural events, recognition, and team-building; coordinate logistics and vendors and measure participation and feedback.
• Facilitate HR connects, focus groups, and pulse checks; capture insights, follow up on actions, and communicate outcomes.
• Plan employee events, including logistics, content, communications, and post-event follow-up.
• Lead the recognition programme across GCC countries, coordinating nominations, recognition events, and reporting with business and HR stakeholders.
• Support employee performance and check-ins with business managers; conduct exit interviews to identify insights and retention risks.

Reporting and analytics

• Maintain a live headcount plan covering approved positions, vacancies, pipeline status, and attrition projections.
• Prepare quarterly manpower summaries on headcount movement, open roles, time-to-fill, and offer-to-join ratios.
• Analyze attrition by function, band, and level, and benchmark external practices to support people-practice design.

Projects and HR operations

• Coordinate HR projects from scoping through delivery and closure; manage timelines, actions, and cross-functional dependencies.
• Maintain the HR activity calendar and publish communications about policies, process changes, and reminders.
• Execute contracts, letters, HRMS updates, and probation tracking; maintain accurate records and policy adherence.
• Audit HR systems data, generate standard and ad-hoc reports, flag anomalies, and own the weekly and monthly HR dashboard.

Skills and competencies

• Strong command of HR operations, contracts, HRMS, compliance, and audit readiness; able to manage HR data, reporting, dashboards, and trackers accurately.
• Able to plan and complete projects, build SOPs and process maps, manage multiple workstreams, and deliver on time.
• Able to design engagement programmes, facilitate focus groups and HR connects, and handle employee relations, grievances, and conflict resolution.
• Experienced in attrition analysis and presenting data-driven employee-relations insights to leadership.
• Excellent written and verbal English communication, collaboration, stakeholder influence, and sensitivity to cultural nuances across a multicultural GCC workforce.

Experience and qualifications

• Master’s degree or MBA with an HR specialization.
• Six to eight years of proven experience in a similar role; retail experience in a fast-paced retail environment is preferred.
• Strong understanding of HR best practices and business operations; able to build relationships and influence stakeholders at all levels.
• Able to lead and inspire a team, work autonomously in a fast-paced environment, and manage priorities, deadlines, and detail.