Employee Relations Executive

Role Description

Employee Relations & Casework

• Serve as the first point of contact for ER matters across the Dubai factory, refurbishment lines, and supporting operations functions.
• Lead workplace investigations into grievances, misconduct, harassment complaints and policy breaches — gather evidence, interview witnesses, document findings, and recommend outcomes.
• Manage end-to-end disciplinary processes (verbal warning, written warning, final warning, termination) in line with UAE labour law and internal policy.
• Mediate disputes between employees and supervisors; facilitate constructive conflict resolution on the shop floor.
• Maintain accurate, confidential case records and produce ER trend dashboards for HRBP and operations leadership review.

UAE Labour Law & Regulatory Compliance

• Ensure all ER actions and outcomes comply with local laws and regulations.
• Liaise with MOHRE and / or the relevant free zone authority on labour complaints, work permit matters, and end-of-service settlements.
• Advise line managers on probation periods, notice, lawful termination grounds, end-of-service gratuity (EOSB), and leave entitlements.
• Maintain current working knowledge of the Wage Protection System (WPS), Emiratisation requirements, and gratuity / final settlement calculations.
• Flag changes in UAE employment legislation and recommend operational adjustments; coordinate with external counsel on matters that escalate beyond standard ER scope.

HR Operations Lifecycle

• Coordinate end-to-end onboarding (contracts, handbook acknowledgement, workstation and equipment setup, induction scheduling) and offboarding (exit clearance, final pay, EOSB settlements, asset retrieval) for all Dubai-based staff.
• Administer employee benefits, leave entitlements, medical coverage, and government-mandated entitlements in accordance with UAE law and internal policy.
• Support recruitment operations — job postings, candidate screening coordination, interview scheduling, offer letter issuance, and pre-employment documentation.
• Maintain employee master data and HR records in the HRIS platform, ensuring data integrity and audit-readiness at all times.

Work Permit & Visa Administration

• Manage the full work permit lifecycle for Dubai-based employees — applications, renewals, cancellations, and appeals via MOHRE and the relevant free zone portal.
• Track work permit quotas, dependency ratios, and compliance thresholds; proactively flag risks to the HRBP and recommend remediation.
• Coordinate with relocation and immigration vendors on incoming foreign hires, including visa applications, dependent passes, and onboarding logistics.

Payroll Coordination & WPS Compliance

• Act as the primary operational point of contact for payroll execution for the Dubai entity, coordinating with finance and any external payroll provider to ensure accurate, on-time disbursement.
• Oversee WPS submission and reconciliation; ensure payroll records are audit-ready and compliant with UAE Employment Regulations and free zone requirements.
• Manage computation and administration of end-of-service gratuity, notice pay, overtime, allowances, and final settlement calculations.
• Prepare monthly payroll cost and headcount reports for management review; respond to regulatory data requests.

Workforce Engagement & Communication

• Conduct regular shop-floor walkthroughs and listening sessions with operators, technicians and frontline supervisors.
• Translate company policies, code of conduct and process changes into accessible communications for a multi-cultural, multi-lingual workforce.
• Champion a culture of fairness, dignity and open dialogue; act as a credible, neutral point of contact for employees raising concerns.

Policy, Process & Capability Building

• Maintain and update the employee handbook, code of conduct and ER-related policies; ensure version control and timely roll-out of changes.
• Partner with the HRBP on policy implementation, manager training and refresher sessions on ER, conduct and disciplinary handling.
• Develop supervisory capability for first-line people issues — coaching team leaders and shift supervisors on how to identify, escalate and document concerns appropriately.
• Drive digital transformation of HR records and processes, migrating manual workflows to automated platforms where applicable.

Reporting, Risk & Stakeholder Management

• Track ER KPIs — case volumes, resolution times, root cause categories, recurrence rates — and report to the HRBP and CHRO on a fortnightly cadence.
• Generate monthly headcount, attrition, payroll cost, and leave liability reports for management; respond to regulatory statistical submissions.
• Identify and flag ER risk patterns (attrition pockets, grievance clusters, supervisor hotspots) with proposed mitigations.
• Support audits, regulator enquiries, and internal reviews relating to people matters; maintain documentation to evidentiary standard.