HR Manager

Role overview

Strategic partnering and workforce delivery

• Build commercial understanding and relationships with client groups, developing people solutions aligned with business strategy and objectives.
• Support the Head of HR and collaborate with Centres of Excellence, global HR Business Partners and business-services leaders.
• Use HR analytics to inform decisions and measure the impact of HR initiatives.
• Develop workforce and capacity plans; assess future needs, skills gaps, utilisation, productivity and headcount, and plan resourcing and cost actions.
• Deliver regional nationalisation plans, including Emiratisation and Saudization, and adapt HR advice to local jurisdictional contexts.
• Coordinate regional remuneration, benefits, payroll compliance, social insurance, international mobility, cross-border transfers and secondments.

Talent, change and employee relations

• Coordinate performance management, talent reviews, succession planning, promotions, salary reviews and engagement surveys across the region.
• Coach Partners, Managers and Team Leaders on people management, feedback and performance issues.
• Plan and deliver organisational changes, including reorganisations, restructurings, redundancies and transfers.
• Manage employee relations matters, including performance concerns, grievances, conflicts and mediation, in line with employment law and firm policies.
• Support HR Advisors with implementing people policies and practices.

Professional background

• Proven experience as an HR Business Partner; legal or professional-services experience is preferred.
• Experience working in a matrix structure with delivery through HR Centres of Excellence.
• Graduate or equivalent qualification; GCIPD qualification is preferred.

Regional and functional expertise

• Practical experience applying employment law across the Middle East and Africa and identifying jurisdiction-specific requirements.
• Experience supporting MEA international mobility, cross-border transfers and secondments, including work permits, visas, residency, employment, tax and relocation considerations.
• Experience supporting workforce nationalisation, including Emiratisation and Saudization.
• Cultural awareness and experience adapting HR approaches across diverse MEA jurisdictions, cultures and business practices.
• Knowledge of regional reward and benefits, end-of-service benefits, payroll compliance and mandatory social insurance.
• Strategic planning, talent development, organisational development, change management, HR expertise and data-driven decision-making skills.
• Commercial acumen and strong communication, interpersonal, leadership and influencing skills.

About Clyde & Co