Senior Human Resources Business Partner

Job Purpose

1. Strategic Business Partnerin

• gServe as a strategic advisor to senior business leaders, aligning workforce priorities with business goals and performance outcomes
• .Drive organizational design, capability development, and workforce planning to support business unit transformation and growth agendas
• .Translate business needs into HR strategies, ensuring proactive talent planning, succession, and organizational readiness
• .

2. Workforce Planning & Organizational Desi

• gnLead end-to-end manpower planning cycles in collaboration with finance, business unit leaders, and the CHR
• O.Evaluate current and future talent requirements to ensure critical role coverage, reskilling needs, and future capacit
• y.Drive reorganization initiatives, job role alignment, and span of control reviews to enable operational efficienc
• y.

3. Performance Management & Developm

• entGuide leaders and managers through the performance management cycle, including objective setting, mid-year check-ins, calibration, and revie
• ws.Champion a culture of accountability, feedback, and continuous performance dialog
• ue.Partner with Learning & Development to translate performance gaps into capability-building roadma
• ps.

4. Talent Reviews & Succession Manage

• mentFacilitate business unit-level talent reviews, readiness assessments, and succession planning for key positi
• ons.Track progress on development plans and high-potential retention strategies in coordination with OD and Talent C
• OEs.Embed career progression frameworks that enhance retention and promote internal mobil
• ity.

5. Employee Relations & Culture Enabl

• ementAdvise business leaders on sensitive employee relations matters, investigations, and conflict resolution while ensuring legal and ethical compli
• ance.Monitor team climate, engagement trends, and turnover indicators; recommend and implement interventions where neces
• sary.Act as a steward of E7’s values and cultural principles, reinforcing behaviors that support transformation and excell
• ence.

6. Data-Driven Decision S

• upportLeverage HR analytics (headcount, attrition, productivity, absence, engagement) to provide actionable insights and influence executive deci
• sions.Create and deliver regular workforce dashboards and contribute to Board-level HR reporting where n
• eeded.

7. Change Management & Organizational Tra

• nsitionSupport organizational change programs including restructures, mergers, leadership changes, or system implement
• ations.Develop change readiness assessments, stakeholder plans, and employee communication stra
• tegies.Partner with CHRO and senior leadership to manage communication, transition risks, and engagement i
• mpacts.

8. Governance, Policy, and Co

• mplianceEnsure business unit HR practices align with UAE Labor Law, Group HR policies, and regulatory requi
• rements.Act as a governance gatekeeper for grading, promotions, transfers, and disciplinary
• actions.Recommend updates to policies and procedures to address operational realities or legal
• updates.
• 9.
• Partnership wit
• h HR COEsCollaborate with Talent Acquisition, Rewards, Learning, and HR Operations to ensure integrated and seamless employee exp
• eriences.Provide business input to shape Group-wide HR programs, tools, and frameworks to meet operation
• al needs.

10. Related A

• ssignmentsLead or support cross-functional HR projects as directed by
• the CHRO.Act as the HR lead for business continuity initiatives, crisis response planning, or audit readiness within the as
• signed BU.

Qualifications &

• ExperienceBachelor’s degree in Human Resources, Business Administration, or re
• lated fieldMaster’s degre
• e preferredCIPD, SHRM, or equivalent certificatio
• n is a plus8+ years in HR roles, with at least 3 years as an HRBP or
• equivalentStrong knowledge of UAE labor law and HR
• operationsExperience in supporting mid-to-large scale bus
• iness unitsStrategic
• HR PlanningTalent Development and Successi
• on PlanningPerformance Management a
• nd CoachingEmployee Engagement and Co
• mmunicationHR Metrics and Da
• ta AnalysisConflict Resolution and Policy
• ComplianceChange Management and Cultu
• re Building