Senior Human Resources Manager

Overview

• Serve as the senior-most HR leader and strategic partner to the CEO/Managing Director, with final authority over HR policy, governance, compensation, and workforce decisions across manufacturing and corporate functions.
• Develop and execute annual and multi-year HR strategy aligned to business expansion; translate business goals into workforce structure, capability roadmaps, and manpower plans.
• Design the full organizational structure (corporate, plant, sales, operations), reporting hierarchies, spans of control, and job architecture; lead restructuring during scale-up.
• Build and own the enterprise-wide job grading framework, salary bands, and compensation architecture benchmarked to UAE manufacturing standards, ensuring internal pay equity.
• Design and govern Performance Linked Incentive (PLI) structures tied to productivity, profitability, attendance discipline, and output quality.
• Hold final approval authority over salary offers, promotions, grade changes, and exceptional compensation cases.
• Develop the enterprise KPI framework, run biannual/annual appraisal cycles with 100% coverage, lead performance calibration, and govern PIP processes with full documentation.
• Ensure complete compliance with UAE Federal Decree-Law No. 33 of 2021, MOHRE, Tasheel, and Nafis Emiratisation; oversee bilingual contracts, visa/labour-card governance, disciplinary and termination compliance, and government inspection handling.
• Manage large-scale blue-collar workforce discipline, attendance, shift patterns, overtime, labour accommodation, and outsourced manpower; reduce absenteeism and attrition and align with HSE/factory safety.
• Handle escalated grievances, disciplinary inquiries, and legally defensible termination approvals.
• Govern payroll accuracy and timeliness, approve monthly payroll before closure, and ensure zero-error execution and audit-ready employee files.
• Lead HR digital transformation on Odoo HRMS — automating attendance, payroll, recruitment, performance, and records — and maintain HR analytics dashboards.
• Deliver weekly CEO reporting, monthly headcount/cost/absenteeism dashboards, and quarterly workforce risk and talent-pipeline reviews.
• Drive Training Needs Analysis, L&D calendars, leadership development, high-potential identification, and succession planning for critical roles.
• Own employee engagement strategy, recognition programs, employer branding/EVP, and high-performance culture across plant and corporate teams.
• Prepare and control the annual HR budget (payroll, recruitment, training, visas, insurance, benefits, incentives) and optimize manpower cost ratios without impacting productivity.