General Manager – Human Resources Job Opening in Dubai, United Arab Emirates

Overview of the Role

The Head of People & Culture will lead and oversee the People & Culture function for Al-Futtaim Group IKEA, acting as a trusted advisor to the Regional Management Team on all people-related matters. The role focuses on aligning people strategies with business objectives to ensure the organization is prepared for growth and expansion while maintaining strong capabilities across all stores.

This position is responsible for designing and implementing HR strategies that follow best practices in retail while ensuring compliance with group policies and reinforcing a culture based on the values of IKEA and Al-Futtaim Group. The role also involves managing HR Business Partners (HRBPs) across stores and driving the annual People & Culture plan.

Key Responsibilities

Business Strategy & Leadership

• Participate in market development initiatives to identify and evaluate new expansion opportunities across the region.

• Contribute to regional retail strategy, business planning, transformation initiatives, and change management programs.

• Develop and drive the People & Culture strategy aligned with commercial priorities and long-term business objectives.

• Act as a strategic advisor to senior leadership on people-related matters, offering guidance and coaching to management.

• Promote sustainable economic, environmental, and social practices that contribute to positive community impact.

• Encourage continuous improvement in HR processes, systems, and practices.

• Represent the organization in global and regional People & Culture forums.

People & Performance Management

• Build a values-driven organizational culture aligned with company values.

• Create a performance-focused environment where high performers are recognized and underperformers are supported to improve.

• Ensure effective onboarding and retention strategies for new employees.

• Oversee the annual performance management cycle.

• Lead employee engagement initiatives and surveys, ensuring action plans are implemented.

• Promote employee wellbeing, equality, and work-life balance.

Employee Relations

• Manage employee relations matters across the organization in accordance with local labor laws and company policies.

• Provide guidance and support to HR Business Partners on disciplinary and employee relations cases.

• Ensure fair, consistent, and compliant HR practices throughout the employee lifecycle.

• Implement and communicate updates to HR policies and procedures.

Diversity, Equality & Inclusion

• Develop and implement strategies that promote equality, diversity, and inclusion across the organization.

• Foster an inclusive workplace where individuals from different backgrounds and generations collaborate effectively.

• Ensure compliance with global standards and ethical guidelines related to people and society.

Learning & Development

• Lead the development of capability-building initiatives and learning strategies.

• Conduct annual Business Needs Analysis (BNA) to identify learning requirements supporting business growth.

• Collaborate with the Group Learning & Development Center of Excellence to implement training programs.

• Promote reskilling and upskilling initiatives to enhance employee capabilities and career growth.

• Encourage knowledge-sharing and internal mobility within the organization.

Organizational Development & Compliance

• Support organizational restructuring initiatives to improve efficiency and productivity.

• Provide strategic guidance on workforce planning and organizational design.

• Monitor internal controls, compliance processes, and governance standards.

• Ensure HR policies and procedures are implemented consistently across all business units.

People Analytics

• Utilize HR metrics and analytics to drive human capital initiatives aligned with business goals.

• Monitor HR KPIs and provide accurate reports to senior leadership.

• Manage annual manpower planning and budgeting processes.

• Optimize workforce costs while supporting business growth.

Workforce Strategy & Localization

• Define workforce planning and talent acquisition needs in collaboration with the Group Talent Acquisition team.

• Ensure recruitment aligns with value-based hiring principles.

• Support localization initiatives and nationalization targets where applicable.

• Oversee comprehensive onboarding processes for new employees.

Rewards & Compensation

• Review and approve salary adjustments, bonuses, and promotions in line with company policies.

• Work with the Total Rewards team to ensure competitive compensation aligned with market benchmarks.

• Support initiatives related to responsible wage practices.

Talent Management

• Lead the talent review process to identify successors for key positions.

• Develop retention strategies for critical roles and high-potential employees.

• Ensure Individual Development Plans (IDPs) are implemented for top talent.

• Maintain succession planning for all business-critical roles.

Required Skills

• Budget planning and financial awareness

• Strong business and commercial acumen

• Effective communication and stakeholder management

• Data analysis and HR analytics

• Strategic planning and coordination

• Project and change management

Qualifications & Experience

• Bachelor’s degree in Human Resources, Psychology, or Business Management.

• Master’s degree, CIPD qualification, or similar professional certification preferred.

• 8–10 years of HR experience, including 3–5 years in leadership roles such as HR Business Partner or Head of People.

• Strong experience in organizational transformation, employee relations, and culture development.

• Proven ability to manage talent development, performance management, and capability-building initiatives.