Group Director HR Business Partner in Dubai, UAE

The Group Director of HR Business Partnering (GDHRBP) assumes a leadership role in shaping and implementing organizational strategies to harmonize structure, culture, and talent with business objectives. This position entails the proactive alignment of HR initiatives and programs with the specific goals of the assigned business unit, division, or function.

As the primary liaison for managers and employees, the GDHRBP offers guidance, coaching, and assistance on HR issues and employee inquiries. Through collaborative partnerships across the organization, the GDHRBP facilitates delivering value-added services and cohesive solutions to management and employees, fostering an environment conducive to heightened productivity.

Primary Responsibilities:

Strategic Partnership: Offer expertise and guidance across various organizational support functions, encompassing alignment of HR and business strategies, organizational design, workforce planning, talent acquisition, employee engagement, culture and change management, leadership development, talent development, succession planning, and compensation & benefits.

Strategic Advice: Provide strategic counsel and regulatory guidance to one or multiple Business Units (BUs) regarding workforce planning, management, and engagement within their respective scopes.

Needs Assessment and Planning: In collaboration with stakeholders, identify the business priorities, objectives, and associated requirements of the designated business unit/division/function. Translate these needs into actionable HR plans at the BU level.

Single Point of Contact: Serve as the primary liaison within the business unit/division/function, ensuring effective and efficient delivery of HR programs and services.

Strategic Alignment: Coach and advise managers on aligning HR strategy with business priorities while considering the realities, constraints, and the need for consistency within the BU.

Stakeholder Support: Provide guidance and support to other stakeholders (e.g., finance, M&A) on strategic business projects impacting the supported BU.

Execution of HR Processes: Assist business leaders and people managers in executing various HR responsibilities, collaborating with HR Centers of Expertise. These include performance management, talent reviews, learning and development, career planning, succession planning, talent acquisition, employee engagement, and reward management.

Performance Management Oversight: Manage the tracking, auditing, and follow-up of the Performance Management process, including setting goals, interim reviews, year-end reviews, and related reporting.

Development Planning: Provide dedicated support for developing and monitoring employee development plans.

Cultural Development: Partner with business leaders to cultivate a high-productivity organizational culture and contribute to driving broader organizational change initiatives.

Role Alignment: Ensure alignment of roles with the global job architecture to enhance organizational efficiency, productivity, innovation, and agility.

Data Analysis and Reporting: Utilize relevant business data to create justifications, conduct analytics, and develop business cases to communicate and/or develop strategic HR programs. Analyze and report on key HR initiatives and metrics to enable effective decision-making.

Continuous Improvement: Provide feedback to other HR roles to support ongoing improvement efforts.

General:

If the role includes direct reports:

Lead and manage a motivated team, fostering collaboration and ensuring individual development and evaluation against aligned, measurable, and challenging objectives.
Undertake any additional duties as assigned.
As a DP World representative, you will promote positive behaviors consistent with DP World’s Principles, values, and culture. You will uphold the highest safety standards in all activities and adhere to DP World’s Code of Conduct and Ethics policies.
Job Context:

The DHRBP is a pivotal strategic link between HR and the business, driving enhanced business performance through comprehensive HR activities. Maintaining a strong understanding of the business unit/division/function’s financial status, plans, culture, and competitive landscape is essential. This role advises management on HR matters and delivers value-added services.

Qualifications, Skills & Experience:

7-8 years of pertinent HR experience at a middle to senior management level, preferably within a multinational context.
A bachelor’s degree in human resources, business management, organizational psychology, or a related field is required. MBA, advanced degree, or Professional Human Resources Certification (e.g., CIPD, SHRM), is preferred.
I have demonstrated success in supporting talent management, leadership development, performance management, reward systems, employee relations, and organizational development at the business unit level.
Proficient interviewer with industry trends and employment legislation knowledge, ensuring business compliance.
Competencies in:
Business acumen with a clear understanding of business dynamics.
Leadership skills and adeptness in influencing others.
Excellent verbal and written communication abilities.
Established personal credibility in technical expertise and ethical conduct.
Global and cultural awareness.
Analytical thinking to make informed decisions.
Openness to innovation and adding value to the organization.
A collaborative and inclusive approach to relationship management.
Confidence to voice opinions constructively and act with integrity and impartiality.