Senior Manager – Business Partner Job Opening in Dubai | Abu Dhabi, UAE.

Job Purpose

The Senior Manager – Business Partner will provide strategic Human Capital (HC) expertise and act as a trusted internal advisor to assigned business functions. The role partners with senior leaders and key stakeholders to develop and implement people strategies aligned with business objectives.

The position will lead talent management, workforce planning, employee engagement, performance management, employee relations, and other Human Capital initiatives. The role will also provide practical HR guidance to business leaders while supporting a positive employee experience and a high-performing organizational culture.

Key Responsibilities

Strategic Human Capital Contribution

• Translate the Human Capital strategy into actionable business plans for assigned functions.
• Ensure alignment between business requirements, workforce strategies, and organizational HC priorities.
• Advise business leaders on effective Human Capital practices and operational excellence.
• Support the development, implementation, and monitoring of relevant HR and business KPIs.
• Provide strategic guidance to leaders on workforce, talent, organizational, and employee-related matters.
• Partner with business leadership to develop people strategies that support long-term organizational objectives.

People Management & Talent Development

• Lead assigned Human Capital activities by setting objectives, managing performance, developing employees, and supporting team engagement.
• Drive talent development initiatives in collaboration with business leaders and technical specialists.
• Identify current and future talent requirements based on business needs.
• Support succession planning and employee development programs.
• Promote organizational values, ethics, collaboration, and a positive workplace culture.
• Encourage employee development and continuous learning across assigned business areas.

Workforce Planning & Budget Management

• Support workforce planning and Human Capital cost management for assigned business functions.
• Contribute to departmental budgeting and financial planning activities.
• Analyse workforce-related costs, including overtime and other HC expenses.
• Work with line managers to prepare workforce budgets and monitor performance against approved plans.
• Identify opportunities for cost optimization while maintaining appropriate workforce requirements.
• Support business leaders in implementing workforce cost-saving initiatives.
• Review workforce cost trends and work with management to address significant increases or variances.

HR Policies, Systems & Procedures

• Ensure effective implementation of Human Capital policies, procedures, systems, and controls across assigned business areas.
• Provide guidance to managers and employees on HR policies, procedures, rights, responsibilities, and applicable requirements.
• Support the development and improvement of HR policies and procedures.
• Communicate changes to Human Capital policies and act as a change facilitator within the organization.
• Ensure business leaders effectively communicate HR policies and procedural changes to their teams.
• Work with specialist HR functions to ensure employees and managers are informed about relevant Human Capital initiatives.
• Support compliance with applicable employment legislation, organizational policies, and regulatory requirements.

Human Capital Business Partnering

• Act as the primary HR business partner for assigned business functions and maintain regular communication with business leaders.
• Conduct regular meetings with business units to understand workforce challenges, review HR data, and develop appropriate solutions.
• Analyse HR dashboards, workforce trends, and key people metrics to identify opportunities and potential risks.
• Provide advice on workforce planning, organizational restructuring, succession planning, and talent management.
• Partner with managers to identify employee development and training requirements.
• Support initiatives designed to improve employee engagement, productivity, retention, and workplace relationships.
• Provide career guidance and coaching to employees in line with company policies and available development programs.
• Maintain current knowledge of employment laws and regulations relevant to day-to-day HR management.
• Advise leaders on HR practices that support a talent-focused organization.

Employee Relations

• Provide HR policy interpretation and guidance on employee relations matters.
• Partner with line managers to address employee concerns, workplace issues, grievances, and other employee relations matters.
• Work with the Employee Relations team when investigation or formal resolution support is required.
• Provide coaching and practical guidance to managers when dealing with employee-related challenges.
• Analyse employee relations data, including attrition, absenteeism, performance trends, and other workforce indicators.
• Identify emerging employee relations issues and recommend appropriate actions to business leadership.
• Support timely and consistent resolution of workplace concerns in accordance with company policies.

Performance Management

• Provide guidance and HR expertise to business units throughout the performance management cycle.
• Support managers in applying performance management processes consistently and within required timelines.
• Provide training, consultation, and practical support to managers where required.
• Participate in year-end performance calibration meetings with business leaders.
• Support accurate completion, review, and submission of performance management outcomes.

Stakeholder Management & Communication

• Build and maintain effective working relationships with senior leaders, managers, employees, and internal HR teams.
• Collaborate with relevant internal departments and external stakeholders when required.
• Maintain high standards of professionalism, confidentiality, ethics, and business conduct.
• Develop and oversee HR communication plans that support business and Human Capital objectives.
• Present HR insights, workforce trends, recommendations, and reports to senior management.

Continuous Improvement

• Identify opportunities to improve HR processes, systems, and practices.
• Lead initiatives focused on productivity, service quality, cost efficiency, and process improvement.
• Promote the adoption of relevant industry practices and global Human Capital standards.
• Support HR digitalization, data-driven decision-making, and sustainable workforce practices.

Data Management & HR Reporting

• Ensure HR reports, dashboards, and management information are prepared accurately and on time.
• Analyse workforce data and provide meaningful insights to business leaders.
• Maintain confidential and accurate employee and Human Capital information.
• Prepare presentations, reports, and management updates for senior leaders and executive-level stakeholders when required.
• Ensure HR information is shared appropriately and maintained in accordance with confidentiality requirements.

Environment, Health & Safety

• Ensure compliance with applicable safety, quality, environmental, and organizational policies.
• Promote employee awareness of workplace safety and responsible environmental practices.
• Ensure assigned HR activities comply with relevant legislative and organizational requirements.

Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration, or a related university discipline.
• Relevant professional HR qualifications or certifications are an advantage.

Experience

• Minimum 8 years of relevant Human Resources experience.
• At least 3 years of experience in supervisory or managerial HR positions with progressively increasing responsibilities.
• Experience working as an HR Business Partner or in a strategic Human Capital role is preferred.
• Experience in talent management, workforce planning, employee relations, performance management, and HR operations is desirable.

Key Skills

• Human Resources Business Partnering
• Strategic HR Management
• Human Capital Strategy
• Workforce Planning
• Talent Management
• Succession Planning
• Employee Relations
• Performance Management
• Employee Engagement
• HR Policy & Compliance
• Organizational Development
• HR Data Analysis & Reporting
• Stakeholder Management
• Leadership & People Management
• HR Budgeting and Cost Management
• Coaching and Employee Development
• Change Management
• Problem Solving and Decision-Making
• Strong Communication and Presentation Skills
• Confidentiality and Professional Ethics