Human Resources Director

Confidential

United Arab Emirates, Dubai

15-17 Years

Save

Posted 21 hours ago
Be among the first 10 applicants

Early Applicant

Job Description

The Human Resources Director is responsible for developing and executing the overall people strategy to support the organization's business objectives. As a strategic business partner, the HR Director will lead all aspects of human capital management, including talent acquisition, organizational development, employee engagement, performance management, learning & development, rewards, culture, and HR operations.

Key Accountabilities:

Strategic HR Leadership

Develop and implement the organization's HR strategy aligned with business goals and growth plans.
Act as a trusted advisor to the executive leadership team on all people-related matters.
Drive organizational design and workforce planning to support evolving business needs.
Lead change management initiatives during business transformation and growth.
Develop succession planning and leadership development strategies.

Talent Acquisition & Workforce Planning

Develop talent acquisition strategies to attract high-quality professionals across event operations, commercial, creative, production, and corporate functions.
Build strong employer branding initiatives to position the organization as an employer of choice.
Partner with business leaders on manpower planning and hiring forecasts.
Improve recruitment processes, quality of hire, and candidate experience.
Build talent pipelines for critical and niche event-related roles.

Performance & Talent Management

Lead the organization's performance management framework.
Drive goal setting, performance reviews, calibration, and talent assessments.
Identify high-potential employees and develop succession plans.
Design career progression frameworks and internal mobility programs.
Coach senior leaders on performance and people management.

Learning & Leadership Development

Develop learning strategies aligned with business capability requirements.
Build leadership development programs for managers and future leaders.
Strengthen functional and behavioural competencies across the organization.
Promote a culture of continuous learning and professional development.

Employee Experience & Culture

Champion a high-performance, inclusive, and values-driven culture.
Lead employee engagement initiatives and action planning.
Strengthen employee communication and feedback mechanisms.
Drive diversity, equity, inclusion, and well-being initiatives.
Enhance employee retention through meaningful engagement programs.

Compensation & Benefits

Oversee compensation, benefits, and recognition strategies.
Ensure market competitiveness through regular benchmarking.
Manage annual salary reviews, bonus cycles, and incentive programs.
Maintain internal equity and pay governance.

HR Operations & Compliance

Ensure HR policies and procedures remain compliant with applicable labour laws.
Oversee employee lifecycle processes from onboarding through offboarding.
Drive HR process improvements and digital transformation initiatives.
Ensure effective HR governance, documentation, and reporting.
Manage HR systems and workforce analytics.

Employee Relations

Build trusted relationships across all levels of the organization.
Resolve complex employee relations matters fairly and effectively.
Guide leaders on disciplinary processes and conflict resolution.
Promote a positive workplace built on trust, transparency, and accountability.

HR Analytics & Business Insights

Develop meaningful HR dashboards and executive reporting.
Use data to inform strategic workforce decisions.

Leadership Responsibilities

Lead, mentor, and develop the HR team.
Foster a collaborative, service-oriented HR function.
Build HR capabilities that support business growth and operational excellence.
Promote innovation and continuous improvement within HR.

Qualifications, experience, & skills:

Qualifications

Bachelor's degree in Human Resources, Business Administration, Psychology, or related field.
Master's degree in Human Resources, Business Administration (MBA), or equivalent preferred.
Professional HR certifications (SHRM-SCP, CIPD, SPHR, CHRP, or equivalent) are an advantage.

Minimum Experience:

15+ years of progressive HR experience.
Minimum 7–10 years in senior HR leadership roles.
Experience supporting high-growth, project-based, or service-driven organizations.
Prior experience within events, entertainment, hospitality, media, experiential marketing, or similar industries is highly desirable.
Proven experience partnering with executive leadership on organizational strategy.

Technical Competencies