To drive and implement the HR initiatives in a
business unit(s) in order to ensure that the HR strategies and people initiatives
within that unit are consistent and meets the HR related needs. The position formulates partnerships across the HR function to
deliver value-added service to management and employees that reflects the
business objectives of the organization. The HRBP maintains an effective level
of business literacy about the business unit's financial position, its midrange
plans, its culture and its competition.
Cost and Planning
the annual manpower and budgeting exercise accurately and efficiently.
• Have an understanding of
the business, in particular the sources of profit and the cost base to support
with the implementation of HR strategies and practices.
• Support and facilitate the
implementation of business structure, reorganization and consolidation to
• Participate in the annual
pay review by researching and presenting any relevant information to HR
Remuneration to support cases for changes to pay scales, benefits and
• Translate the annual brand
plan for human capital and develop it into an annual plan for the business,
working with Talent Acquisition to achieve the objectives.
Relations and Performances
top performers with the tools and policies provided by Group HR.
• Manage Employee Relations
within the business, supporting line managers to create a culture of employee engagement
based upon Transmed Purpose and Beliefs.
• Act as a strategic partner
with the business in advising, coaching and mentoring management and the HR
team on people related issues and provide solution.
• Implement corporate HR
initiatives such as the development of new systems and the introduction of new HR
tools, services or benefits.
• Ensure that compliance of
HR policies and procedures is maintained to review and strengthen business
internal controls and procedures.
• Manage the Employee Engagement survey for the business, ensuring all impact
plans have been submitted and implemented in the business.
• Maintain in-depth knowledge of UAE labor law
requirements related to day-to-day management of employees, reducing legal
risks and ensuring regulatory compliance.
• Identify opportunities to
enhance employee engagement and morale based on feedback from climate surveys,
exit interviews etc. throughout the business by liaising with departmental
managers to assist with productivity and retention building a
positive working environment.
• Lead the performance
management process within the business area by guiding and advising managers on
continued staff development by setting objectives, development plans, coaching
and providing feedback. Review and initiate process improvements to improve
productivity and add value whilst improving the overall employee experience.
• Drive Organizational development and provide
guidance and input on business unit restructuring, workforce planning and
• Partner, consult and
manage line managers to educate and advise on all stages of the employee life
cycle including performance management, employee development, retention,
training, recruitment, induction, employee relations, compensation and
• Bachelor s
Degree in HR, Business, Psychology or any related field
• Professional accreditation
(CIPD or equivalent) is a plus