HR Business Partner

Requirements<\/h3>

Key\nResponsibilities<\/span><\/u><\/b>
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Strategic\nBusiness Partnership<\/span><\/b><\/a>
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· <\/span><\/span><\/span>Partner\nwith senior leaders to translate commercial objectives into actionable people\nstrategies, workforce plans, and organizational design that support regional\ngrowth<\/span>
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· <\/span><\/span><\/span>Conduct\nregular business reviews to assess organizational health, talent gaps, and\ncapability requirements<\/span>
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· <\/span><\/span><\/span>Provide\nstrategic counsel on people implications of business decisions, including\nmarket expansion and operational changes<\/span>
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Talent Management & Organizational Effectiveness<\/span><\/b><\/a>
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· <\/span><\/span><\/span>Lead\ntalent acquisition, succession planning, and workforce planning to build strong\npipelines for critical roles and high\-potential talent across MENA markets<\/span>
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· <\/span><\/span><\/span>Drive\nperformance management processes that differentiate top performers and enable\ncontinuous feedback culture<\/span>
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· <\/span><\/span><\/span>Champion\nlearning and development initiatives that build organizational capabilities\naligned with business strategy<\/span>
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Employee\nEngagement & Culture<\/span><\/b><\/a>
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· <\/span><\/span><\/span>Cultivate\nhigh\-performance, inclusive culture through engagement initiatives, pulse\nsurveys, and action planning<\/span>
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· <\/span><\/span><\/span>Serve\nas coach and mediator in complex employee relations matters, ensuring fair and\nconsistent resolution<\/span>
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· <\/span><\/span><\/span>Lead\nchange management and DEI initiatives that strengthen employer brand and\norganizational agility<\/span>
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HR\nOperations & Compliance<\/span><\/b><\/a>
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· <\/span><\/span><\/span>Ensure\nfull compliance with UAE Labour Law (Federal Decree No. 33 of 2021) and\nregulations across regional jurisdictions<\/span>
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· <\/span><\/span><\/span>Oversee\nHR policies, compensation and benefits strategies, and government relations\nincluding visa processing and PRO services<\/span>
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· <\/span><\/span><\/span>Coordinate\nwith HR teams across group entities to facilitate talent mobility and knowledge\nsharing<\/span>
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People\nAnalytics<\/span><\/b><\/a>
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· <\/span><\/span><\/span>Leverage\nHR analytics and dashboards to provide insights on workforce trends, retention,\nengagement, and productivity<\/span>
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· <\/span><\/span><\/span>Identify\npredictive indicators and early warning signals for talent risks and\nopportunities<\/span>
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· <\/span><\/span><\/span>Measure\neffectiveness and ROI of HR programs to inform organizational development\nstrategies<\/span>
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Core Competencies<\/span><\/u><\/b><\/span>
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YOUGotaGift defines success for the\nHRBP role through six strategic competencies:<\/span>
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1. Collaborate<\/span><\/b><\/a>
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Shares\ninformation openly and keeps others updated. Supports colleagues to meet shared\ngoals. Welcomes diverse views and integrates input. Resolves conflicts\nconstructively.<\/span><\/i>
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· <\/span><\/span><\/span>Builds\nstrong working relationships across functions, levels, and geographies<\/span>
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· <\/span><\/span><\/span>Navigates\norganizational complexity and matrix relationships with diplomacy and influence<\/span>
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· <\/span><\/span><\/span>Demonstrates\ncultural intelligence when working with teams across MENA and India<\/span>
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· <\/span><\/span><\/span>Creates\ntransparency in decision\-making and facilitates cross\-functional collaboration<\/span>
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2. Builds Effective Teams<\/span><\/b><\/a>
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Clarifies\nteam goals, roles, and ways of working. Fosters psychological safety and\nencourages contribution. Leverages diverse strengths and addresses performance\nissues promptly.<\/span><\/i>
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· <\/span><\/span><\/span>Coaches\nleaders on building psychological safety and high\-trust team environments<\/span>
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· <\/span><\/span><\/span>Identifies\nand addresses team dynamics, conflicts, and dysfunction constructively<\/span>
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· <\/span><\/span><\/span>Facilitates\nteam effectiveness workshops that strengthen cohesion and alignment<\/span>
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· <\/span><\/span><\/span>Promotes\ndiversity of thought and inclusive team practices<\/span>
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3. Drive Results<\/span><\/b><\/a>
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Sets\nclear, measurable targets and tracks progress. Delivers milestones on time,\nwithin budget, and to quality. Removes obstacles and raises risks early.<\/span><\/i>
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· <\/span><\/span><\/span>Sets\nclear objectives and holds self and others accountable for delivery<\/span>
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· <\/span><\/span><\/span>Prioritizes\ninitiatives based on business impact and maintains momentum through completion<\/span>
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· <\/span><\/span><\/span>Demonstrates\nresilience when facing obstacles and adjusts approach based on results<\/span>
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· <\/span><\/span><\/span>Establishes\nmeasurable success criteria for HR initiatives and programs<\/span>
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4. Optimizes Work Processes<\/span><\/b><\/a>
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Maps\nand follows standard processes; suggests simplifications. Uses data to identify\nbottlenecks. Implements improvements and adopts tools to streamline work.<\/span><\/i>
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· <\/span><\/span><\/span>Identifies\ninefficiencies in HR processes and streamlines workflows to enhance user\nexperience<\/span>
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· <\/span><\/span><\/span>Leverages\ntechnology and automation to scale HR services effectively<\/span>
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· <\/span><\/span><\/span>Challenges\nthe status quo and pilots new approaches through experimentation<\/span>
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· <\/span><\/span><\/span>Measures\nprocess efficiency through cycle time, user satisfaction, and cost metrics<\/span>
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5. Decision Quality<\/span><\/b><\/a>
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Gathers\nrelevant data and stakeholder input before deciding. Considers risks,\ntrade\-offs, and long\-term implications. Makes timely decisions and learns from\noutcomes.<\/span><\/i>
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· <\/span><\/span><\/span>Analyzes\ncomplex situations using data, frameworks, and sound judgment<\/span>
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· <\/span><\/span><\/span>Makes\ntimely decisions even with incomplete information when required<\/span>
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· <\/span><\/span><\/span>Demonstrates\nethical reasoning and aligns decisions with organizational values<\/span>
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· <\/span><\/span><\/span>Uses\nHR metrics, benchmarking data, and business context to inform recommendations<\/span>
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6. Drive Vision &\nPurpose<\/span><\/b><\/a>
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Clearly\narticulates the organization's vision and why it matters. Translates vision\ninto meaningful goals. Uses stories to inspire commitment and aligns priorities\nwith long\-term direction.<\/span><\/i>
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· <\/span><\/span><\/span>Articulates\na compelling vision for the people agenda that inspires stakeholders<\/span>
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· <\/span><\/span><\/span>Connects\nday\-to\-day HR activities to YOUGotaGift mission and strategic priorities<\/span>
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· <\/span><\/span><\/span>Communicates\nthe "why" behind changes and initiatives to build understanding and\nbuy\-in<\/span>
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· <\/span><\/span><\/span>Models\nvalues and behaviors that reinforce desired culture while thinking long\-term<\/span>
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Experience &\nQualifications<\/span><\/u><\/b><\/span>
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Required:<\/span><\/b>
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· <\/span><\/span><\/span>Bachelor's\ndegree in Human Resources, Business Administration, Psychology, or related\nfield<\/span>
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· <\/span><\/span><\/span>7\u201310\nyears of progressive HR experience, including 3\u20135 years in an HRBP or strategic\nHR role<\/span>
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· <\/span><\/span><\/span>Proven\nexperience partnering with business leaders in fast\-paced, technology\-driven,\nor digital environments<\/span>
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· <\/span><\/span><\/span>Demonstrated\nexpertise in talent management, organizational development, and change\nmanagement<\/span>
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· <\/span><\/span><\/span>Strong\nknowledge of UAE employment law and regional labour regulations<\/span>
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Preferred:<\/span><\/b>
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· <\/span><\/span><\/span>CIPD\nLevel 5 or higher, SHRM\-CP/SCP, or equivalent HR certification<\/span>
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· <\/span><\/span><\/span>Experience\nmanaging HR across multiple countries or free zones in the MENA region<\/span>
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· <\/span><\/span><\/span>Background\nin startup, scale\-up, or high\-growth technology companies<\/span>
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Skills & Attributes<\/span><\/u><\/b><\/a>
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Technical Skills:<\/span><\/b>
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· <\/span><\/span><\/span>Advanced\nproficiency in HRIS systems, HR analytics platforms, and Microsoft Office Suite<\/span>
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· <\/span><\/span><\/span>Strong\ndata analysis capabilities with ability to translate metrics into insights and\nrecommendations<\/span>
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· <\/span><\/span><\/span>Deep\nunderstanding of modern HR practices including agile performance management,\ndesign thinking, and employee experience<\/span>
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· <\/span><\/span><\/span>Knowledge\nof compensation benchmarking, job evaluation, and total rewards strategies<\/span>
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Personal Attributes:<\/span><\/b>
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· <\/span><\/span><\/span>Strategic\nmindset with commercial acumen and business orientation<\/span>
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· <\/span><\/span><\/span>Consultative\napproach with strong influencing and stakeholder management skills<\/span>
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· <\/span><\/span><\/span>Cultural\nintelligence and comfort navigating diverse, multi\-cultural environments<\/span>
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· <\/span><\/span><\/span>Growth\nmindset with curiosity, adaptability, and continuous learning orientation<\/span>
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· <\/span><\/span><\/span>Integrity,\ndiscretion, and sound ethical judgment in handling sensitive matters<\/span>
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· <\/span><\/span><\/span>Executive\npresence with excellent written and verbal communication skills in English\n(Arabic language skills are a plus)<\/span>
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