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Senior HR Business Partner| Automotive | Dubai

Date: 22-Jul-2021

Location: Dubai, AE

Company: Al Futtaim Private Company LLC

Job Requisition ID: 94423 

No two days are the same at Al-Futtaim, no matter what role you have. Our work is driven by the desire to make a difference and to have a meaningful impact with the goal of enriching everyday lives. Take our engaging and supportive work environment and couple it with a company culture that recognises and rewards quality performance, and what do you get? The chance to push the limits every single day.


As a humble family business that started on the banks of the Dubai Creek in the 1930s, Al-Futtaim has expanded to a presence in 31 countries, a portfolio of over 200 companies, and 42,000 employees. You’ll find us in industries ranging from automotive and retail, to finance and real estate, and connecting people with international names like Lexus, Ikea, Robinsons, and Adidas. Our team is proudly multicultural and multinational because that kind of diverse representation gives us the global mindset to grow and impact the people, markets, and trends around us.


Come join us to live well, work better, and be the best.


About the Role

We are currently looking for Senior HR Business Partner to act as a trusted advisor to senior line management on all human capital management matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth in UAE & overseas; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policies.


About the Requirements

Organizational Development

  • In liaison with the Business MD & Automotive HR Director to create a HR strategy for the business and the annual HR Plan.
  • Communicate plans and progress against the plan to the HR Function and the Business Units. 
  • Create and support a continuous improvement environment for HR activities within the Business Unit.
  • Have a deep understanding of the business and in particular the sources of profit and the cost base, so as to implement HR strategies and practices that support robust business growth and comply with Group HR policy.
  • Communicate the vision, mission and values of the organization to ensure compliance within the business.


Manpower Planning / Workforce Optimization

  • Establish a manpower plan to fully support any expansion plan
  • Review structures and productivity to ensure cost effective use of manpower in conjunction with staffing models.
  • Ensure projects are not over or under staffed (i.e. waste or improper use of personnel).
  • Centrally to undertake a critical review of productive usage and planning of manpower.
  • Maximum utilization of each employee’s competence and paying the employee a reasonable compensation in proportion to their contribution, competency & nature of work.
  • Evaluating progress and performance and updating compensation where ever required accordingly
  • Play an advisory role in creating and managing a lean and multi-skilled workforce. 
  • Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies. 
  • Play a key role in communicating organisational messages and monitoring feedback within the business units.  Ensure compliance with localisation policy and targets. 
  • Understand the business unit productivity and take necessary actions to improve it.
  • Ensure every staff within the business understands their JD. Observe if staff are doing what is mentioned in the JD.


Induction Pack

  • Formulate and design an induction procedure for ALL staff.
  • HR induction presentation to be delivered to all new staff & updated regularly.
  • Induction checklist Induction Checklist to be formulated.
  • Employee Handbook
  • Facts on Dubai for fresher’s in Dubai.
  • Welcome Letter & Induction Pack
  • Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.


Training & Development / Talent Development

  • Develop, deliver & increase programs of competency based training / progression of careers.
  • As part of the HR Plan specify training initiatives required to support the business, liaise with Group Training Department to ensure appropriate initiatives are delivered. 
  • Ensure training needs of key and high potential staff are identified and delivered. 
  • Maintain an up to date skill matrix and identifying of talent and outstanding performance.
  • Develop and execute a learning and development plan that equips individuals with necessary skills.  Formulate and implement performance management plans to improve performance
  • Develop generic programs across the organization to improve customer service skills, telephone & communication skills, time management skills, increase individual confidence levels, motivation.
  • Maintain the training calendar on regular basis
  • Develop succession plans and retention strategies for key talent and positions.
  • Ensuring an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable these managers to effectively lead the organization toward achievement of strategic initiatives.
  • Coordinating individual leadership, career and talent assessments as appropriate using a variety of tools.
  • Providing coaching and support to key leaders in the creation of robust development plans that meet succession and development needs.
  • Identification and elimination of salary-related inequities and ensure this issue is resolved.
  • Salary reviews to ensure inflation is taken into consideration & streamlining the annual & mid-year performance reviews.
  • Implement tactful handling for man power retention, identify potential & dynamism in staff.
  • Define reasons for manpower turnover and rectify the same for effective retention.
  • Monitoring of performance of all probationers during the probation period. Employment confirmation should be intimated to the concerned incumbent 30 days prior to completion of probation. In case of termination notice
  • Post Training Evaluation - Design an evaluation form and monitor progress after training.



Employee Relations

  • Manage ER issues within the business units.  Support line managers in creating a culture of employee engagement based upon ‘Al Futtaim Way’ values.
  • Reinforce at all times a culture of meritocracy, performance-focus and diversity. 
  • Act as an advisor to line managers in order to educate them and minimise risk. 
  • Ensure compliance with local law and Group policy throughout the employee lifecycle. 
  • Communicate and implement changes to HR policies and procedures. 
  • Ensure disciplinary procedure is properly applied before any employee is exited from the business.
  • Employ motivational programs to make staff attain their optimum efficiency and ensure that staff are treated as valuable assets and strength of the organization. (leave plan, HR Clinics & regular feedback, succession planning, training, staff development plan, praise and appreciation, reward, bonus, salary review, standardization of rules and regulations, suggestion & reward scheme, Merit pot, performance awards, long service awards


Business Partnering

  • Act as a trusted business partner and coach to senior line management.  Consult and support line managers across the business units. 
  • Advise, coach and mentor management and HR team on people related issues. 
  • Act as change agent and facilitate transition. 
  • Focus on measuring the employee engagement of the business units and take actions necessary to improve it. 
  • Support line managers in creating a culture of employee engagement. 
  • Ensure Impact planning is conducted on monthly basis and the details updated in the system and the sheet monitored regularly.
  • Creating the right attitude among employees to meet the social needs  of each other while fulfilling the goals of the organization.
  • Develop an open style of communication across the company, within teams to involve employees in the business objectives. Conduct weekly / monthly department meetings.



  • To increase our UAE national numbers i.e. those eligible to the UAE National pension scheme.
  • To monitor & evaluate the effectiveness of the Emiratisation program.
  • Develop a successful Emiratisation policy for the business
  • To formulate a policy for the development & retention of nationals.
  • To ensure that Emiratization focus is maintained and diversification goals are reinforced and achieved. 


Financial Management

  • Provide line management with regular and financial reporting of employee costs / CTC.
  • Ensure annual manpower budgeting exercise is conducted accurately and efficiently. 
  • Create, obtain approval for and manage HR Department budget.
  • Ensure HR Team adherence to the business financial systems and processes.
  • Ensure all visa, recruitment, transport, housing and other relevant cost are billed accurately to each CC and department.
  • Ensure a proper incentive scheme s devised & incentive payout is strictly linked to performance.


HR Policy

  • To ensure compliance to HR policies are maintained.
  • To review and strengthen business internal controls and procedures.
  • Ensure compliance of DOA and provide leadership on process and governance.
  • Educate staff and Managers on the various policies in force and ensure they understand and follow the same
  • Ensure compliance with laws, regulations and other requirements. 
  • Communicate the vision, mission and values of the organization to ensure compliance within the business.
  • To support the Group HR function in the development of Group HR policy and practice and with the delivery to the business of Group wide HR initiatives. 
  • To work with the Group HR specialists to ensure best HR practices and to deliver HR initiatives into the business. 
  • To ensure Emiritization focus is maintained and diversification goals are reinforced and achieved.
  • To engage in and occasionally lead cross business projects in an agile way to drive initiatives that improve the wider organization



About the Requirements

Minimum Qualifications and Knowledge:

  • Human Resource , Psychology or Business Management Degree
  • MBA in HR desirable

Minimum Experience:

  • Five years HR Generalist experience.
  • Previous experience as a HR Business Partner.
  • Come from an Employee / Industrial relation background additional to having a good understanding of strategic HR
  • Automotive Industry experience is ideal
  • Previous experience in commercial or business operations roles is an advantage
  • An understanding of SAP would be an asset but not core requirement
  • Previously have led HR teams
  • Good communication/interpersonal skills
  • High level skills of using Microsoft Office packages


Job-Specific Skills / Behavioural Competencies:

Strong Business Acumen, Change Management, Organisational Development, Management Development, Performance/Compensation Management, Recruitment & Selection, Employee Relations, Mentoring/Coaching, Human Capital Metrics

Good research and analytical skills, financial modeling skills & excellent numeracy skills, good communication skills and problem solving skills, quick decision making ability

Achievement Orientated, diplomatic, strategic thinking skills, solution orientated and team working skills.

We’re here to provide excellent service but a little help from you can ensure a five-star candidate experience from start to finish.


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