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Strategic Leadership and Institutional Governance
1.Partner with senior leadership to drive institutional effectiveness through innovative human capital management, ensuring all HR strategies support the University's long-term vision.
2.Lead the development and continuous refinement of HR policies and procedures to ensure full alignment with university bylaws and UAE government regulations.
3.Lead and manage enterprise-wide change management processes, applying structured methodologies to engage stakeholders effectively during organizational restructuring and transitions.
4.Act as the primary consultant to top management on strategic staffing, total rewards, organizational design, and complex employee relations matters.
5.Drive the adoption of international best practices in HR to enhance business processes, reduce operational friction, and improve overall institutional productivity.
Talent Management and Emiratization
6.Oversee the annual manpower planning process, developing a strategic intake plan for both academic and administrative positions that aligns with departmental growth and budget parameters.
7.Direct high-impact Emiratization initiatives, including specialized career development tracks, mentorship programs, and succession planning to attract and retain top UAE National talent.
8.Manage the end-to-end institutional hiring process, ensuring the selection of high-caliber candidates through standardized, merit-based recruitment and selection methodologies.
9.Collaborate with global HR consultants and recruitment partners to maintain a competitive edge in attracting specialists and benchmarking institutional practices.
Total Rewards and Organizational Design
10.Supervise the development and maintenance of the University's organizational charts, ensuring clear functional mandates and optimized reporting lines.
11.Analyze and benchmark compensation and benefits frameworks against local and international labor markets to ensure the University remains an employer of choice.
12.Lead the definition and tracking of departmental KPIs in coordination with the Office of Strategic Planning, ensuring action plans are implemented to meet institutional targets.
Digital Transformation and Operations
13.Recommend and oversee the implementation of ERP enhancements and digital systems to transition HR toward a paperless, ticket-based service model that improves speed and accountability.
14.Facilitate seamless communication between HR and other university functions (Finance, IT, Procurement) to streamline correlated tasks and reduce administrative duplication.
15.Oversee the preparation of advanced workforce analytics, strategic reports, and institutional statistics to provide senior leadership with data-driven insights.
16.Manage the HR Department's budget, ensuring all strategic initiatives are adequately provisioned, expenditures are tracked, and financial resources are optimized.
People Leadership and Departmental Management
17.Develop and monitor the department's operational plans to ensure they are synchronized with the Financial and Administrative Affairs function's broader objectives.
18.Provide visionary leadership to the HR team, fostering a culture of continuous learning through coaching, on-the-job training, and professional development opportunities.
19.Set clear individual objectives for subordinates, providing constructive feedback and performance evaluations to build a high-performing workforce.
20.Organize and supervise the daily activities of the HR team to ensure all services are delivered in an efficient, timely manner consistent with standard operating procedures.
21.Perform any other strategic or operational duties as assigned by the Line Manager, ensuring alignment with the department's objectives and the University's broader institutional priorities.
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