Human Resources Business Partner

Job Type: Full Time
Experience level: Business Partner

Human Resources Business Partner will partner with the senior leadership team and business leaders of the B2B division to define, develop, and execute people strategies that align organization structure, culture, and talent to meet our business priorities. HRBP will lead talent management, performance management, culture and engagement, compensation and benefits, employee relations, HR process governance, and HR admin processes related to the assigned countries.

At DNA Recruitment, we carefully review all applications and aim to contact every suitable candidate within max. 5 working days. If you don’t hear from us, please consider your application unsuccessful on this occasion.


Business and Strategy Alignment:

  • Contribute to business priorities by defining an appropriate HR strategy, and partnering with leaders to identify, prioritize and build organizational capabilities, behaviors, structures, and processes.
  • Support change management, as it relates to structures, teams, and people processes through professional project management.
  • Design holistic processes & components for organization & people development strategy to ensure high-performing organization & employees.

Talent Attraction and Retention:

  • Define talent needs and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy.
  • Ownership and governance of the end-to-end recruitment process to ensure the hiring of the right fit for the teams and also develop a pipeline for the potential future needs of the company.
  • Drive business results through performance improvement and encourage and reward behavior aligned with company leadership values.
  • Analyze Exit interviews and HR metrics on employee turnover and develop programs to identify flight risks in advance and improve employee retention.

Talent Development:

  • Lead and control subsidiary-level operations and decision-making processes related to the organization and talent review process.
  • Design subsidiary/branch training and development scheme based on business needs analysis and RHQ/HQ direction.
  • Assist leaders in providing employees with development opportunities that align with current and future business requirements and individual development plans.
  • Manage and support the execution of training programs at the subsidiary/branch level and respective results analysis.

Compensation and Benefits:

  • Strategic annual salary review and designing & implementing improvement plan for salary structure & reward schemes that drive biz performance and enhance employee engagement.
  • Partner with RHQ/HQ HR teams and business leaders to adapt compensation packages to meet changing needs of the business and external talent market.
  • Advise business on market trends in order to guide, support and facilitate decision-making as well as the implementation of best market practices.

Compensation & Benefits Benchmarking:

  • Participate in the annual market salary & benefits surveys and analyze the results.
  • Conduct market benchmarking and internal peer analyses to ensure external and internal equity. Review benefits and allowances to ensure the best market practice is delivered to the bank.

Culture & Engagement:

  • Corporate culture survey and analysis for improvement direction set-up.
  • Lead and control corporate culture change management in the organization.
  • Analyze internal/external situations, establish improvement plans for productivity improvement, and introduce/operate external collaboration tools.
  • Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience.
  • Review and benchmark effective channels of communication for the employee groups, supporting leaders to improve communication with their people.

HR Services and Administration:

  • End-to-end accountability for HR Services to employees, managers, and leaders.
  • Understands local labor laws and HR policies and procedures in UAE and the region.
  • HRIS: Hands-on experience with Global ERP (HR modules), Performance, and Leadership evaluation systems.#


  • 8-10 years of experience in HR functions with a minimum 5-year experience as an HR Business Partner in UAE.
  • HRBP experience at Tier-1 Global Tech, Consulting, Engineering, or Electronics Companies.
  • A Master’s Degree in Human Resources or a relevant area is preferred).
  • Good written and verbal communication in the English language.
  • Experienced with high-level management decision-making.
  • Relationships with People: persuasive, socially confident, caring.
  • Thinking style: behavioral, adaptable, disciplined.
  • Feelings and Emotions: optimistic, trusting, competitive.
  • Expert in MS Office Excel and PowerPoint.

Human Resources Business Partner - Dubai, United Arab Emirates - Karolina Majcher

DNA consultant in charge of this requisition:

Karolina Majcher

CEEMEA Team Leader

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