HR Business Partner – Retail Jobs in Dubai, UAE – Apply Now

Job Overview

An exciting opportunity is available for an experienced HR Business Partner – Retail in Dubai, United Arab Emirates.

The HR Business Partner will work closely with store management and leadership teams to manage day-to-day people operations while ensuring HR activities support wider business objectives.

This is more than an administrative HR position. The role requires a professional who can act as a strategic partner to retail leadership, helping the business manage talent, employee performance, workforce planning, engagement, organizational development and employee relations.

Candidates with at least 5 years of HR business partnering experience, particularly within the retail sector, may be well suited to this position.

Job Details

Position: HR Business Partner – Retail
Location: Dubai, UAE
Industry: Retail
Job Function: Human Resources
Experience: Minimum 5 Years
Education: Bachelor’s Degree
Preferred Certification: HR Certification / CIPD

Key Responsibilities

HR Strategy and Business Partnership

The HR Business Partner will work with store leadership to translate the wider people strategy into practical initiatives at store level.

Responsibilities include:

• Align store-level HR activities with the wider Al-Futtaim Retail People Strategy.
• Work closely with management to understand workforce requirements and business priorities.
• Recommend appropriate organizational structures that support operational efficiency.
• Help leadership identify current and future talent requirements.
• Develop recruitment and workforce strategies based on business needs.
• Provide HR guidance to managers when making people-related decisions.
• Support the implementation of HR initiatives across the employee lifecycle.

The successful candidate should be capable of understanding both people priorities and commercial business requirements.

Workforce Planning and HR Budget Management

Effective workforce planning is an important part of the position.

The HR Business Partner will support manpower planning while helping the organization manage employee-related costs responsibly.

Key activities include:

• Prepare annual manpower plans and budgets.
• Monitor workforce costs against approved budgets.
• Help management identify future staffing requirements.
• Support efficient utilization of available manpower budgets.
• Provide relevant workforce information to support management decisions.
• Review staffing requirements based on operational and business needs.

Strong numerical and analytical ability will be useful when reviewing workforce costs and planning future staffing levels.

Employee Relations

The HR Business Partner will serve as an important point of contact for employee-related concerns within the business.

Responsibilities may include:

• Listen to and address employee concerns and grievances professionally.
• Support managers in handling employee relations matters.
• Ensure HR policies are applied consistently and fairly.
• Manage employee relations cases according to applicable procedures.
• Support appropriate resolution of workplace issues.
• Maintain confidentiality when handling sensitive employee matters.
• Guide managers on appropriate HR processes and procedures.

Employee relations cases should be managed in accordance with local legislation, Al-Futtaim Group policies and the company’s Code of Conduct.

HR Policy and Labour Law Compliance

The role requires a strong understanding of HR policies and applicable employment requirements.

The HR Business Partner will help ensure HR practices remain aligned with:

• Local labour laws
• Company HR policies
• Group procedures
• Code of Conduct requirements
• Employee lifecycle processes

The selected candidate may also be responsible for communicating policy updates and helping managers and employees understand changes to HR procedures.

Performance Management

Supporting employee and manager performance is another important responsibility.

The HR Business Partner will help guide the performance-management process and ensure managers understand their responsibilities.

Activities may include:

• Support annual and periodic performance reviews.
• Coach managers on providing constructive employee feedback.
• Help identify performance concerns.
• Support the development of Performance Improvement Plans where required.
• Encourage managers to establish clear performance expectations.
• Help