HR Business Partner

HR Business Partner
- Automotive Operations Job Snapshot Role: HR Business Partner
- Automotive Operations

Location:
Dubai, United Arab Emirates Industry: Automotive Function: Human Resources

Experience:
Minimum 5 years of HR Generalist experience with previous HR Business Partner exposure

Job Type
Full-time Job Overview HR Business Partner
- Automotive Operations in Dubai, United Arab Emirates is an Automotive opportunity for an experienced Human Resources professional who can act as a trusted advisor to senior management while aligning people strategy with business growth, performance, workforce efficiency, and organizational priorities. This hiring role covers organizational development, employee relations, talent planning, workforce optimization, change management, manpower budgeting, HR policy compliance, and employee engagement within a commercially focused operating environment. Job Details Country: United Arab Emirates City: Dubai Industry: Automotive Function: Human Resources

Salary:
18000-26000 Estimated salary range based on similar jobs in the job city; please confirm the final offer with the employer. Gender: Any Candidate Nationality: Any

Job Type
Full-time Role Context The HR Business Partner will work closely with senior line management to translate business priorities into practical people initiatives. The role combines strategic HR planning with hands-on support across talent, employee relations, performance management, organizational structure, workforce productivity, and financial planning. A strong understanding of business operations is essential because the position is expected to challenge, advise, and coach management while balancing employee needs, legal requirements, Group HR policy, and commercial objectives. The role will also support organizational change and help build a performance-driven culture based on merit, engagement, diversity, and accountability.

Key Responsibilities
- Develop the annual HR strategy and people plan in collaboration with senior business stakeholders.
- Translate business objectives into practical HR priorities covering talent, workforce planning, engagement, capability, and organizational effectiveness.
- Support continuous improvement across HR processes and identify opportunities to improve service delivery.
- Ensure new employees receive effective induction and support so they can become productive quickly.
- Develop succession plans for key roles and create retention strategies for critical talent.
- Build learning and development plans aligned with business capability requirements.
- Design and implement performance improvement plans where employees require structured development or performance intervention.
- Work with the Group Training Department to coordinate relevant learning initiatives.
- Identify development requirements for high-potential and key employees.
- Ensure succession coverage is maintained for critical business positions.
- Conduct Talent Development Committee meetings and annual people reviews.
- Align talent development activity with succession, performance, and business growth priorities.
- Manage employee relations cases professionally and in line with applicable law and internal policy.
- Advise managers on disciplinary matters, grievances, performance concerns, and other employee issues.
- Reduce organizational risk by ensuring people decisions comply with legislation, policies, and approved procedures.
- Implement HR policy changes and ensure managers understand their responsibilities.
- Promote an engaged workplace culture aligned with organizational values.
- Act as a trusted HR advisor and coach to senior line management.
- Guide managers on leadership, employee engagement, talent, organizational design, and workforce challenges.
- Provide coaching and mentoring to management on complex people matters.
- Support organizational transitions and change initiatives as an active change agent.
- Advise leaders on developing and maintaining efficient workforce structures.
- Support restructuring, organizational consolidation, and workforce optimization initiatives.
- Communicate organizational changes clearly and monitor employee feedback.
- Ensure workforce planning supports localization requirements and productivity targets.
- Prepare employee cost reports for management review.
- Lead or support annual manpower budgeting and workforce cost planning exercises.
- Monitor workforce expenditure and provide visibility of budget performance.
- Ensure HR activities follow approved financial systems, controls, and processes.
- Attend relevant board, budget, and financial meetings to communicate workforce cost performance.
- Maintain compliance with HR policies, procedures, and internal controls.
- Address policy violations promptly and ensure corrective actions are applied consistently.
- Support Emiratization and workforce diversification objectives.
- Educate employees and managers on HR policies and proce