HR Business Partner

HR Business Partner - Fulfillment Job Snapshot
Role: HR Business Partner - Fulfillment
Location: Dubai, United Arab Emirates
Industry: Warehousing
Function: Human Resources
Experience: 5 years of HR experience in an international, fast-paced environment
Job Type: Full-time

HR Business Partner - Fulfillment in Dubai, United Arab Emirates is a Warehousing opportunity supporting Amazon fulfillment center operations and a large employee population that primarily includes contractual workers. The role will provide generalist HR guidance, improve employee experience, strengthen leadership capability, and deliver people initiatives that support safe, inclusive, and high-performing operations. The HR Business Partner will combine hands‑on site support with strategic problem‑solving. Responsibilities include employee relations, workforce engagement, HR analytics, policy application, technology adoption, recruitment support, process improvement, and coaching operational leaders across multiple shifts.

Country: United Arab Emirates
City: Dubai
Industry: Warehousing
Function: Human Resources
Salary: 24000-34000
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

The HR Business Partner - Fulfillment will support Amazon site leaders and employees within a busy UAE fulfillment center. The position will help translate business priorities into effective people practices while ensuring policies are applied fairly, employee concerns are addressed promptly, and workforce decisions support operational performance. A major focus of the role is improving the experience of contractual employees working across different shifts. The HR Business Partner will maintain a visible presence on the operational floor, monitor workforce indicators, identify recurring issues, and develop scalable solutions that improve engagement, retention, compliance, and productivity.

• Provide HR generalist support to fulfillment center leaders and a large operational workforce.
• Partner with site leadership to deliver HR initiatives that improve workforce performance, employee experience, and operational effectiveness.
• Identify recurring workforce issues, investigate root causes, and recommend practical long-term solutions.
• Make sound HR decisions that reflect policy intent, employee fairness, operational requirements, and legal compliance.
• Establish mechanisms that support consistent policy application across teams, shifts, and employee groups.
• Monitor changes in employment regulations and support the implementation of compliant workplace practices.
• Use workforce data to identify trends in engagement, attendance, grievances, performance, retention, and employee experience.
• Develop proactive interventions based on HR metrics, employee feedback, and operational risk indicators.
• Translate analytical findings into measurable initiatives that support employees and business outcomes.
• Execute employee engagement campaigns, recognition activities, listening programs, and workplace-improvement initiatives.
• Maintain regular floor presence to understand workforce concerns and identify early signs of dissatisfaction or disengagement.
• Gather feedback through employee listening channels and work with leaders to address recurring themes.
• Manage employee grievances, workplace concerns, and complex employee relations cases with confidentiality and sound judgment.
• Coach operational leaders on performance feedback, employee development, conduct matters, and people‑management practices.
• Support equitable selection, development, promotion, and advancement decisions.
• Champion inclusive workplace practices that enable employees from different backgrounds to contribute and grow.
• Mentor entry‑level HR team members and support their professional development.
• Participate in recruitment, candidate selection, onboarding, and workforce‑planning activities when required.
• Support hiring managers in making consistent and evidence‑based recruitment decisions.
• Drive the adoption of HR information systems, artificial intelligence tools, self‑service platforms, and digital employee services.
• Help employees and managers use HR technology effectively while maintaining personal support during sensitive situations.
• Identify inefficient HR processes and design simpler, scalable mechanisms for a predominantly contractual workforce.
• Lead or contribute to cross‑functional projects involving operations, recruitment, technology, compliance, and HR specialist teams.
• Prepare clear HR documentation, project proposals, case summaries, analytical reports, and leadership pre