HR Business Partner

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands. Al-Futtaim Group's entrepreneurship and relentless customer focus enables the organization to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.

By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day

Role Purpose

The HR Business Partner (HRBP) is responsible for delivering efficient, compliant, and employee‑centric HR operations across the assigned region. The role focuses on end‑to‑end employee lifecycle management, with strong ownership of onboarding and offboarding processes, day‑to‑day HR operations, and alignment with regional labor laws and business needs. The HRBP acts as a trusted partner to management while ensuring HR policies and standards are consistently applied.

Key Responsibilities

1. HR Operations

• Manage end‑to‑end HR operational processes, ensuring accuracy, efficiency, and compliance.
• Maintain and update employee records, contracts, and HR systems.
• Ensure consistent application of HR policies, procedures, and company guidelines.
• Support payroll inputs, benefits administration, leave management, and employee data changes in coordination with shared services/payroll teams.
• Handle employee queries and grievances, providing timely and professional resolutions.
• Prepare HR reports, dashboards, and operational metrics for management review.

2. Onboarding

• Own the full onboarding process for new hires across the region.
• Coordinate with recruitment, hiring managers, IT, payroll, and facilities to ensure seamless joining.
• Conduct HR induction sessions covering policies, code of conduct, and HR processes.
• Ensure system access, documentation, and probation tracking are completed on time.
• Monitor onboarding effectiveness and drive continuous improvement.

3. Offboarding

• Manage the complete offboarding process in line with company policy and local labor laws.
• Ensure timely resignation acceptance, exit documentation, and clearance processes.
• Coordinate final settlements, benefits closure, and system access removal.
• Conduct or coordinate exit interviews and analyze trends to support retention actions.
• Ensure accurate and compliant record keeping for all employee exits.

4. Regional HR Focus

• Act as the primary HR contact for the assigned region/business units.
• Ensure compliance with local labor laws, regulations, and cultural practices.
• Support managers with region‑specific HR guidance and operational decisions.
• Partner with regional leadership to address workforce challenges and operational needs.
• Support audits, inspections, and regulatory requirements at regional level.

5. Stakeholder Management & Advisory

• Build strong relationships with line managers and employees.
• Provide first‑line HR advice on policies, employee relations, and operational matters.
• Support performance management cycles from an operational perspective.
• Escalate complex employee relations or legal matters when required.

Key Skills & Competencies

• Strong knowledge of HR operations and employee lifecycle management.
• Hands‑on experience in onboarding and offboarding processes.
• Good understanding of regional labor laws and compliance requirements.
• Strong organizational and time‑management skills.
• High attention to detail and data accuracy.
• Effective communication and stakeholder management skills.
• Problem‑solving mindset with a customer‑service approach.

Qualifications & Experience

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 5–8 years of experience in HR operations or HRBP roles (regional exposure preferred).
• Experience working in multi‑location or regional environments.
• HR certification (CIPD, SHRM, or equivalent) is an advantage.

Success Measures

• Smooth and compliant onboarding and offboarding processes.
• High employee satisfaction with HR operational support.
• Strong compliance with regional labor laws and internal policies.
• Effective partnership with regional leaders and managers.