مدير إدارة الموارد البشرية

As the Director of Human Resources Department and a member of the Human Resources Department, you are expected To provide strategic and operational direction in developing human resources policy and procedures by leading and managing a variety of issues and concerns of manpower planning, performance management, learning and development, recruitment, employee relations, as well as compensation and benefits.

Strategic Leadership and Institutional Governance

1.Partner with senior leadership to drive institutional effectiveness through innovative human capital management, ensuring all HR strategies support the University's long-term vision.

2.Lead the development and continuous refinement of HR policies and procedures to ensure full alignment with university bylaws and UAE government regulations.

3.Lead and manage enterprise-wide change management processes, applying structured methodologies to engage stakeholders effectively during organizational restructuring and transitions.

4.Act as the primary consultant to top management on strategic staffing, total rewards, organizational design, and complex employee relations matters.

5.Drive the adoption of international best practices in HR to enhance business processes, reduce operational friction, and improve overall institutional productivity.

Talent Management and Emiratization

6.Oversee the annual manpower planning process, developing a strategic intake plan for both academic and administrative positions that aligns with departmental growth and budget parameters.

7.Direct high-impact Emiratization initiatives, including specialized career development tracks, mentorship programs, and succession planning to attract and retain top UAE National talent.

8.Manage the end-to-end institutional hiring process, ensuring the selection of high-caliber candidates through standardized, merit-based recruitment and selection methodologies.

9.Collaborate with global HR consultants and recruitment partners to maintain a competitive edge in attracting specialists and benchmarking institutional practices.

Total Rewards and Organizational Design

10.Supervise the development and maintenance of the University's organizational charts, ensuring clear functional mandates and optimized reporting lines.

11.Analyze and benchmark compensation and benefits frameworks against local and international labor markets to ensure the University remains an employer of choice.

12.Lead the definition and tracking of departmental KPIs in coordination with the Office of Strategic Planning, ensuring action plans are implemented to meet institutional targets.

Digital Transformation and Operations

13.Recommend and oversee the implementation of ERP enhancements and digital systems to transition HR toward a paperless, ticket-based service model that improves speed and accountability.

14.Facilitate seamless communication between HR and other university functions (Finance, IT, Procurement) to streamline correlated tasks and reduce administrative duplication.

15.Oversee the preparation of advanced workforce analytics, strategic reports, and institutional statistics to provide senior leadership with data-driven insights.

16.Manage the HR Department's budget, ensuring all strategic initiatives are adequately provisioned, expenditures are tracked, and financial resources are optimized.

People Leadership and Departmental Management

17.Develop and monitor the department's operational plans to ensure they are synchronized with the Financial and Administrative Affairs function's broader objectives.

18.Provide visionary leadership to the HR team, fostering a culture of continuous learning through coaching, on-the-job training, and professional development opportunities.

19.Set clear individual objectives for subordinates, providing constructive feedback and performance evaluations to build a high-performing workforce.

20.Organize and supervise the daily activities of the HR team to ensure all services are delivered in an efficient, timely manner consistent with standard operating procedures.

21.Perform any other strategic or operational duties as assigned by the Line Manager, ensuring alignment with the department's objectives and the University's broader institutional priorities.

• Minimum of a bachelor's degree in Human Resources, Business Administration, or a relevant discipline from an accredited institution.

• A master's degree in human resources management, MBA, or a related advanced field would be an advantage.

• Active senior-level professional certification (e.g., CIPD Level 5 or higher, SHRM) is highly preferred and considered a significant advantage.

• A minimum of 15 years of progressive experience in Human Resources, with at least 7–10 years in a senior leadership role (Director or Head of Function) managing multi-disciplinary HR teams, preferably in higher education institutions.

• Priority to UAE Nationals.
  

Technical Skills

▪Excellent oral and written communication skills and the ability to prepare professional documents, in both Arabic and English.

▪Excellent working knowledge of personal computer applications with an emphasis on MS Office applications such as Excel, Word, and Teams.

▪Knowledge of ERP Systems related to HR operations would be an advantage.

▪Proficiency in using data-driven models to predict future faculty and administrative needs, retirement trends, and talent gaps.

▪Advanced understanding of ERP systems (e.g., Oracle HCM) and the ability to lead the transition to a ticket-based, automated service model.

▪Expertise in designing and benchmarking competitive salary scales, grading structures, and benefits packages tailored to the UAE higher education market.

▪Deep knowledge of UAE federal labor regulations, visa processes, and the specific regulatory environment governing Sharjah's academic sector.

▪Skill in creating lean, functional organizational structures that reduce "administrative friction" and clear duplication of duties.

Leadership Skills

▪A commitment to building the capabilities of the internal HR team, specifically focusing on coaching UAE National staff.

▪The ability to work cross-functionally with IT, Finance, and Procurement to ensure HR processes are integrated and seamless.

▪High emotional intelligence to navigate a diverse, international academic environment while maintaining a strong focus on local priorities.

Analytical and Risk Management Skills

▪Ability to interpret complex HR metrics (turnover rates, time-to-hire, salary competitiveness) and translate them into actionable insights for the VCFA and Chancellor.

▪Skill in identifying potential legal, financial, or reputational risks within HR operations and developing proactive mitigation strategies.

▪Ability to map existing HR workflows to identify "administrative friction" and redesign them for maximum efficiency and speed.

▪Proficiency in managing large-scale CAPEX/OPEX budgets and performing cost-benefit analyses for new HR initiatives or technology investments.

▪Using historical data and "Strategy 2030" growth targets to build multi-year staff projections and retirement impact models.