Chief Specialist - HR Strategy & Excellence

Managerial

Strategic Planning:

· Translate corporate strategy into section-level workforce KPIs and delivery plans, ensuring HR’s contribution to business growth is tracked and reported each quarter.

· Track new and evolving KPI requirements against personal and section targets, adjusting recruitment priorities in-quarter to keep the department on track.

Corporate Performance Management:

· Own and deliver the section’s performance targets (time-to-fill, cost-per-hire, quality-of-hire, internal fill rate), directly supporting the department’s cost-efficiency and growth objectives.

Functional

· Design and execute the talent acquisition strategy to build a diverse, high-caliber workforce, directly enabling the organization’s growth and succession objectives.

· Build proactive talent pipelines for critical and hard-to-fill roles, reducing reliance on premium/emergency hiring channels and cutting vacancy-driven productivity loss.

· Own the end-to-end recruitment lifecycle – from job profiling to onboarding – ensuring a seamless candidate experience that protects offer-acceptance rates and employer brand.

· Apply structured interview and assessment methods to raise quality-of-hire and reduce early-stage (probation) attrition.

· Act as strategic advisor to hiring managers on workforce needs, aligning hiring velocity with business-unit priorities and preventing over- or under-staffing.

· Manage relationships with recruitment vendors and internal stakeholders to control third-party recruitment spend and improve vendor performance.

· Run competitor and market benchmarking on talent and compensation trends to keep the organization competitive in critical talent markets and reduce counter-offer losses.

· Produce and analyze recruitment dashboards (time-to-fill, cost-per-hire, source effectiveness, diversity mix) to give leadership real-time visibility to redirect hiring investment.

Organizational

Governance:

· Ensure full adherence to HR policies, procedures and applicable labor law; participate in periodic policy audits to reduce compliance and legal exposure.

Management Reporting:

· Deliver accurate, timely periodic reports and proactively flag quality or non-compliance issues, enabling leadership to intervene before risks escalate.

Change Management:

· Execute change management activities within the section, ensuring workforce-related transitions (restructuring, systems, policy changes) land with minimal disruption to business operations.

Decision-Making Authority:

· Decides independently: Shortlisting and final candidate selection for standard (non-executive) roles; choice of sourcing channels and recruitment vendors from the approved panel; interview panel composition and assessment methodology; content of job postings and job profiles within approved templates.

· Recommends – Manager approval required: Compensation offers outside approved salary bands; engagement of new recruitment vendors/agencies or contract terms; reallocation of recruitment budget; changes to recruitment policy or SOPs.

· Escalates to Manager/Director: Hiring decisions for executive or Grade 1–3 roles; employer-branding spend above approved threshold; any policy exception or deviation; and any legal, compliance or reputational risk identified during recruitment.

Job Details

Posted Date:

2026-08-31

Job Location:

United Arab Emirates - Dubai

Job Role:

Human Resources and Recruitment

Preferred Candidate

Career Level:

Mid Career

Nationality:

United Arab Emirates