Summary
Apparel Group is hiring a Senior Executive, Human Capital, to partner with retail regions and support workforce stability, performance, engagement, and compliance. The role includes workforce planning, vacancy prioritization, attrition monitoring, performance-cycle support, onboarding, employee relations cases, and regular store visits. It also involves tracking visa status, contract compliance, documentation, and weekly reporting on manpower gaps, attrition, employee relations cases, and store visits. The role is based in Dubai; no salary or candidate qualifications are stated.
The posting
As published on apparelgroup.com. Pulled from the employer's site and shown as they wrote it.
To act as the strategic and operational HR partner for assigned retail regions, driving workforce stability, performance, engagement, and compliance across stores while enabling business managers and store leaders to deliver results.
Key Responsibilities
1. Business Partnership
- Partner closely with Regional Managers, Business Managers, and Store Managers.
- Attend regional business reviews and translate business priorities into people actions.
- Provide insights on manpower, attrition, productivity, and engagement trends.
- Act as the first point of contact for all people-related escalations in the region.
2. Workforce Planning & Manpower Control
- Maintain store-wise manpower mapping (budget vs. actual vs. gap).
- Identify critical vacancies and prioritize hiring with TA.
- Monitor attrition trends and recommend preventive actions.
- Ensure correct store mapping and active list accuracy.
3. Talent & Performance Management
- Support performance review cycles.
- Identify high-potential store managers and future business managers.
- Flag weak links early and create action plans with operations.
- Drive structured induction and onboarding experience in the region.
4. Employee Relations & Compliance
- Handle disciplinary cases, investigations, warnings, terminations.
- Ensure policy compliance and documentation accuracy.
- Escalate high-risk ER matters appropriately.
- Maintain strong control on visa status, contract compliance, and documentation.
5. Engagement & Culture
- Conduct regular store visits.
- Run pulse check conversations with store teams.
- Address salary parity or benefit-related concerns constructively.
- Drive local engagement initiatives aligned with UAE HR strategy.
6. Reporting & Governance
- Weekly update on:
- Manpower gaps
- Attrition
- ER cases
- Store visits completed
- Maintain clear documentation and tracking dashboards.