Human Resources Director

Job Description

JOB SUMMARY:

Directs and provides leadership and operational oversight of all People Innovation and Impact’s functions at American Hospital Dubai. Ensures the development, implementation, and continuous improvement of People Innovation and Impact’s policies, programs, systems, and services that support organisational effectiveness, regulatory compliance, and employee engagement. Oversees workforce planning, talent acquisition, compensation and benefits, employee relations, performance management, learning and development, HR operations, HR systems, and government relations. Works in close collaboration with the Chief Human Resources Officer (CHRO) and Senior Management Team to foster a high-performance culture, support organisational transformation, and uphold the hospital’s mission, vision, and values.

We are looking for an immediate joiner.

RESPONSIBILITIES:

Human Resources Administration and Compliance

• Ensures accurate, complete, and legally compliant employee records, including employment contracts, academic and professional qualifications, licenses, visas, health certificates, leave records, and performance documentation.
• Maintains compliance with UAE Labour Law, Joint Commission International Accreditation (JCIA) standards, and other applicable healthcare regulatory requirements.
• Oversees the development, implementation, and periodic review of People Innovation and Impact’s policies, procedures, and the Employee Handbook.
• Ensures high standards of HR data accuracy, integrity, confidentiality, and compliance with internal controls, data privacy regulations, and information security requirements.

Strategic Workforce Planning and Budgeting

• Leads the preparation and management of annual People Innovation and Impact’s operational and capital budgets, ensuring efficient and cost-effective use of resources.
• Drives workforce planning initiatives, including manpower forecasting, organisational design, and succession planning aligned with current and future hospital needs.
• Develops and presents workforce analytics, dashboards, and reports to support evidence-based decision-making by senior leadership.

HR Operations, HRIS, and Workforce Analytics

• Leads and optimises day-to-day HR operations to ensure effective HR service delivery, payroll coordination, and seamless end-to-end employee lifecycle management.
• Drives the implementation, enhancement, and continuous improvement of HRIS platforms (e.g., Oracle), translating HR strategy into scalable, user-centric digital solutions.
• Reviews and analyses HR processes, tools, and systems to identify opportunities for automation, standardisation, efficiency gains, and improved employee experience.
• Develops, monitors, and delivers workforce analytics, dashboards, and KPIs that enable data-driven talent, productivity, and operational decisions.
• Ensures HR systems data accuracy, reporting reliability, and compliance with governance, privacy, and information security standards.
• Partners closely with the Chief Human Resources Officer and HR leadership team to operationalise strategic priorities and support enterprise-wide transformation initiatives.

Talent Acquisition and Onboarding

• Develops and oversees local and international recruitment strategies to attract, select, and retain qualified professionals in line with organisational requirements and budgetary constraints.
• Implements competency-based recruitment and selection processes to ensure fair, consistent, and effective hiring practices.
• Oversees onboarding and orientation programs to ensure new employees are effectively integrated into the hospital’s culture, policies, and patient care standards.

Compensation, Benefits, and Rewards Management

• Oversees job evaluation, grading, and classification frameworks to ensure internal equity and external market competitiveness.
• Administers compensation structures, salary reviews, and employee benefits programs in accordance with organisational policies and benchmarks.
• Leads the design and implementation of performance-based incentive schemes and employee recognition programs.
• Manages staff housing assignments and related policies in a fair, equitable, and cost-effective manner.

Performance Management and Development

• Leads the implementation and monitoring of the hospital’s performance management system, ensuring alignment between job descriptions, departmental objectives, and organisational goals.
• Partners with department heads to support performance reviews, development planning, and performance improvement initiatives.
• Utilises performance data and workforce metrics to support continuous improvement and organisational effectiveness.
• Oversees succession planning frameworks to strengthen leadership pipelines and ensure continuity in critical roles.

Learning and Leadership Development

• Oversees employee orientation, learning, training, and competency development programs in line with accreditation, clinical, and professional standards.
• Supports leadership development initiatives to enhance management capability and prepare high-potential employees for future roles.
• Collaborates with Learning and Development teams to align training programs with organisational strategy and clinical excellence priorities.

Employee Relations and Engagement

• Fosters a positive organisational culture through transparent communication and effective engagement across all staff levels.
• Leads employee engagement, wellness, and recognition initiatives to enhance morale, retention, and job satisfaction.
• Oversees employee grievance management, ensuring issues are addressed fairly, confidentially, and in compliance with legal and organisational requirements.
• Supports staff welfare initiatives, including employee committees and engagement forums.

Diversity, Equity, and Inclusion

• Promotes a culture of fairness, respect, inclusion, and equal opportunity across the organisation.
• Ensures equitable practices in recruitment, promotion, compensation, and recognition.
• Drives Diversity, Equity, and Inclusion initiatives aligned with organisational values and international HR best practices.

Government Relations and Licensing

• Ensures timely processing of employee-related government requirements, including visas, Emirates ID, and professional licensing.
• Maintains effective working relationships with regulatory bodies such as the Dubai Health Authority (DHA) and other relevant authorities.

QUALIFICATIONS:

• Bachelor’s Degree in Human Resources Management, Business Administration, or related field.
• Master’s Degree in Human Resources Management or a related field is preferred.
• Professional HR certifications (e.g., CIPD, SHRM, or HRCI) preferred

PROFESSIONAL EXPERIENCE:

• Minimum of twelve (12) years of progressive HR experience, with at least five (5) years in a senior HR leadership role within Healthcare.
• Knowledge of Human Resources Management principles, practices, and regulations, including compliance with UAE labour laws, employment regulations, and healthcare accreditation standards (e.g., JCIA).
• Knowledge of strategic workforce planning, organisational development, job evaluation systems, and change management frameworks.
• Knowledge of healthcare-specific Human Resources requirements, including employee credentialing, professional licensing, and compliance with DHA and MOH regulations.
• Knowledge of Human Resources Information Systems (HRIS), HR digital enablement, workforce analytics, and data governance principles.
• Skills in leadership, people management, and the development of high-performing HR teams.
• Skills in stakeholder engagement, influencing, and professional written and verbal communication at the senior leadership level.
• Skills in HR data analysis, workforce analytics, HRIS reporting, and the use of metrics to support evidence-based decision-making.
• Skills in policy development, process improvement, and continuous quality management within regulated environments.
• Skills in talent acquisition, retention strategies, employee engagement, and workforce planning execution.
• Skills in conflict resolution, problem-solving, and effective employee relations management.
• Ability to manage complex HR operations within a large, regulated healthcare organisation.
• Ability to align HR execution with organisational strategy and support cultural, operational, and digital transformation initiatives.
• Ability to design, implement, and monitor performance management systems and incentive frameworks.
• Ability to build strong interpersonal relationships and influence stakeholders at all organisational levels.
• Ability to administer staff housing and employee programs in a fair, equitable, and cost-effective manner.