HR Business Partner - Automotive Operations

offer with the employer.
Gender: Any
Candidate Nationality: Any
Job Type: Full-time

Role Context

The HR Business Partner will work closely with senior line management to translate business priorities into practical people initiatives. The role combines strategic HR planning with hands-on support across talent, employee relations, performance management, organizational structure, workforce productivity, and financial planning.

A strong understanding of business operations is essential because the position is expected to challenge, advise, and coach management while balancing employee needs, legal requirements, Group HR policy, and commercial objectives. The role will also support organizational change and help build a performance-driven culture based on merit, engagement, diversity, and accountability.

Key Responsibilities

* Develop the annual HR strategy and people plan in collaboration with senior business stakeholders.
* Translate business objectives into practical HR priorities covering talent, workforce planning, engagement, capability, and organizational effectiveness.
* Support continuous improvement across HR processes and identify opportunities to improve service delivery.
* Ensure new employees receive effective induction and support so they can become productive quickly.
* Develop succession plans for key roles and create retention strategies for critical talent.
* Build learning and development plans aligned with business capability requirements.
* Design and implement performance improvement plans where employees require structured development or performance intervention.
* Work with the Group Training Department to coordinate relevant learning initiatives.
* Identify development requirements for high-potential and key employees.
* Ensure succession coverage is maintained for critical business positions.
* Conduct Talent Development Committee meetings and annual people reviews.
* Align talent development activity with succession, performance, and business growth priorities.
* Manage employee relations cases professionally and in line with applicable law and internal policy.
* Advise managers on disciplinary matters, grievances, performance concerns, and other employee issues.
* Reduce organizational risk by ensuring people decisions comply with legislation, policies, and approved procedures.
* Implement HR policy changes and ensure managers understand their responsibilities.
* Promote an engaged workplace culture aligned with organizational values.
* Act as a trusted HR advisor and coach to senior line management.
* Guide managers on leadership, employee engagement, talent, organizational design, and workforce challenges.
* Provide coaching and mentoring to management on complex people matters.
* Support organizational transitions and change initiatives as an active change agent.
* Advise leaders on developing and maintaining efficient workforce structures.
* Support restructuring, organizational consolidation, and workforce optimization initiatives.
* Communicate organizational changes clearly and monitor employee feedback.
* Ensure workforce planning supports localization requirements and productivity targets.
* Prepare employee cost reports for management review.
* Lead or support annual manpower budgeting and workforce cost planning exercises.
* Monitor workforce expenditure and provide visibility of budget performance.
* Ensure HR activities follow approved financial systems, controls, and processes.
* Attend relevant board, budget, and financial meetings to communicate workforce cost performance.
* Maintain compliance with HR policies, procedures, and internal controls.
* Address policy violations promptly and ensure corrective actions are applied consistently.
* Support Emiratization and workforce diversification objectives.
* Educate employees and managers on HR policies and procedures through briefings and training.
* Use workforce data and financial analysis to support better decisions on headcount, productivity, talent investment, and organization structure.

Ideal Profile

* Bachelor\'s degree in Human Resources, Psychology, Business Management, or a related discipline.
* CIPD qualification is desirable.
* Minimum 5 years of HR Generalist experience.
* Previous professional experience working as an HR Business Partner.
* Automotive industry experience is preferred.
* Strong understanding of organizational development, workforce planning, employee relations, and performance management.
* Practical experience managing change and organizational restructuring initiatives.
* Strong capability in succession planning, talent development, and retention strategy.
* Comfortable advising and challenging senior managers on people-related decisions.
* Good understanding of manpower budgeting, employee cost reporting, and workforce financial planning.
* Strong analytical skills with the ability to interpret people data and financial information.
* Effective coaching and mentoring capability.
* Excellent communication, stakeholder management, and problem-solving skills.
* Strong commercial awareness with the ability to connect HR activity to operational and financial performance.
* Familiarity with localization and Emiratization priorities within the UAE employment environment.
* Able to manage sensitive employee relations matters with confidentiality and sound judgment.
* Capable of balancing strategic HR responsibilities with day-to-day operational requirements.

Skills Set

* HR business partnering
* Human Resources strategy
* Organizational development
* Change management
* Workforce planning
* Workforce optimization
* Employee relations
* Performance management
* Succession planning
* Talent management
* Talent development
* Learning and development
* Employee engagement
* Retention strategy
* Leadership coaching
* Management mentoring
* Organizational restructuring
* Manpower planning
* Manpower budgeting
* Employee cost analysis
* Financial modeling
* Workforce analytics
* HR policy
* HR compliance
* Internal controls
* Disciplinary procedures
* Grievance management
* Performance improvement plans
* Talent reviews
* Localization
* Emiratization
* Diversity
* Stakeholder management
* Senior management advisory
* Business partnering
* People analytics
* HR planning
* Commercial HR
* Automotive HR

Why Join Us

This position offers the opportunity to operate as a strategic Human Resources partner within a large Automotive business where people decisions directly influence productivity, organizational capability, employee engagement, and commercial performance. The role provides broad exposure to senior leadership, workforce planning, organizational development, talent strategy, employee relations, and financial management.

For an experienced HR professional, the position provides a strong pathway toward broader leadership responsibilities by combining strategic advisory work with practical ownership of workforce priorities. Exposure to transformation, Emiratization, succession planning, and business restructuring also creates valuable experience within a complex and evolving regional organization.

About the Company

Al-Futtaim is one of the Middle East\'s most established and diversified privately held regional businesses, headquartered in Dubai, United Arab Emirates. The group operates across automotive, financial services, real estate, retail, and healthcare, employing a large multinational workforce and partnering with many internationally recognized brands across the Middle East, Asia, and Africa.