Junior HR Business Partner

Job description / Role

Company Overview

Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United Arab Emirates. Structured into five operating divisions: automotive, financial services, real estate, retail, and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia, and Africa, Al-Futtaim Group partners with over 200 of the world's most admired and innovative brands.

Al-Futtaim Group’s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate. By upholding our values of respect, excellence, collaboration, and integrity, Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

Overview of the Role

The Junior HR Business Partner acts as a trusted advisor to line management, focusing on change management, talent management, HR strategies, and practices that support robust business growth. The role requires a keen understanding of the business to integrate and implement HR strategies, reinforcing a culture of performance focus, meritocracy, and diversity aligned with Group HR policy. Success factors include effective talent management, compliance with HR policies, and contributing to strategic HR initiatives within the organization.

What You Will Do

• Execute talent management strategy in liaison with the Head of HR to ensure having the right talent for the right position through internal and external selection of candidates.
• Develop succession plans and retention strategies with line managers for key talent and positions.
• Prepare talent maps for all functions and track progress of high-potential employees to ensure a strong pipeline.
• Propose right candidates for vacancies and prepare promotion proposals.
• Review and implement performance management plans to enhance performance or facilitate exit from the organization.

• Ensure all jobs have updated job descriptions and guide line managers in defining organizational requirements.
• Assist line managers to access People Hub and provide proper guidance for effective utilization.
• Manage recruitment processes adhering to internal audit guidelines and complete recruitment within 45 days.
• Propose, update, and develop selection tools for various roles and support/train line managers in interviewing and assessment.
• Plan recruitment calendar for new store openings and implement assessments with line managers.
• Ensure compliance with localization policy and targets in assigned markets.
• Make offers in line with delegated authority and budget.

• Conduct training needs analysis to prepare L&D proposal and calendar each year.
• Ensure new employees are properly inducted into business, supported by L&D team to become productive quickly.
• Identify and deliver training needs for key and high potential staff, ensuring succession planning.
• Track the progress of high-potential employees and review their advancement with line managers.
• Prepare quarterly L&D presentations for line managers showcasing ROI and impact of learning calendar.

• Support line managers in fostering employee engagement based on Al Futtaim Way values.
• Ensure compliance with local law and Group policy throughout the employee lifecycle.
• Communicate and implement changes to HR policies and procedures.
• Ensure proper application of disciplinary procedures before any employee exit.

• Act as a trusted business partner and coach to line management and support across business units.
• Measure and enhance employee engagement within business units.
• Advise, coach, and mentor management and HR team on people-related issues.
• Facilitate change management and transition processes.

• Present weekly HR priorities at trade meetings.
• Prepare and report monthly brand-specific management business review reports.
• Report and review recruitment and talent KPIs, including vacant positions, internal recruitment rate, time to fill vacancy, and talent pipeline progress.
• Propose actions for any issues indicated by KPI data.

• Ensure compliance to HR policy is maintained and strengthen business internal controls and procedures.
• Safeguard Emiratization focus and diversification goals.
• Educate staff about policies and procedures through SOP trainings.
• Address policy breaches immediately and decisively.

Required Skills to Be Successful

• Strong change management and organizational development capabilities.
• Proficient in recruitment and selection processes with experience in retail.
• Excellent employee relations skills and problem-solving abilities.
• Ability to analyze and utilize human capital metrics effectively.

What Qualifies You for the Role

• Human Resource, Psychology, or Business Management degree required.
• CIPD qualification desirable.
• Minimum five years of HR generalist experience with previous experience as an HR Business Partner.
• Experience in the retail industry is preferred.

Additional Information

We’re here to provide excellent service but a little help from you can ensure a five-star candidate experience from start to finish.

Before you click “apply”: please read the job description carefully to ensure you can confidently demonstrate why this opportunity is right for you and take the time to put together a well-crafted and personalised CV to further boost your visibility. Our global talent acquisition team members are all assigned to specific businesses to ensure that we make the best matches between talent and opportunities. We not only consider the requisite compatibility of skills and behaviours, but also how candidates align with our values of respect, integrity, collaboration, and excellence.

As part of our candidate experience promise, we also want to make ourselves available to you throughout the application process. We make every effort to review and respond to every application.

About the Company

Established in the 1930's, the Al-Futtaim Group initially operated as a trading enterprise. Rapid development throughout the 1940's and 50's saw it establish itself regionally as an integrated commercial, industrial and services organisation, positioning itself one of the leading business houses in the lower Gulf region. Today, it operates collectively over 40 companies bearing the Al-Futtaim name, dominates many market segments in the UAE, and has expanded its sphere of operation to include Bahrain, Kuwait, Qatar, Oman and Egypt.

The Group comprises a diverse range of strategically positioned operating subsidiaries and associate companies, structured to give the Al-Futtaim Group the flexibility and versatility to keep ahead of local competition while keeping pace with the ever-evolving global business scenario. The Groups continued investment in world-class systems technology is clear evidence of its commitment to maintain leading edge performance and service delivery.

The success of the Al-Futtaim Group can be attributed to a business approach that combines the ability to change with the traditional values of integrity, service and social responsibility that define its core business philosophy. This, linked with the Groups belief in decentralisation, gives the heads of the operating companies a high degree of functional autonomy and authority, providing the Group with essential flexibility, and individual employees a clearly defined work culture and sense of responsibility.