Human Resources Business Partner
KPMG Lower Gulf
Date: 1 week ago
City: Abu Dhabi
Contract type: Full time
Job Description
Main Duties and Responsibilities:
Strategic Planning
Supports in designing and steering the People agenda within the business.
Provides consulting and coaching to leaders and managers to support the business’s vision and strategy.
Ensures alignment between the strategic objectives of the PPC team and business priorities.
Facilitates effective communication and implementation of new/updated people initiatives in the business.
Has a deep understanding of the business and proactively finds solutions to people related issues, processes, or challenges.
Interpret and apply HR policies and procedures consistently across the organization. Recommend changes or updates to policies as needed.
Integral member of SL leadership team, presenting at leadership meetings on key people initiatives and updates
Share regular people dashboards with the business and provide insights on key people trends, leveraging on data and analytics.
Lead the delivery of HR projects / change initiatives to support the client’s people strategy and the function people plan.
Recruitment And Onboarding
Liaise with business leaders to agree hiring plans, including FTE's, FTC's, interns, secondees etc.
Manage Exceptional offer approvals.
Conduct Buddy briefing sessions
Host SL induction sessions, in conjunction with L&D. Arrange guest speakers for induction sessions.
Review onboarding and induction materials and process on periodic basis and seek feedback from the business.
Engagement And Diversity
Analyze GPS survey results and agree action plan with each Capability Leader and PML
Work on GPS communication plan with SLL, People Heads and Capability Leader
Ensure IDE targets are well understood and achievable across the business - work with L&D team on initiatives & events and partner with TA team to ensure diversity of new hires.
Oversee Emiratization agenda for SL from PPC perspective, in conjunction with responsible Partner.
Performance Management
Take lead on Mid-Year and Year-End PM processes for SL and facilitate moderation sessions.
Ensure robust selection and regular training of PM’s.
Provide monthly PIP update to SLL, manage Director/SM PIP's and act as point of escalation for all other PIP's/performance related terminations.
Ensure appropriate platform is in place to identify talent and fast-track career progression of High Potential individuals.
Reward And Recognition
Develop good understanding of compensation frameworks and provide input on salary, bonus, and promotion process, in conjunction with reward team and people heads in service lines.
Form part of employee recognition scheme judging panel for service lines.
Learning And Talent
Partner with Capability leaders and L&D team to agree and implement learning and talent initiatives across service lines.
Employee Relations
Handle disciplinary/grievance & termination cases for employees at Manager level and above.
Act as first point of contact for complaints/concerns from Managers and above - and point of escalation for complex cases.
Conduct exit interviews for Senior Managers/AD’s and above
Educational Requirements
Main Duties and Responsibilities:
Strategic Planning
Supports in designing and steering the People agenda within the business.
Provides consulting and coaching to leaders and managers to support the business’s vision and strategy.
Ensures alignment between the strategic objectives of the PPC team and business priorities.
Facilitates effective communication and implementation of new/updated people initiatives in the business.
Has a deep understanding of the business and proactively finds solutions to people related issues, processes, or challenges.
Interpret and apply HR policies and procedures consistently across the organization. Recommend changes or updates to policies as needed.
Integral member of SL leadership team, presenting at leadership meetings on key people initiatives and updates
Share regular people dashboards with the business and provide insights on key people trends, leveraging on data and analytics.
Lead the delivery of HR projects / change initiatives to support the client’s people strategy and the function people plan.
Recruitment And Onboarding
Liaise with business leaders to agree hiring plans, including FTE's, FTC's, interns, secondees etc.
Manage Exceptional offer approvals.
Conduct Buddy briefing sessions
Host SL induction sessions, in conjunction with L&D. Arrange guest speakers for induction sessions.
Review onboarding and induction materials and process on periodic basis and seek feedback from the business.
Engagement And Diversity
Analyze GPS survey results and agree action plan with each Capability Leader and PML
Work on GPS communication plan with SLL, People Heads and Capability Leader
Ensure IDE targets are well understood and achievable across the business - work with L&D team on initiatives & events and partner with TA team to ensure diversity of new hires.
Oversee Emiratization agenda for SL from PPC perspective, in conjunction with responsible Partner.
Performance Management
Take lead on Mid-Year and Year-End PM processes for SL and facilitate moderation sessions.
Ensure robust selection and regular training of PM’s.
Provide monthly PIP update to SLL, manage Director/SM PIP's and act as point of escalation for all other PIP's/performance related terminations.
Ensure appropriate platform is in place to identify talent and fast-track career progression of High Potential individuals.
Reward And Recognition
Develop good understanding of compensation frameworks and provide input on salary, bonus, and promotion process, in conjunction with reward team and people heads in service lines.
Form part of employee recognition scheme judging panel for service lines.
Learning And Talent
Partner with Capability leaders and L&D team to agree and implement learning and talent initiatives across service lines.
Employee Relations
Handle disciplinary/grievance & termination cases for employees at Manager level and above.
Act as first point of contact for complaints/concerns from Managers and above - and point of escalation for complex cases.
Conduct exit interviews for Senior Managers/AD’s and above
Educational Requirements
- Bachelor's degree in, Human Resources, Business Administration, or related field. Master's degree preferred.
- HR certification (e.g., CIPD level 7, SPHR) preferred.
- Minimum of 10 years of progressive experience in HR roles, with at least 5 years in a business partner capacity.
- Arabic speaker preferred
- Strong understanding of HR best practices, employment laws, and regulations.
- Strategic thinker and creative problem solver
- Strategic mindset with the ability to translate business goals into HR initiatives.
- Consultative and continuous – improvement focused.
- Experience with HRIS and other HR technology platforms.
- Collaborative and team-oriented approach.
- Excellent communication, interpersonal, and negotiation skills.
- Empathetic listener with strong conflict resolution skills.
- Results-oriented and able to thrive in a fast-paced environment.
- Continuous learner with a passion for personal and professional development.
- Proven ability to build relationships and influence stakeholders at all levels of the organization.
- Customer service oriented
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