The Emirates Group Hiring for Senior HR Business Partner, dnata International Job at Dubai Full Time

Job Purpose: An opportunity has arisen within our dnata business for a Senior HR Business Partner. This role will support one of the dnata businesses, both locally and globally. This key role will partner with the dnata executive leadership team and senior business leaders to define, develop, and execute people strategies that align structure, culture and talent to meet dnata’s global business priorities. Developed HR priorities for the next three years will focus on culture and engagement, talent management, governance and standards, dnata global HR Target Operating Model and improving decision making through the development of HR analytics. Job Outline Business and Strategy Alignment. Contribute to business priorities by defining an appropriate HR strategy, partnering with leaders to identify, prioritise and build organisational capabilities, behaviours, structures and processes. Provide business insights and connections from internal networks, ensure solutions are tailored to address business needs (e.g. structure vs cultural change required). Support change management as it relates to structures, teams and people processes through professional project management. Build measures to review the success of change initiatives to validate the business impact. Culture and Engagement. Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience. Work with the business to help them understand and seek employee opinions and to anticipate their needs and concerns. Review and benchmark effective channels of communication for the employee group, supporting leaders to improve communication with their people. Facilitate discussions to identify where the employee experience and our value proposition are not aligned and recommend solutions or programmes to promote change improvements. Provide relevant people metrics to support actions and measure effectiveness. Leadership Coaching. In conjunction with the relevant Centres of Excellence, equip leaders to facilitate coaching within their teams. Review key business performance targets and their related people implications. Develop ideas and influence the direction setting to align department with corporate values related to people management. Talent Development. Define talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line with the function or business strategy. Assist leaders in providing employees with development opportunities that align with current and future business requirements. Partner with colleagues in HR departments to deliver tailored solutions for the customer. Performance Culture. Define and drive improvements in performance culture in line with corporate principles, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results. Coach and support management teams in their understanding and management of a high-performance culture for all employees. Strategic Projects. Lead key projects, reviews, and initiatives to deliver change and improvements. Review and benchmark the internal and external environment, translating good practice into proposals that are aligned to HR and corporate goals. Contribute to functional and cross-functional initiatives as required. Take ownership as a Business Partner team, working together to make decisions in line with direction provided by the executive HR team. Act as an organisation ambassador and HR thought leaders in the external market. HR Talent Development. Utilise opportunities to develop and stretch the HR Business Partners through supporting/leading projects and initiatives that meet their development plans. Mentor, coach and provide feedback to support development and align talent with the future capability needs for HR. Attraction and Retention. Partner with HR colleagues and business leaders to adapt packages to meet changing needs. Drive business results through performance improvement and encourage and reward behaviour aligned to company leadership values. Participate in selection activities for senior roles, in collaboration with colleagues in Talent Acquisition, to ensure the right fit for the department and also potential for future needs of the company.

Qualifications & Experience: Qualifications – Educated to degree level in a relevant subject, a post graduate qualification would be advantageous – Professional accreditation with a relevant HR professional body is desirable. Experience – 10 years’ experience in a Global HR Business Partner role – Leadership experience advantageous Knowledge/skills: – Proven ability to understand business needs, develop simple and effective solutions and anticipate problems/risks – Proven ability to connect internal problems with external knowledge and research and leverage networks to drive change and provide innovative recommendations to aligned with business/HR priorities – Demonstrable strong focus on collaboration to ensure shared goals are realised – Proven ability to develop relationships with business leaders, act as a trusted advisor and coach. – Proven ability to influence decisions. – Ability to synthesise data, tell the story and formulate recommendations based on data trends and insights. – Demonstrable ability to be adaptable, agile, open to change. – Demonstrable leadership skills with an ability to motivate and engaging teams.

Salary & Benefits: Join us in a management role and enjoy an attractive tax-free salary. On top of our generous travel benefits, including discounted flights and hotel stays around the world, this managerial role also has an excellent leave and healthcare package. That’s on top of transport benefits, life insurance and more.