Manager I, Plant Human Resources

Job Description:

Mission

• To lead and manage the Human Resources and Administration functions, ensuring the effective implementation of HR strategies, policies, and programs that support organizational objectives, employee engagement, talent development, operational efficiency, and legal compliance and to provide professional HR partnership to all departments while ensuring efficient administration services, government relations, facilities management, and employee welfare programs.

Main challenges & complexity

• Balancing business objectives with employee engagement, retention, and well-being.
• Ensuring compliance with UAE Labour Law, JAFZA regulations and company policies.
• Managing recruitment and workforce planning
• Supporting departmental managers with performance management, organization development, and succession planning.
• Controlling HR and administration costs while maintaining service quality and employee satisfaction.
• Managing relationships with government authorities, service providers, insurance companies, and external stakeholders.
• Maintaining accurate HR records, reporting, and audit readiness

Main Responsibilities

• Human Resources ManagementSupport and participate in regional HR projects and initiatives across the MEA region. Develop and improve HR policies, procedures and frameworks to ensure alignment with business and regional requirements. Administer HR policies and ensure regular updates in accordance with business needs, employment legislation, and company directives. Partner with departmental managers to provide strategic HR guidance, workforce planning, organizational development, and manpower optimization solutions. Develop HR metrics, workforce analytics, and monthly management reports
• Recruitment & OnboardingManage end-to-end recruitment activities. Coordinate interviews, selection, hiring, and onboarding processes. Ensure timely processing of employment visas, labor documentation, and employee onboarding requirements. Conduct induction programs for new employees.
• Organizational Development & Talent ManagementConduct employee gap analyses to identify competency gaps and development opportunities. Design and maintain competency frameworks, skills matrices, and employee skill assessment methodologies. Develop and implement employee skills evaluation tools and competency measurement techniques. Lead succession planning, talent reviews, and workforce capability development initiatives. Recommend training and development programs based on competency assessment results and organizational requirements. Analyze appraisal outcomes and recommend actions to improve organizational performance and employee effectiveness.
• Compensation & BenefitsAdminister and evaluate employee benefits programs to ensure competitiveness, cost-effectiveness, and employee satisfaction. Analyze benefits utilization, market trends, and benchmark data and recommend improvement initiatives. Design and maintain benefit structures and programs that support employee attraction, retention, and engagement. Ensure payroll-related information is accurate and submitted on time.
• Employee RelationsManage employee grievances, disciplinary actions, investigations, and conflict resolution processes in accordance with company policies and applicable labor laws.
• Employee Welfare & EngagementPromote employee engagement and communication initiatives. Support employee well-being and welfare programs. Coordinate employee events and recognition programs.
• HR Reporting, Budgeting & AnalyticsPrepare monthly HR reports, dashboards, and workforce analytics for management review. Manage annual HR and administration budgets and monitor expenditures against approved budgets. Analyze HR trends, turnover, absenteeism, compensation, manpower, and employee engagement data to support strategic business decisions.
• Administration & Facilities ManagementOversee office administration and facility management activities. Manage contracts related to accommodation, transportation, catering, security, cleaning, and leased assets. Ensure efficient administration services that support business operations. Monitor administration budgets and service quality.
• Government Relations & ComplianceManage relationships with JAFZA and other government authorities. Ensure timely processing of visas, permits, licenses, and regulatory requirements. Maintain compliance with applicable laws and regulations. Support internal and external audits.
• Health, Safety & ComplianceEnsure compliance with company Health, Safety, Environmental, and regulatory requirements. Support HSE initiatives, audits, employee awareness programs, and compliance activities. Promote a culture of safety, well-being, and organizational responsibility.
• OthersManage additional projects and responsibilities assigned by management. Represent the company professionally during customer meetings, audits, and industry events. Travel within the MEA region as required to support business needs.

Key Performance Indicators

• Quantitative:Time-to-fill vacancies ≤ approved target. Employee turnover rate within target. Training plan completion rate. Performance appraisal completion rate (100% annually). Visa and labor document processing completed within required timelines. HR and Administration expenses within approved budget. Employee attendance and absenteeism rates. Audit findings closed within target dates.
• Qualitative:Employee satisfaction and engagement levels. Quality of recruitment and onboarding processes Effectiveness of employee relations management. Compliance with labor laws and company policies. Quality of HR support provided to managers. Leadership and development of HR team members. Effectiveness of communication and change management initiatives. Stakeholder satisfaction with HR and administration services.

Communication

• Internal interlocutors: General Manager, Department Managers, Finance Department, All Employees, Regional / Corporate HR
• External interlocutors: JAFZA, Recruitment Agencies, Insurance Providers & Brokers, Service Providers & Contractors, Training Providers, External Auditors & Consultants.

Knowledge

• Education: Bachelor's degree in human resources, Business Administration, Management, or related field.
• Technical/Certification: Professional HR certification (CIPD, SHRM, PHR, or equivalent) preferred.
• Specialization (if required): Human Resources

Background

• Minimum 8–10 years of progressive HR and Administration experience.
• Minimum 3 years in a managerial or supervisory role.
• Strong knowledge of UAE Labour Law, immigration procedures, and HR best practices.
• Strong knowledge of can decoration, printing processes, artwork approval systems, and colour management.
• Experience in manufacturing or FMCG environments preferred

Experience and Key competences

• Functional skills:Human Resources Management Talent Acquisition & Recruitment Employee Relations Performance Management Learning & Development Compensation & Benefits Administration UAE Labour Law & Employment Regulations Government Relations (JAFZA, Immigration, Labour) HR Policies & Procedures Administration & Facilities Management Budget Management Audit & Compliance Management HRIS Management

• Soft skills:Leadership and people management Communication and interpersonal skills Negotiation and conflict resolution Coaching and mentoring Problem-solving and decision-making Organizational and planning skills Confidentiality and professional integrity Stakeholder management Change management