Chief Human Resources Officer

SolveCube is an award-winning AI-enabled Talent Solutions Platform for middle and senior level professionals. SolveCube is working with global consulting firms, mid and large enterprises across Asia Pacific and the Middle East to fulfill their talent needs for permanent, short-term, part-time, interim, and turnkey assignments.

One of our clients, a leading Bank in the United Arab Emirates, is looking for a Chief Human Resources Officer to join its Management team.

Emirati nationals will be preferred for the role.

Overview:

The Chief Human Resources Officer (CHRO) is a strategic and transformational leader responsible for crafting and executing the human capital strategy for a leading UAE-based bank. With oversight of HR functions for private, commercial, and retail banking operations, the CHRO ensures alignment with the bank’s business objectives and regulatory requirements. The ideal candidate will champion innovation, drive organizational excellence, and promote a high-performance culture across a diverse workforce.

This role requires deep expertise in UAE labor laws, Emiratization, and the ability to influence at the board level while navigating complex regulatory environments.

Key Duties and Responsibilities:

1. Strategic HR Leadership
   1. Develop a long-term HR roadmap aligned with the bank’s strategic objectives and growth ambitions.
   2. Provide guidance to the CEO, Board of Directors, and senior leaders on workforce planning, succession management, and organizational design.
   3. Lead HR integration for mergers, acquisitions, or expansions to ensure seamless transitions and workforce alignment.
2. Talent Acquisition and Development
   1. Spearhead talent acquisition strategies to attract top-tier professionals, with a focus on Emiratization and global talent acquisition.
   2. Build robust leadership pipelines through structured development programs and executive coaching initiatives.
   3. Implement a talent marketplace within the organization to foster internal mobility and career growth.
3. Organizational Design and Change Management
   1. Oversee restructuring efforts to optimize organizational efficiency while maintaining alignment with banking regulations.
   2. Champion cultural transformation initiatives to promote agility, innovation, and accountability across the workforce.
   3. Implement robust frameworks to manage workforce transitions, ensuring minimal disruption during periods of change.
4. Compliance and Risk Mitigation
   1. Ensure all HR policies and practices comply with UAE labor laws, Central Bank of UAE regulations, and global banking standards.
   2. Manage regulatory audits related to workforce management, ensuring adherence to Emiratization quotas and fair employment practices.
   3. Develop risk mitigation frameworks to address potential compliance, employee relations, and reputational risks.
5. Employee Engagement and Retention
   1. Design and execute employee engagement strategies that enhance job satisfaction, productivity, and retention.
   2. Promote diversity, equity, and inclusion initiatives tailored to the banking industry’s workforce demographics.
   3. Introduce well-being programs focusing on mental health, work-life balance, and financial wellness for employees.
6. Compensation and Performance Management
   1. Develop market-competitive compensation structures and incentives tied to key business metrics like revenue growth and customer satisfaction.
   2. Oversee annual salary reviews and ensure fairness and equity across all employee levels.
7. HR Analytics and Reporting
   1. Leverage advanced HR analytics tools to track trends in attrition, performance, and employee engagement.
   2. Present actionable insights and comprehensive reports to the Board and executive leadership.
   3. Build predictive analytics models to inform workforce planning and talent strategy.
8. Team Leadership and Collaboration
   1. Mentor and develop the HR leadership team, fostering a culture of continuous learning.
   2. Act as a bridge between corporate HR strategy and business unit-specific needs, ensuring consistent implementation of policies across the organization.

Qualifications and Certifications

Education:

1. Bachelor’s degree in human resources, Business Administration, or a related field is mandatory.
2. Master’s degree in HR, Organizational Development, or an MBA is highly preferred.

Certifications:

1. Professional certifications such as:
2. SHRM-SCP (Senior Certified Professional)
3. SPHR (Senior Professional in Human Resources)
4. CIPD Level 7 (Chartered Institute of Personnel Development)
5. HRMP (Human Resource Management Professional)

Experience:

1. Minimum 15 years of HR leadership experience, with a proven track record in private, commercial, and retail banking.
2. Strong experience managing HR in multi-national organizations or banks with a presence across the GCC.
3. Proven expertise in Emiratization initiatives, including designing strategies to meet government-mandated targets.
4. Experience working directly with the Central Bank of UAE or equivalent regulatory bodies.

Languages:

1. Arabic (native) and English (fluent) are mandatory.

Required Skills:

1. Strategic thinking with an ability to align HR strategies with long-term business goals, ensuring measurable impact.
2. Proven track record of leading large, multi-functional HR teams and driving organizational change.
3. Proficiency in modern HRIS systems (e.g., SAP SuccessFactors, Oracle HCM) and analytics platforms.
4. Exceptional ability to address complex employee relations issues and implement solutions swiftly.
5. Data-driven decision-making skills leveraging HR metrics to make informed recommendations to the CEO and Board.
6. Ethical leadership demonstrated integrity and adherence to high ethical standards in workforce management.

Key Performance Indicators (KPIs)

1. Talent Acquisition and Retention
2. Employee Engagement
3. Operational Efficiency
4. Diversity and Inclusion

Organizational Relationships:

Reports to the Chief Executive Officer (CEO).

Collaborates closely with:

1. Chief Operating Officer (COO)
2. Subsidiary HR leaders