571
Director jobs in United Arab Emirates
Human Resources Director
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Secretary To Executive Director
Secretary To Executive Director
Balmer Lawrie (UAE) LLC
Dubai
AED 200,000 - 400,000
Urgently required
5 days ago
Executive Assistant – Automotive Corporate
Dermatologist
Director Advisory
IT Security Officer - UAE National
Tech Director
Head of External & IFRS Reporting
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Director of Sales UK Market
Director of Engineering | Waldorf Astoria Dubai Palm Jumeirah
Director of Engineering | Waldorf Astoria Dubai Palm Jumeirah
Hilton Worldwide, Inc.
Dubai
AED 200,000 - 400,000
Vice President
Human Resources Director, MENA (Arabic & English Speaking)
Human Resources Director, MENA (Arabic & English Speaking)
APCO Worldwide
Dubai
AED 200,000 - 400,000
Urgently required
3 days ago
Assistant Director of Sales
Assistant Director of Sales
Client of Talentmate
Dubai
AED 200,000 - 400,000
Urgently required
5 days ago
Specialist Cosmetic Dermatologist
Specialist Cosmetic Dermatologist
NMC Healthcare LTD
Abu Dhabi
AED 400,000 - 600,000
Urgently required
5 days ago
Director of Sales | Waldorf Astoria Dubai Palm Jumeirah
Director of Sales | Waldorf Astoria Dubai Palm Jumeirah
Hilton Worldwide, Inc.
Dubai
AED 200,000 - 400,000
Director Engineering
Operations Director - KEO International Consultants
Group Sales Manager
Construction Director
Creative Director
Deputy Finance Director
Creative Director
Director of Sales
Assistant Director of Marketing Jobs In Sharjah FIVE Hotels and Resorts
Assistant Director of Marketing Jobs In Sharjah FIVE Hotels and Resorts
FIVE Hotels And Resorts Sharjah
Sharjah
AED 200,000 - 400,000
Urgently required
6 days ago
Human Resources Director
Manpower Middle East
Dubai
AED 200,000 - 400,000
Job description
Key Responsibilities:
- Developing HR Policies and Procedures: The HR Director is responsible for developing and implementing policies and procedures related to recruitment, selection, onboarding, performance management, compensation and benefits, employee relations, and compliance with labor laws and regulations.
- Recruitment and Talent Management: The HR Director must develop and implement effective strategies to attract, retain, and develop top talent within the organization. This includes developing job descriptions, screening resumes, interviewing candidates, and making hiring decisions.
- Employee Engagement and Retention: The HR Director should develop and implement programs and initiatives that enhance employee engagement and retention, including recognition programs, employee development programs, and other initiatives that improve employee satisfaction and productivity.
- Compliance: The HR Director must ensure compliance with all applicable labor laws and regulations, as well as policies and procedures related to HR matters.
- Performance Management: The HR Director must develop and implement effective performance management programs that ensure that employees are meeting their performance goals and objectives, and that performance issues are addressed in a timely and effective manner.
- Training and Development: The HR Director is responsible for developing and implementing training and development programs for employees, including management development programs, leadership training, and other initiatives that enhance employee skills and competencies.
- Compensation and Benefits: The HR Director should develop and implement effective compensation and benefits programs that are competitive and aligned with the goals and objectives. To act as an overall custodian of the payroll and other auxiliary benefits.
- Employee Relations: The HR Director is responsible for managing employee relations issues, including resolving conflicts, addressing employee grievances, and ensuring that all employees are treated fairly and equitably.
- Data Analytics and Reporting: The HR Director should be able to collect and analyze data related to HR metrics and report on key performance indicators, including turnover rates, employee engagement, and other HR-related data.
- Collaboration and Communication: The HR Director should work collaboratively with other departments, including finance, and administration, to ensure that HR policies and procedures are aligned with the goals and objectives. The HR Director must also communicate effectively with employees, managers, and other stakeholders on HR-related matters.
* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.
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