Hr Business Partner jobs in United Arab Emirates

Who we are

We are one of the largest international law firms in the world. With over 33 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm's global standards within-depth local expertise.

Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating-full of opportunities to learn, thrive, and grow. That's why we're so proud of our inclusive, friendly, and team-based approach to work.

Our one firm global strategy is focused on targeted growth led by the needs of our core clients, those who we can best support with the breadth and depth of Clifford Chance expertise, across the sectors and geographies, which matter most to them.

You'll find our clients in commercial and industrial sectors, the financial investor community, governments, regulators, trade bodies, and not-for-profit organisations. But no matter who they are or why they've reached out to us, we provide a world-class service every step of the way. And that's possible thanks to the entrepreneurial spirit and conscientious approach to work that you'll find across all of our teams.

Whichever area of the business you join, you'll become an integral part of an innovative, diverse and ambitious team of people. Clifford Chance is a place where the brightest minds and the best of colleagues meet.

The role

You will partner with the Regional Practice Area Leaders (RPALS) and/or Regional Business Function Heads and their leadership teams to develop and deliver people priorities aligned to the firm's people and talent strategy, and the regional practice area/business function's strategy.

Who you will work with

You will work closely with the Regional Head of HR, Global Senior HR Business Partners (SHRBPs), Communities of Expertise (CoEs), global service delivery teams, and the broader HR function to deliver high impact and highly efficient people priorities and processes. You will work closely with and may also manage, coach and develop a HR Business Partner and Early Talent Recruitment and Development Specialist.

What you will be responsible for

You will build trusted advisor relationships with Partners, RPALs/ regional business function heads and their leadership teams, along with other key stakeholders to deliver the priorities aligned to the firm's people and talent strategy.

What you will do

The below key responsibilities are to be carried out in line with the global People and Talent Strategy, together with any additional regional or local HR strategic priorities.

People and Talent Strategy

• Partner with key stakeholders to develop and deliver the people and talent strategy aligned to the regional practice area/function strategy.
• Partner with key stakeholders to embed the firm's people priorities across the regional practice area/business function, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with the RPAL/Regional Business Function Head on key talent processes (e.g. talent pipeline review).
• Actively contribute to the people strategy formation by representing client groups, collaborating with relevant HR colleagues and bringing market knowledge of leading practice HR to shape and deliver global and regional HR projects linked to the strategy.
• Be a trusted advisor to key stakeholders, providing HR support, coaching and direction on HR related and people issues.
• Supervise and support HR team members in implementing the people strategy with due regard to all applicable policies; monitor the quality and timely delivery of all activities and support the professional development of the team.
• Lead and participate in regional and global strategic projects aligned to People and Talent strategy as and when required.

Organisation Design

• Understand and articulate the regional strategic priorities. Use external views and internal knowledge to assess current state and identify optimisation opportunities for structural change.
• Work with key stakeholders to define future state, based on the operating model, design principles and business area responsibilities.
• Assist the Regional Head of HR, where relevant Global SHRBP or regional Business Professional stakeholders to create and deliver regional implementation plans for changes to structure, roles and workforce transition.

Employee Relations

• Support the Regional Head of HR and be a trusted advisor to the senior stakeholders on employee relations issues, anticipating risk and likely consequences, and identify early interventions.
• Provide, where appropriate, confidential employee counselling, guidance and coaching with the aim of resolving situations informally when possible.
• Provide input to help shape employee related policies with an awareness of specific legal requirements in each office and jurisdiction across the region to ensure all employee related policies are implemented fairly and consistently.
• Support employees prior to and on return from their parental leave.
• Provide guidance and support in relation to ER issues for employees.

Financial Management, Risk, Data and Analytics

• Support the Regional Head of HR, in working with senior stakeholders to determine the headcount forecasting and budget for the FY, aligning to business plan and strategy.
• Understand and interpret business and commercial metrics and combine this with relevant interpretation of people data, analytics and reporting to support the Regional PALs/Business Function Heads and to optimise effective decision making.
• Use broader data from other sources of employee listening from across the firm, e.g. people survey, exit data, inclusion focus groups, etc. to give a broader perspective and insight on inclusion and wellbeing for the regional practice area/business function.

Talent Management

• Work with key stakeholders to develop a regional resourcing plan that anticipates demand and capacity needs, future skills, and attrition, including analysing data, identifying trends and finding creative solutions in order to develop the talent pipeline and ensure optimal organisation structure.
• Deliver talent pipeline reviews to identify critical talent segments for the future, including collation and analysis of key themes, gaps and actions including development.
• Work with the regional talent manager across CoEs (e.g., Talent Acquisition, Leadership Development, Talent Management) to coordinate and implement the plan.

Career Development

• Use outputs of talent pipeline reviews, employee listening, people data and analytics, succession planning, etc. to identify career development opportunities and plan for key roles, high performers and diverse talent.
• Work with key stakeholders to develop top talent in alignment with business strategy and support raising their profiles within and outside their function/practice area, including potential opportunities that may be available in other areas (including different locations).
• Work with key stakeholders to identify development needs of future leaders and objectives to be achieved and provide ongoing support and solutions to ensure continued development.

Performance Management

• Support managers and Partners through the 3 Conversations framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied across functional/ practice areas, and which align to the firm's performance and reward strategy.
• Support leaders with specific performance management as needed e.g. poor performance, probations.

Compensation

• Support the Regional Head of HR, to execute the year end compensation processes in partnership with the Reward COE and Global SHRBP where relevant.
• Understand compensation arrangements for lawyers and Counsel to prepare and support relevant stakeholders for the discussions that will take place in the review cycle.
• Lead the annual legal market intelligence survey for the region to ensure the data is delivered for all offices in a timely manner.
• Analyse the results and propose changes to compensation and benefits for lawyers and Counsel to ensure the region continues to remain competitive in the market.

Talent Acquisition (TA)

• Collaborate with the TA team to integrate long-term TA strategic aims into the business planning process, to develop more agility in responding to business cycles.
• Partner with Regional PAL/Business Function Head and where relevant with the Global SHRBP, on lateral Partner and Director recruiting and overall, on-boarding experience.
• Meet with all new partners (NEP and lateral) within 2 weeks of joining, and then again at the end of their first month to deliver the new joiner induction.

Early Talent

• Work with the Regional Head of HR and TA CoE to set the early talent recruitment and development strategy for the year.
• Oversee the Early Talent and Development ensuring the success of the through delivery of the ME scheme through attraction, development and retention initiatives strategies.
• Ensure key stakeholders are kept updated and engaged.
• Manage the Regional NQ process ensuring business needs are met.
• Oversee ER, OH and trainee related issues.

Exit Management

• Conduct exit interviews (where appropriate) for Senior Associate, Counsel and roles at Executive Manager and above.
• Meet with retiring partners, to provide guidance / support during their transition.
• Use exit themes and other forms of employee data points (e.g. engagement) and highlight key issues to the Regional Head of HR to develop, drive and embed solutions with key stakeholders that will drive change to attract, retain and motivate talent.

Inclusion

• Partner with the Regional PAL/Business Function Head, Inclusion team and key stakeholders to drive the inclusion objectives and action plans for regional practice area/business function, in order to deliver against our inclusion targets to recruit, develop and retain our diverse talent.
• Proactively build knowledge and understanding of the key inclusion pillars and strategy.

Wellbeing and People Experience

• Partner with the Regional PAL/Business Function Head, Wellbeing team and key stakeholders to drive the wellbeing and people experience objectives and action plans for regional practice area/business function.
• Proactively build knowledge and understanding of the wellbeing strategy, enablers and priorities.
• Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing.
  
  

Your experience

Skills

You will have flexible and effective communication skills, coupled with the ability to manage multiple priorities and deadlines effectively.

Experience

• You will be an experienced HR Business Partner, ideally having worked in a professional services organisation.
• Experience of working in a matrixed/global environment is desirable.
• You will have a proven track record of developing and implementing HR initiatives that have demonstrably contributed to achieving business objectives and enhanced overall business performance.
• You will have gained significant operational experience and you will now be looking for a role that combines working at both an operational and strategic level.
• You will have experience of partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables, striving for positive results and engaging others in the journey.

Knowledge

You will demonstrate strong commercial awareness.

Qualifications

You will ideally have formal HR qualifications e.g. CIPD or equivalent.

How we will support you

From your first day with us, you will have varied opportunities to continuously grow and development your skills and knowledge. From formal training, informal coaching and mentoring through to skills-based and technical training and on the job learning.

Equal Opportunities

At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society.

We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, or age. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.

We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement.

Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm.

Find out more about our inclusive culture here.