Head of HR | Healthcare | Dubai

Al-Futtaim - Dubai, Emirate of Dubai

Job Requisition ID: 46321

No two days are the same at Al-Futtaim, no matter what role you have. Our work is driven by the desire to make a difference and to have a meaningful impact with the goal of enriching everyday lives. Take our engaging and supportive work environment and couple it with a company culture that recognises and rewards quality performance, and what do you get? The chance to push the limits every single day.

As a humble family business that started on the banks of the Dubai Creek in the 1930s, Al-Futtaim has expanded to a presence in 31 countries, a portfolio of over 200 companies, and 42,000 employees. You’ll find us in industries ranging from automotive and retail, to finance and real estate, and connecting people with international names like Lexus, Ikea, Robinsons, and Adidas. Our team is proudly multicultural and multinational because that kind of diverse representation gives us the global mindset to grow and impact the people, markets, and trends around us.

Come join us to live well, work better, and be the best.


We are currently looking for Head of HR for our Healthcare Division to act as a trusted advisor to senior line management of Healthcare on all human capital management matters; to ensure a keen understanding of the business so as to implement HR strategies and practices that support robust business growth; reinforce a culture of performance focus, meritocracy and diversity; and comply with Group HR policy.


Organisational Development


  • In liaison with the HR Director and Managing Director - Healthcare, create a HR strategy and an annual HR plan. Communicate plans and progress against the plan to the business and HR function. Create and support a continuous improvement environment for HR activities within the business units.
  • Have a deep understanding of the business and in particular the sources of profit and the cost base, so as to implement HR strategies and practices that support robust business growth and comply with Group HR policy for both UAE & overseas.


  • Ensure new employees are properly inducted into the business and given support to become productive as quickly as possible.
  • Develop succession plans and retention strategies for key talent and positions. Ensure all key positions have identified successors.
  • Develop and execute a learning and development plan that equips individuals with necessary skills.

Formulate and implement performance management plans to improve performance or assist with exit from the organisation

Training & Development

  • As part of the HR plan - specify training initiatives required to support the business, liaise with the Al Futtaim L&D team to ensure appropriate initiatives are delivered. Ensure training needs of key and high potential staff are identified and delivered.
  • To drive the design and delivery of technical L&D needs of the business (medical / non-medical)

Employee Relations (ER)

  • Manage Employee Relations for the business unit. Support line managers in creating a culture of employee engagement based upon ‘Al Futtaim’ values.
  • Reinforce at all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to educate them and minimise risk.
  • Ensure compliance with local law and Group policy throughout the employee lifecycle.
  • Communicate and implement changes to HR policies and procedures. Ensure that the disciplinary procedure is properly applied

Business Partnering

  • Act as a trusted business partner and coach to senior line management.
  • Consult and support Line Managers across the business unit.
  • Focus on measuring the employee engagement of the business unit and take actions necessary to improve it. Advise, coach and mentor management and HR team on people related issues. Act as change agent and facilitate transition.


  • To increase our UAE national numbers i.e. those eligible to the UAE National pension scheme.
  • To monitor & evaluate the effectiveness of the Emiratisation program.
  • Develop a successful Emiratisation policy for Healthcare
  • To formulate a program for the attraction, development & retention of nationals.
  • To ensure that Emiratization focus is maintained, and diversification goals are reinforced and achieved

Manpower Planning / Workforce Optimisation

  • Establish a manpower plan to fully support any expansion plan both locally & overseas.
  • Review structures and productivity to ensure cost effective use of manpower in conjunction with staffing models.
  • Ensure projects are not over or under staffed (i.e. waste or improper use of Personnel).
  • Centrally to undertake a critical review of productive usage and planning of manpower.
  • Maximum utilization of each employee’s competence and paying the employee a reasonable compensation in proportion to their contribution, competency & nature of work.
  • Evaluating progress and performance and updating compensation where ever required accordingly
  • Play an advisory role in creating and managing a lean and multi-skilled workforce.
  • Support and facilitate the implementation of business structure reorganisation and consolidation to deliver efficiencies.
  • Play a key role in communicating organisational messages and monitoring feedback within the business units.
  • Ensure compliance with localisation policy and targets. Look at business unit productivity and take necessary actions to improve it.

Financial Management

  • Provide line management with regular and financial reporting of employee costs.
  • Ensure annual manpower budgeting exercise is conducted accurately and efficiently.
  • Create, obtain approval for and manage HR department budget.
  • Ensure HR team adherence to the business financial systems and processes.
  • Ensure a proper incentive scheme s devised & incentive pay-out is strictly linked to performance.

HR Policy

  • Ensure compliance to HR policy is maintained, to review and strengthen business internal controls and procedures, ensure compliance of DOA and provide leadership on process and governance.
  • Ensure compliance with laws, regulations and other requirements. Safeguard that Emiratization focus is maintained and diversification goals are reinforced and achieved.


Minimum Qualifications and Knowledge:

Human Resource, Psychology or Business Management Degree

CIPD qualification desirable

Minimum Experience:

  • 5 to 8 years HR Generalist Experience.
  • Previous experience as a HR Business Partner / Head of HR
  • Having worked in Healthcare sector is advantageous in additional to having a good understanding of strategic HR
  • An understanding of SAP would be an asset but not core requirement
  • Previously have led HR teams
  • Good communication/interpersonal skills
  • High level skills of using Microsoft Office packages

Job-Specific Skills:
Change Management, Organisational Development, Management Development, Performance/ Compensation Management, Recruitment & Selection, Employee Relations, Mentoring/ Coaching, Human Capital Metrics, Analytical skills, Good communication skills and Problem solving skills

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