CHRO – Global Engineering Group

Job description / Role Job Type Full Time Job Location Dubai, UAE Nationality Any Nationality Salary 90000 - 105000 AED Gender Not Specified Arabic Fluency Not Specified Job Function HR, Recruitment & Training Company Industry Engineering Services We’re hiring a Chief Human Resources Officer to lead the people agenda for a global engineering business headquartered in Dubai. This is a true enterprise role: you’ll partner the CEO and executive team, shape culture and performance at scale, and build a modern HR function that supports growth across multiple geographies. What you’ll be responsible for Own and deliver the global HR strategy aligned to business growth, margin, productivity, and delivery performance Act as a trusted advisor to the CEO/Board on org design, leadership capability, succession, and workforce planning Lead talent acquisition strategy for critical engineering and corporate roles globally (including hard-to-hire skill sets) Build and embed a high-performance culture: KPIs, performance management, rewards, and leadership standards Oversee compensation & benefits, job architecture, grading, and incentive design with strong governance Lead employee relations, compliance, and risk management across multiple jurisdictions (UAE + international) Drive HR transformation: HRIS/people analytics, process improvement, shared services/COEs where relevant Strengthen engagement, retention, EVP, and internal communications across diverse workforces Requirements: Desired skills / candidate profile 15+ years HR experience with recent CHRO / VP HR / HR Director scope in a large, matrixed organisation Engineering/EPC/construction/industrial/manufacturing/energy (or similarly complex, project-led, safety-critical) sector background Multi-country HR leadership experience with strong understanding of the UAE/GCC labour environment and operating across different legal frameworks Proven HR transformation delivery (operating model, HRIS, shared services/COEs, policy governance, process redesign) Strong people analytics capability: uses workforce data to drive decisions (productivity, attrition, hiring velocity, cost-to-serve, engagement) Deep org design and workforce planning skills: spans/layers, succession, capability mapping, alignment to project pipeline and growth targets Talent strategy expertise: executive hiring plus scalable TA model for engineering/project delivery roles; understands scarce-skill hiring and global mobility Rewards depth: job architecture, grading, benchmarking, incentive/bonus design, retention tools, and governance for pay equity Track record building practical performance frameworks (clear KPIs, calibration, leadership accountability, coaching) Confident handling complex employee relations, investigations, policy enforcement, and reputational risk with a fair, calm approach Strong stakeholder management: credible with CEO/Board; able to challenge constructively and influence without authority Clear, direct, culturally intelli