HR Lead

2. ROLE PURPOSE The Group Human Resources Manager owns and runs the human resources function for the entire Group — a diversified investment holding structure operating across real estate, construction, engineering, FMCG and consumer electronics distribution, manufacturing and retail, in the GCC, the United Kingdom and Europe. The role exists to build one coherent people architecture across businesses that differ enormously in workforce profile: a white-collar professional cadre in real estate and engineering; a large blue-collar and site-based workforce in construction and factories; a high-turnover, commission-driven population in retail and distribution; and a regulated, works-council-facing employee base in the UK and Europe. The holder is expected to move fluently between setting Group HR policy and standing on a site in 45-degree heat verifying that accommodation, wages and welfare are in order. This is a hands-on leadership role, not a purely strategic one. Job Description — Group Human Resources Manager Page 2 of 1 3. SCOPE AND OPERATING CONTEXT • Full functional ownership of HR across all operating entities, free zone and mainland licenses, joint ventures and overseas subsidiaries. • Accountability for the Group's total headcount across executive, professional, technical, skilled trade, semi-skilled and unskilled categories. • Custodian of the Group manpower budget, payroll cost, and all people-related statutory and contractual liabilities including end-of-service benefits and pension obligations. • Single point of accountability to the Board for people risk — labor law breaches, nationalization quota shortfalls, wage protection failures, workforce welfare incidents and reputational exposure in the supply chain. • Principal interface with MOHRE, GDRFA, free zone authorities, MOHRE-equivalent bodies across the GCC, and with UK and EU regulators, external counsel and works councils. 4. KEY RESPONSIBILITIES 4.1 HR Strategy, Structure and Governance • Translate the Group's business strategy and diversification plans into a multi-year people strategy covering workforce shape, capability, cost and succession. • Design and maintain the Group organization structure — entity by entity — including grading architecture, job families, spans of control and delegation of authority for people decisions. • Draft, obtain approval for and maintain the Group HR Policy Manual and employee handbooks, localized for each jurisdiction while preserving a common Group standard. • Establish HR governance: a Group HR calendar, delegation matrices, approval thresholds for hiring and salary decisions, and a consistent set of controls applied equally to family, expatriate and national employees. • Advise the Board and business unit heads on the people implications of acquisitions, disposals, new market entries, factory commissioning and store openings, including due diligence and post-merger integration of HR. • Lead the selection, implementation and ongoing…