Global Human Resources jobs in Abu Dhabi

• Develops, implements, and ensures adherence to fair, inclusive, and legally compliant employee relations policies in alignment with NYUAD’s values and the Code of Conduct. Identifies potential legal and compliance risk areas in collaboration with the Office of General Counsel (OGC), Office of Equal Opportunity (OEO), and the Office of Compliance, recommending appropriate responses such as education, policy refinement, and direct interventions. Identifies areas of vulnerability, informing and advising the CHRO to ensure appropriate assessment and interventions
• Provides high level interpretive guidance of HR policies, and in consultation with the Provost Office and the Vice Provost, contributes to the alignment with faculty-related policies, guidelines for academic and research staff, as well as HR regulations for administrative staff in Provost Office units, to ensure consistent and equitable application across divisions and academic units
• In consultation with the Provost Office and the Vice Provost, serves as a senior advisor to academic leaders, department chairs, and administrators on faculty personnel matters, including conduct, performance concerns, and conflict resolution ensuring alignment with University policies and academic governance frameworks

• Serves as the primary authority for managing complex workplace concerns, conducting investigations and facilitating conflict resolution. This includes overseeing the full disciplinary lifecycle - from gathering evidence and taking formal statements to formulating comprehensive case summaries. Based on these findings, the Director provides strategic recommendations to the CHRO ensuring all outcomes uphold institutional fairness, transparency, and accountability
• Identifies and analyzes employee issues and works with the CHRO to develop methods to ensure staff input, concerns, and grievances are facilitated in a manner consistent with our mission and values. Implements proactive strategies to de-escalate conflicts. Makes referrals to the appropriate offices for interventions, including but not limited to the OGC, Office of Compliance and OEO
• Acts as a senior resource for HR Business Partners (HRBPs) and University leadership, offering expert guidance on intricate performance management issues, policy documentation, and the resolution of formal grievances and appeals. By researching and analyzing specific employee relations trends, the Director identifies emerging concerns and proposes proactive solutions to senior management. Furthermore, the Director is responsible for managing and responding to all internal and external requests for information, ensuring that the University’s responses are accurate and legally sound

• Leads the design and delivery of a comprehensive training framework aimed at equipping the University community—including HRBPs—with expertise in employee relations, performance management, implementation of performance improvement plans, and conflict resolution. In strategic partnership with the Learning & Organizational Development and Global Access and Engagement teams, the Director develops initiatives that promote culturally responsive leadership and ensure all managers are proficient in fostering inclusive, equitable workplace environments
• In consultation with the Provost Office and the Vice Provost, develops and delivers targeted training and guidance for academic leaders on faculty personnel management, policy application, and navigating complex employee relations issues within a shared governance environment

• Partners with and advises senior management and HRBPs on relevant employee relations activities related to the impact of institutional reorganizations & resulting restructure to ensure best practice outcomes
• In conjunction with the HRBPs, lead the analysis and interpretation of people-related metrics to identify trends and inform the development and improvement of ER policies, processes, and management development activities. Through the analysis and interpretation of internal and external ER-related data sources, identify trends and develop appropriate recommendations for value-adding and strategic ER interventions that meet organizational and customer specific needs. Ensure the impacts of these initiatives are measurable and evidenced. Identifies areas for improvement in employee engagement, retention, and workplace satisfaction, providing recommendations to leadership for action

• Oversees and manages NYUAD’s Employee Well-being Program (EWP), in partnership with HRBPs ensuring that workplace wellness initiatives are inclusive, culturally responsive, and aligned with global best practices
• Continuously evaluates data to identify trends, assess employee needs, and enhance services, advocating for policies that support holistic well-being, psychological safety, and work-life balance. Maintains awareness of global conflicts, crises, and natural disasters to proactively address employee concerns and provide appropriate support as needs arise

• Bachelor's degree in Human Resources, Organizational Development, Labor and Employee Relations, Business Administration, Industrial/Organizational Psychology, Public Administration, Law, Social Sciences, or a related field is required

• Master's degree in a related field
• Legal qualification in Employment Law is desirable but not required

• 10+ years of experience working in labor and employee relations in a managerial capacity
• Experience in the area of job responsibility including effective problem solving and employee relations interventions
• Experience working with a diverse international population of multiple stakeholders
• Strong understanding of labor laws, employee relations best practices, workplace compliance, and organizational development principles, particularly in multicultural and international work environments
• Strong leadership and strategic thinking abilities
• Cultural competence and sensitivity to diverse global workforce dynamics
• Excellent written and verbal communication skills
• Strong interpersonal and relationship-building abilities
• Coaching and influencing skills for developing inclusive leadership capabilities
• Expertise in mediation and conflict resolution
• Change management and organizational development experience
• Training and facilitation expertise in workplace policies, compliance, and leadership development
• Ability to remain composed and objective under pressure
• Tenacity and perseverance in handling complex employee relations matters
• A balanced approach that integrates institutional priorities with employee advocacy
• Understanding of US and UAE Labor Laws

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