Deputy HR Manager HR Operations Manager Pharmaceuticals and Medical Devices

Role Purpose The Deputy HR Manager HR Operations Manager is responsible for overseeing and coordinating the daytoday delivery of key HR functions across the Group ensuring consistent standards timely execution strong service delivery and effective coordination between HR teams The role acts as the primary operational point of contact for HR functional leads and supports the HR Manager by managing routine HR operations approvals followup escalations and crossfunctional HR matters The position is expected to significantly reduce operational dependency on the HR Manager by resolving routine matters independently ensuring accountability across HR functions and escalating only material highrisk sensitive or strategic issues Employee Relations and Payroll will remain under the direct oversight of the HR Manager and will operate as a separate functional stream The Deputy HR Manager will nevertheless coordinate with the Employee Relations Payroll Manager where matters require crossfunctional collaboration HR Operations Leadership Oversee the daytoday operations of assigned HR functions and ensure effective timely and consistent HR service delivery across all Group companies Provide direction guidance and operational support to HR functional leads Ensure HR teams work collaboratively and avoid operational gaps or duplication between functions Monitor outstanding actions deadlines approvals and escalations across HR Act as the first escalation point for routine operational HR matters before escalation to the HR Manager Ensure HR policies procedures and approved practices are applied consistently across the organization Functional Oversight Directly oversee and coordinate the following HR functions Recruitment and Onboarding Learning Training and Development Performance Management Employee engagement Medical Insurance and Employee Benefits HR Operations and Administration where applicable Other HR support functions assigned by the HR Manager Ensure each functional lead has clear objectives priorities KPIs and timelines Review functional performance and identify delays risks inefficiencies or service issues Drive stronger coordination between recruitment onboarding performance training benefits and other HR processes Recruitment and Onboarding Oversee recruitment delivery against approved manpower plans and business requirements Monitor vacancies recruitment timelines candidate pipelines offer management and onboarding progress Review and approve routine recruitment matters within delegated authority Ensure recruitment processes are efficient costeffective and aligned with approved budgets and manpower plans Escalate senior sensitive unbudgeted or exceptional recruitment matters to the HR Manager Performance Management Oversee implementation of the Group performance management cycle Ensure objectives reviews appraisals performance improvement processes and related documentation are completed on time Support functional and business leaders with consistent application of performance management standards Identify performance trends and provide management reporting and recommendations to the HR Manager Learning and Development Oversee training needs analysis annual training plans mandatory training leadership development and learning initiatives Ensure training investments are aligned with business priorities and measurable outcomes Monitor training completion budgets utilization and effectiveness Support development and succession initiatives as directed by the HR Manager Medical Insurance and Benefits Oversee administration and service delivery relating to medical insurance and assigned employee benefits Ensure timely enrolment deletion renewal claims escalation and employee support Monitor insurer and broker performance and support renewal preparation cost analysis and utilization review Escalate significant cost coverage contractual or employeeimpact issues to the HR Manager Approvals and Delegated Authority Review and approve routine HR matters within the approved delegation of authority Challenge incomplete inconsistent or unsupported requests before approval Ensure approvals comply with Group policy approved manpower budgets salary structures and established HR practices Escalate matters that are outside policy financially significant precedentsetting legally sensitive or reputationally sensitive Maintain clear records of key HR approvals and exceptions Coordination With Employee Relations Payroll Work closely with the Employee Relations Payroll Manager on matters affecting multiple HR functions Coordinate on cases where performance recruitment benefits employee relations attendance payroll or disciplinary matters overlap Employee Relations and Payroll remain under the direct reporting line of the HR Manager The Deputy HR Manager is not expected to override the Employee Relations Payroll Manager s technical authority within their respective areas unless specifically delegated by the HR Manager HR Governance and Process Improvement Review existing HR processes and identify opportunities to simplify standardize automate and improve efficiency Reduce unnecessary manual approvals and administrative bottlenecks Support HR digitalization workflow automation dashboards and HR system improvements Ensure HR documentation trackers records and workflows are maintained accurately Promote consistent HR practices across approximately 1 employees and multiple Group entities Reporting and Analytics Prepare regular HR operational reports and dashboards for the HR Manager Monitor key indicators including recruitment turnover onboarding training performance completion benefits utilization vacancies employee movements and other agreed KPIs Identify emerging trends risks operational gaps and areas requiring management attention Ensure HR functional leads provide accurate and timely data Team Management Manage coach and develop assigned HR functional leads and team members Set clear expectations and hold teams accountable for delivery Conduct regular followup meetings with HR leads Resolve routine team and operational issues without unnecessary escalation Promote collaboration ownership professionalism and service quality across HR Skills The Deputy HR Manager should independently manage routine HR operations while escalating matters including Senior management or executive appointments Seniorlevel terminations or sensitive employee cases Major employee relations or legal matters Significant policy exceptions Changes to HR policies or compensation structures New headcount outside approved manpower plans Major salary or benefits exceptions Organizational restructuring Significant financial commitments all merit increase and bonus plans Matters carrying material legal or reputational risk Sensitive investigations Strategic workforce planning Succession planning for senior roles Matters requiring CEO CFO Board or senior executive approval Key Performance Indicators Performance may be measured against Reduction in routine operational escalations to the HR Manager Recruitment turnaround time Onboarding completion and quality Performance management completion rates Training plan delivery and effectiveness Medical insurance and benefits service levels HR request turnaround times HR policy and process compliance Accuracy and timeliness of HR reporting Completion of HR projects and improvement initiatives HR automation and process efficiency improvements Functional team performance and accountability Internal stakeholder satisfaction Qualifications and Experience Bachelor s degree in Human Resources Business Administration Psychology Management or a related discipline Professional HR qualification is an advantage Approximately 8 12 years of progressive HR experience Previous experience managing HR operations or multiple HR functions Experience within a large multicompany or complex organization is strongly preferred Strong knowledge of HR operations recruitment performance management training employee benefits and HR governance UAE HR experience is strongly preferred Experience within healthcare or another large servicebased organization would be an advantage Competencies The successful candidate should demonstrate Strong operational ownership multitasking Excellent communication and stakeholder management Sound judgment and decisionmaking Ability to challenge and influence constructively Strong followup and accountability Ability to manage multiple priorities High level of discretion and confidentiality Strong analytical and problemsolving capability Commercial and cost awareness Confidence dealing with managers and senior stakeholders Ability to work independently and make decisions within delegated authority Strong organizational skills Process improvement mindset Comfort working with HR systems reporting automation and data Ability to distinguish routine operational issues from matters requiring senior escalation