Job Description

Overview Of The Role:
The HR Business Partner will be partnering with leaders to drive business performance through effective people management within the Real Estate portfolio. This role ensures our talent, organizational structure, capabilities, and culture enable and accelerate business success and translate the business strategy into actionable people initiatives, delivering commercial outcomes while building a high-performing, engaged workforce aligned to our growth objectives. The HRBP partners with Group HR and Divisional HR teams to ensure that Group frameworks, best practices, and HR initiatives are effectively implemented within Real Estate. The role ensures full compliance with HR policies, labour laws, and governance standards, and provides practical, well-judged solutions to complex people matters while professionally representing HR with all stakeholders.
What You Will Do:

• Act as a hands-on leader for Real Estate leadership, shaping and delivering the people agenda.
• Influence senior leaders to make sound people and organization decisions.
• Design and execute business and change initiatives with pace and discipline.
• Position HR as a driver of results, not merely an administrative function.
• Lead HR projects and strategic initiatives to improve effectiveness, experience, and productivity.
• Manage priority HR initiatives such as recognition, performance, engagement, and wellbeing.
• Simplify, standardize, and improve HR processes based on business needs and data.
• Proactively introduce and implement new ideas and solutions.
• Design and manage structures, manpower plans, and workforce budgets aligned to objectives.
• Actively control and optimize headcount and manpower budgets.
• Ensure organizational structures support productivity, accountability, and scalability.
• Develop data-driven and delivery-focused workforce plans.
• Build a sustainable talent and leadership pipeline within Real Estate.
• Deliver high-quality talent aligned to performance and future capability needs.
• Identify successors for critical roles and develop leaders and high-potential employees.
• Focus on coaching and retention efforts for talent development.
• Foster a high-performance culture aligned with AFRE and Group values.
• Implement engagement and wellbeing programs to improve morale, retention, and productivity.
• Actively achieve diversity, Emiratisation, and inclusion goals.
• Ensure performance management is consistent, fair, and accountable.
• Provide leaders with workforce insights on cost, capability, attrition, risk, and performance.
• Apply HR policies, labour law, and governance frameworks consistently.
• Handle employee relations cases with professionalism and minimal risk.
• Ensure people decisions are commercially sound and legally compliant.

Skills Required