HR Manager People And Culture — Arabic And English

About Joud Coffee

Hr Manager (People & Culture)

Employer Branding & Talent Attraction

Requirements (Must-Have)

Location & Work Style

• Culture & Engagement (your #1 mission)
• Translate our values into clear frontline behaviors (how we speak, serve, lead, and solve problems)
• Build practical culture routines: recognition, manager coaching, “wins of the week,” team rituals
• Run engagement systems that lead to action: listening sessions, pulse checks, feedback loops, action plans
• Protect a “no ego / high ownership” environment—resolve conflicts early and keep standards high
• Field HR — be on the floor, not behind the desk
• Build a structured outlet visit cadence (weekly/bi-weekly) with check-ins
• Coach outlet leaders on people topics: attendance, attitude, teamwork, service behavior, discipline, escalations
• Train managers on tough conversations + documentation (firm, fair, consistent)
• Detect issues early (culture drift, burnout, poor leadership) and fix them with real interventions
• Hiring & workforce growth (multi-site)
• Own recruitment end-to-end: role scorecards, structured interviews, selection standards, offers, onboarding
• Build workforce plans with Ops: staffing models by outlet/format and peak season planning
• Raise hiring quality and retention through better screening, onboarding, and manager capability
• Build referral programs and partnerships to keep the pipeline warm
• Employer Branding & LinkedIn (you own it)
• Build and manage our LinkedIn company page (setup/refresh, access control, brand consistency)
• Create an employer brand content plan: team stories, promotions, training, culture moments, behind-the-scenes
• Run hiring campaigns and build a talent community (followers → applicants → hires)
• Track simple results: follower growth, engagement, applicant quality, conversion rates
• Coordinate with Marketing for brand guidelines—but HR owns the talent narrative
• Emiratization (must-have experience)
• Lead Emiratization planning and execution: sourcing, hiring, onboarding, retention, development pathways
• Build relationships and pipelines for Emirati talent (universities, programs, local networks)
• Manage relevant reporting/requirements and ensure ongoing compliance with Emiratization initiatives
• Design career paths and support plans to help Emirati employees succeed and grow in operations and HQ roles
• UAE Labour Law & HR compliance (must-have)
• Ensure strong compliance with UAE labour law and MOHRE-related processes
• Own contracts, policies, employee relations, investigations, disciplinary actions and terminations (proper process + documentation)
• Coordinate visa/work permit administration with PRO / government portals where relevant
• Maintain accurate employee records and HR reporting (headcount, turnover, attendance, leave, etc.)
• Fluent Arabic & English (spoken + written)
• 5–8+ years HR experience, ideally in hospitality/retail with multiple locations
• Strong UAE labour law knowledge + hands-on HR compliance experience (ER, documentation, terminations, contracts)
• Proven Emiratization experience (implementation, hiring pipelines, onboarding/retention, reporting/requirements)
• Experience building employer branding / talent attraction, including LinkedIn company page + hiring campaigns
• Field/operator mindset: you enjoy being in outlets and solving real people problems
• High integrity, calm under pressure, strong judgment and confidentiality
• Experience in a fast-scaling, founder-led brand
• Built onboarding/training systems for frontline teams
• HRIS/LMS exposure (training platforms a plus)
• Abu Dhabi-based.
• Regular travel to outlets is essential (this is part of the job, not optional).

How To Apply

• Send Your CV And a Short Note Answering
• What did you personally do to improve culture/engagement in a frontline business?
• Share one Emiratization initiative you led and the outcome.
• What LinkedIn/employer brand work did you own and what results did you achieve?

Job Details

About The Company

Report