Senior Manager HR Business Partnering

Synopsis

The Senior Manager HR Business Partnering role provides high-impact, senior-level HR partnership to assigned business portfolios within Etihad Airways. Acting as a trusted advisor to Directors and Senior Leaders, this role translates business strategy into clear, executable people plans while ensuring strong governance, risk management, and disciplined delivery.

The Senior Manager HRBP serves as the primary HR interface for the business and owns the execution of HR initiatives within the assigned portfolio. This includes managing employee relations cases within delegated authority, leading workforce planning, and recommending organisation design, talent, and reward actions to Directors. The role operates with a high degree of autonomy while escalating enterprise-level, complex, or high-risk matters to the Director, HR Business Partnering, in line with established governance and decision-making frameworks.

Previous airline industry experience is a mandatory requirement for this role. Only candidates with direct airline experience will be considered at this time.

Partner closely with functional leaders to understand business priorities and translate them into actionable workforce and people strategies. Provide proactive, data-driven advice on organisation design, role clarity, spans and layers, and productivity. Act as a trusted advisor on leadership effectiveness, team performance, and change initiatives, supporting transformation, restructuring, and growth across assigned portfolios.

Execute annual and multi-year workforce plans aligned to budget, productivity, and capability requirements. Identify critical roles, skills gaps, and succession risks, partnering with HR Centres of Excellence to implement solutions. Support Emiratisation, localisation, and early-career pipeline initiatives where applicable. Monitor and interpret workforce metrics including headcount, attrition, time-to-fill, and cost.

Lead talent review preparation and execution for assigned populations. Support succession planning and leadership pipeline development. Ensure effective performance management cycles, calibration, and outcomes. Coach leaders on performance management, development planning, and retention conversations.

Manage employee relations cases within delegated authority, including performance, conduct, and grievance matters. Ensure cases are handled fairly, consistently, and in compliance with policy and local labour law. Escalate complex, high-risk, or sensitive cases to the Director, HR Business Partnering, and relevant governance forums. Partner closely with Employee Relations leadership to mitigate people risk.

Partner with Total Rewards on pay reviews, compa-ratio management, and retention actions. Support leaders in making reward decisions within approved frameworks. Drive engagement action planning and culture initiatives within the business, identifying and mitigating attrition and engagement risks.

Ensure compliance with HR policies, processes, and governance standards. Act as the coordination point between the business and HR Centres of Excellence. Prepare high-quality people insights, briefing papers, and recommendations for senior leadership. Maintain strong, credible relationships with stakeholders across HR and the wider business.

• Minimum of 8–12 years of progressive HR experience, with significant HR Business Partnering exposure
• Mandatory:
  Previous experience within the airline industry (candidates without airline experience will not be considered)
• Proven experience partnering with senior leaders in complex, fast-paced, operational environments
• Strong exposure to workforce planning, organisation design, and employee relations
• Excellent consulting, influencing, and stakeholder management skills
• Sound judgement with the ability to manage sensitive and high-risk issues
• Data-driven, commercially minded, and outcome-focused
• Comfortable operating independently with…