HR Executive

Responsibilities

• End-to-End Hiring:
  Manage the full recruitment lifecycle — job postings, sourcing, screening, interviewing, offer negotiation, and closing
• Global Sourcing:
  Build and manage a global candidate pipeline; identify and negotiate with international manpower/recruitment agencies to source overseas talent, and coordinate visa and mobilization logistics with relevant internal teams.
• Institutional Partnerships:
  Establish and maintain formal tie‑ups with hospitality training institutes, airline customer service training academies, cruise line service training programs, and other relevant vocational institutes to create a steady, pre‑trained talent funnel.
• Onboarding:
  Design and run a structured onboarding and induction program so new hires understand brand standards, guest engagement expectations, and floor procedures before they start work.
• Stakeholder Coordination:
  Act as the key liaison between operations managers, branch managers, and the HR/hiring function — translating floor‑level staffing and skill gaps into targeted hiring plans.
• Pipeline & Bench Strength:
  Maintain a warm, ready pipeline of candidates for high‑turnover front‑of‑house/play area roles so vacancies are filled quickly without compromising quality.
• Employer Branding:
  Build the company's presence on relevant job boards, Linked In, institute placement cells, and agency networks to attract stronger applicants consistently.
• Reporting & MIS:
  Track and analyze hiring metrics; report regularly to the HR Manager on pipeline health, sourcing channel performance, and early‑tenure performance/attrition trends.
• Compliance:
  Ensure all hiring and onboarding documentation (contracts, offer letters, visa paperwork coordination, personnel files) is accurate and compliant with UAE labour law.