People & Culture Manager

Job Summary

The People & Culture Manager is responsible for designing, governing, and enabling people practices that support the company’s growth, performance, and culture across retail stores, factory, and head office.

This is a hands‑on role in a fast‑growing, multi‑site environment, requiring a pragmatic, execution‑first approach rather than a large HR team. The role focuses on strengthening leadership capability, improving people processes, and ensuring a consistent, high‑quality employee experience as the business scales.

The role acts as a trusted partner to the department heads, supporting organizational design, people capability, and performance management, while ensuring that brand values and standards of excellence are translated into daily employee behaviors.

• Partner closely with the department heads to align people priorities with business growth, retail expansion, and operational needs.
• Support leadership in organizational design, role clarity, team structure, and workforce planning as the company scales.
• Act as a trusted advisor and people coach to managers, strengthening their ability to manage performance, engagement, and team dynamics.
• Embed brand values, performance expectations, and customer‑centric mindset into all people practices.
• Champion a consistent company culture across stores, factory, and head office.

• Define talent acquisition strategy, role clarity, and hiring standards; lead end‑to‑end recruitment for corporate and leadership roles, and oversee execution through HR Operations and Talent Acquisition teams.
• Oversee and continuously improve high‑volume retail hiring processes in collaboration with the HR team.
• Ensure recruitment practices reflect organizational needs, role clarity, and long‑term capability building.
• Develop sustainable talent pipelines to support ongoing store expansion.

• Design and implement practical, effective onboarding experiences for retail, factory, and corporate employees.
• Own and continuously improve performance management practices, ensuring they are simple, consistent, and used effectively by managers.
• Coach managers on setting expectations, giving feedback, and addressing underperformance early.
• Identify capability gaps and work with training providers to deliver relevant development initiatives.
• Act as internal owner for people‑related projects (e.g. compensation & benefits frameworks), ensuring smooth implementation and adoption.

• Design and deliver employee engagement initiatives, internal campaigns, and activities that drive motivation, loyalty, and retention—especially for frontline retail teams.
• Own internal people communications, ensuring tone, messaging, and content reflect the company’s standards, culture, and ambition.
• Strengthen employee connection, motivation, and retention through clear communication, strong onboarding, and capable managers.
• Promote an inclusive, positive, respectful, and performance‑driven work environment.

• Set employee relations standards and frameworks; coach and support managers and HR teams in handling employee relations matters (day‑to‑day ER owned by HR Ops – Fatema).
• Support and coach managers in handling disciplinary issues, grievances, probation management, and performance concerns.
• Ensure compliance with local labor laws while maintaining a pragmatic, business‑oriented approach.
• Lead exit interviews and use insights to address root causes and improve retention.

• Own the overall people architecture, governance model, and operating rhythm for HR across UAE and other countries.
• Define people operations standards, policies, and SLAs; ensure effective execution through HR Operations leadership.
• Partner with Finance and Admin functions to ensure smooth execution of payroll and employee lifecycle processes.
• Ensure people policies and procedures remain fit‑for‑purpose, practical, and aligned with business needs.
• Design and own the training…