HR Manager HR Trade Zone

CODED — The First Tech & AI Academy in the Arab World About CODED

CODED is the first tech and AI academy in the Arab world, and the region's go-to place for technology and AI education. We build real technical capability — software engineering, artificial intelligence, cybersecurity, data science, and emerging technologies — across individuals, youth, and enterprises.

What we are building is talent density
. Not headcount. Not volume. A concentrated pool of genuinely exceptional people, inside CODED and across the market we serve.

We only aspire to work with people who are excellent at what they do, and who raise the standard of everyone around them.

If talent density is the goal, this is the role that delivers it.

The HR Manager owns the people and administrative backbone of CODED — who we let in, how we hold them to a standard, and whether the systems around them work.

This is a management role, not an execution role
. You have a Recruiter and an Admin Officer working for you. Your job is to set the standard, own the deadlines, unblock the team, and step in personally on the things that matter most — not to do their work.

Three domains:

• Talent — Recruitment, Contractors & Internships
• Performance Management & Manager Accountability
• HR Operations, Payroll, Admin & SOPs

You manage a Recruiter. You do not run every search yourself.

• Own manpower planning with department heads: what we need, when, and why
• Set the hiring standard and define what "good" looks like for each role before the search starts
• Own the deadlines. Time-to-hire is your number, not the Recruiter's excuse.
• Manage, coach, and develop the Recruiter — review their pipelines, their screening quality, and their candidate experience
• Maintain quality control on every shortlist: no weak candidates reach a hiring manager
• Step in personally on senior, sensitive, or stalled searches
• Keep the ATS clean and honest — no ghost pipelines, no stale candidates, no guesswork

• Own the link with instructors, freelancers, and contractors — our teaching capacity is a supply chain, not an afterthought
• Standardise engagement terms, rate cards, and documentation
• Build bench capacity ahead of demand so no programme is ever staffed in a panic

• Design and run internal internship programmes when the business needs capacity or a talent pipeline
• Convert strong interns into full hires
• Unblock the team — when a department is stuck for people, it is your job to find the answer, whether that is a hire, a contractor, an intern, or a redistribution

Objective: the right people, in the right seats, on time — delivered through a team you manage.

This is the domain that is hardest to delegate, and the one you own personally.

• Own the appraisal cycle end to end: goal setting, mid-cycle reviews, evaluations, calibration
• Maintain the performance management system and the integrity of its data
• Hold department managers accountable to their SOPs and to their people responsibilities — firmly and respectfully
• Surface underperformance early with evidence, and coach managers through handling it properly
• Run structured feedback mechanisms: peer surveys, 360s, performance logs
• Protect the talent-density standard: a strong culture is built by what you tolerate

Objective: performance is measured, discussed, and acted on — not avoided.

You manage an Admin Officer. You own the system; they run the routine.

• Oversee payroll coordination with the third-party provider — accuracy and timeliness are non-negotiable
• Oversee employee registration, contracts, indemnity, and end-of-service calculations
• Own labour-law compliance, PAM and PIFSS obligations, visa and residency administration
• Manage the Admin Officer: set standards, review output, maintain quality, and develop them
• Oversee office operations, facilities, vendors, and reception
• Own the HR SOP library company-wide — write it, keep it current, enforce it, and hold it to a high quality bar
• Design processes that scale,…