We are “Reconnecting a Better World” through our best-in-class team of dedicated, passionate, and highly trained aviation professionals. We have been awarded “Ground Handler of the Year” for seven consecutive years and are committed to our Vision of being the world’s most admired air services provider. Lead from our Global Headquarters in Dubai and with international and domestic operations spanning six continents, our Mission is to deliver the promises our customers make. If you’re looking for a highly rewarding career in aviation services, you’re looking for dnata!
dnata is one of the world’s largest air services providers. Established in 1959, the company ensures the aviation industry operates smoothly and efficiently in 129 airports. Offering ground handling, cargo, travel, and flight catering services in 35 countries across six continents, dnata is a trusted partner for over 300 airline customers around the world. Each day, the company handles over 1,900 flights, moves over 8,500 tons of cargo, books over 16,000 hotel stays, and uplifts over 320,000 meals.
As a Vice President Human Resources you will be a key member of the leadership team, be responsible for driving and overseeing all HR activities and services related to its function including recruitment and talent acquisition, employee engagement and development, performance management, learning, retention management, payroll, succession planning, retirement and HR policy implementation, support the organization in achieving its strategic goals, business growth and developing a strong organisational culture.
In this role, you will:
- Strategy Involvement: Drive the implementation of effective people strategies and HR management systems in line with the organization’s objectives and growth. Provide unique insights into employees’ needs to influence executive leaders’ decision to support business initiatives that have significant people implications.
- Planning horizon and integration of directions: Understand business from an operational, commercial, and people perspective. Utilise business knowledge to plan functional activities. Partner with leadership to develop integrated sourcing and recruiting strategies to support the companys growth. Develop a comprehensive strategic talent plan, including talent acquisition, onboarding and succession planning focus.
- Policy & Procedures: Maintain knowledge of laws, regulations, and best practice in employment law, HR, payroll, benefits, workers compensation and talent management. Develop and implement HR policies, procedures and best practices to ensure procedural/legislative requirements are fulfilled. Design and maintain handbook on policies and procedures. Drive consistency in standards in wages, benefits, and teams structure through analysis and feedback.
- Financial Management: Prepare and consolidate the department’s budget driving optimal utilization of resources and monitoring financial performance against set budgets to ensure these are achieved. Research, develop, and implement competitive compensation, benefits, and employee incentive programs in alignment with the overall HR strategy. Initiate and constantly interact with local, regional, and national partners to understand wage implications.
- Continuous Improvement: Drive change through continuous improvement of systems, processes and practices to enhance people experience and maximise efficiencies in line with agreed targets. Build relationships, network, share best practice and identify opportunities for synergies across the various dnata entities, ensuring alignment on key initiatives where possible. Recommend improvements and drive initiatives together with engaged and inspired colleagues across all levels of the organisation.
- Problem Solving: Anticipate and respond to business challenges, effectively balance short term and long-term considerations when dealing with problems. Collaborate with business leaders, identify and understand departments needs and challenges to provide optimal HR solutions.
- Governance & Controls: Ensure all business activities are carried out in accordance with ‘the dnata way’, the Board of Directors approvals and all other applicable local & international laws, regulations, standards & rules. Ensure compliance with employment, benefits, insurance, and necessary regulations and requirements.
- Risk awareness and responsibility: Act in the best interest of the company at all times, ensure business decisions on people-related matters are made based on authority level limits and after the appropriate level of due diligence, risk analysis and consultation/approval of executive leaders have been carried out.
- Relations: Manage Collective Bargaining Agreements (CBA) and maintain a productive relationship with union leadership. Build and strengthen relationships with employees, internal and external stakeholders to foster continuous growth. Encourage open dialogue and create a supportive environment conducive to positive employer-employee relationship. Maintain strong relations and open communication with the Dubai Corporate Teams to provide consistency in policies, procedures, guidelines, and reporting. Participate in HR and networking conferences and events when required.
- Drive the dnata Vision, Mission and Values in the business and embody these principles in all people’s practices.
- Managing Performance: Set clear and measurable objectives for direct reports at department level on an annual basis in line with the vision of the top executive leaders. Drive performance accountability and enable the team to achieve through appropriate support and resourcing. Coach and support department heads in setting clear and achievable performance goals for their teams. Provide guidance and leadership to the human resource management team.
- Reward & Recognition: Drive a high-performance culture and effectively utilise the organization’s reward and recognition initiatives. Identify opportunities to enhance employee engagement.
- Talent Management: Ensure effective Talent Management and Succession Planning are in place to mitigate the risks of skills gaps.
- Safety: Lead with safety as a priority, ensuring all decisions are made with safety in mind. Direct procedures and processes to maintain compliance with Occupational Safety and Health Act (OSHA) regulations. Role model safety behaviours and hold direct reports accountable for implementing and maintaining safety policies in the workplace that are in line with dnata’s safety rules and best practice.
- Behaviour: Act as a role model for the team and wider organisation in all people, customers, and external parties’ interactions.
