Director - Employee Relations, Policy & Governance

About the role

An opportunity to lead employee relations, policy, governance and compliance across a large, complex multi‑business organisation. The role sits at group level and acts as the senior escalation point for critical employee relations matters while driving policy harmonisation, transformation initiatives and organisational governance.

Key responsibilities

• Act as the senior escalation point for complex, sensitive and high‑risk employee relations cases.
• Lead employee relations governance across multiple business entities, ensuring consistency, compliance and best practice.
• Develop, write, implement and enforce group‑wide people policies and governance frameworks.
• Provide expert guidance on investigations, grievances, disciplinary matters and organisational risk.
• Drive compliance with employment legislation and internal governance standards.
• Partner with senior leadership on workforce‑related risk, organisational change and transformation initiatives.
• Support organisation‑wide automation and AI‑enabled people transformation programmes.
• Establish robust reporting, controls, escalation processes and case‑management frameworks.
• Influence senior stakeholders and challenge non‑compliant behaviours when required.
• Lead and develop a small employee relations function while advising the wider organisation.

Required profile

• Significant experience in employee relations, governance, compliance and policy development.
• Proven background managing sensitive investigations, grievances, disciplinary processes and complex escalations.
• Experience creating and implementing policies from first principles within large‑scale organisations.
• Strong understanding of employment law and regulatory compliance; legal qualifications are advantageous.
• Experience operating within complex, matrixed or multi‑entity environments.
• Demonstrated ability to work with senior executives and provide credible challenge.
• Highly structured, detail‑oriented and methodical approach.
• Resilient and comfortable managing difficult conversations and high‑pressure situations.
• Agile mindset with the ability to adapt to changing priorities.
• Exposure to transformation, automation or digital HR initiatives is highly desirable.
• UAE or GCC experience preferred.
• Professional HR qualifications such as CIPD, SHRM or equivalent are advantageous.