People Partner (Emarati)

About ADASI: ADASI is the regional leader in autonomous systems and services, dedicated to offering holistic solutions – from the development and production of unmanned systems to joint mission analysis and careful equipment acquisition. ADASI manufactures, operates and maintains next-generation autonomous solutions for air, land and sea – capable of performing in a diverse range of demanding environments. Leveraging advanced technologies to comply with the tactical demands of the future, ADASI aims to be a world leader in building the next generation of autonomous capabilities. 

We are looking for a dynamic and proactive People Partner to join our Human Resources team. In this role, you will support the day-to-day HR operations and collaborate with various departments to ensure smooth people processes and a positive workplace culture.

• Provide Guidance and Support:
  • Serve as the first point of contact for employees seeking advice on HR-related issues, including workplace conflicts, interpersonal challenges, performance concerns, and personal matters affecting work.
  • Offer solutions and mediate conflicts between employees or between employees and managers to ensure productive relationships are maintained.
  • Advise on policies and procedures, ensuring that both employees and managers are well-informed and aligned with company values and expectations.
• Conflict Resolution and Mediation:
  • Help resolve workplace conflicts in a fair and unbiased manner, using negotiation and mediation techniques to address disagreements or concerns before they escalate.
  • Facilitate meetings between parties involved in disputes to ensure that all concerns are heard and that resolutions are fair, transparent, and aligned with company policies.
• Policy Interpretation and Compliance:
  • Ensure that employees understand and comply with company policies, procedures, and codes of conduct.
  • Provide clear and consistent guidance on topics such as attendance, conduct, harassment, performance expectations, and more.
  • Escalate serious employee relations issues to senior HR leaders or management when needed, ensuring compliance with legal and company standards.
• Employee Advocacy:
  • Act as an advocate for employees' needs and concerns within the company, working closely with management to balance both the needs of the employees and the organization.
  • Strive to create an inclusive, respectful, and positive work environment by supporting initiatives that promote diversity, equity, and inclusion.
• Employee Engagement and Feedback:
  • Gather feedback from employees regarding their experience, concerns, and suggestions for improving the work environment through surveys, one-on-one discussions, or focus groups.
  • Use feedback and engagement surveys to identify trends and areas for improvement in employee satisfaction, morale, and workplace culture.
  • Work with HR leadership to implement action plans based on feedback and develop strategies for continuous improvement.
• Disciplinary Actions and Documentation:
  • Assist managers in handling performance issues or violations of company policies, including coaching, performance improvement plans (PIPs), and disciplinary actions.
  • Ensure that all disciplinary actions are handled fairly, consistently, and in accordance with company guidelines, including documenting all steps and maintaining confidentiality throughout the process.
• Onboarding and Employee Integration:
  • Support the integration of new hires by providing them with an understanding of company culture, values, and expectations.
  • Facilitate employee check-ins during their first few months to ensure they feel welcomed and supported in their roles.
• Exit Interviews & Retention:
  • Conduct exit interviews for employees leaving the company, gathering insights on their experiences and reasons for departure.
  • Analyze exit data to identify trends or recurring issues that could impact retention, and share findings with leadership to inform retention strategies.

Qualifications

• Experience:
  • 1 to 3 years of experience in Human Resources, HR operations, or a related field.
  • Previous experience in employee relations, recruitment, or talent management is preferred.
• Education:
  • A Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field is preferred.
  • Relevant HR certifications (e.g., SHRM-CP, PHR) are a plus but not required.
• Skills & Competencies:
  • Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization.
  • Ability to handle sensitive information with confidentiality and professionalism.
  • Problem-solving skills and the ability to manage multiple tasks simultaneously.
  • Proficiency in MS Office Suite (Excel, Word, PowerPoint) and familiarity with HRIS systems.
  • A proactive and collaborative approach to working with teams and individuals.