HR Manager Resume Example & Writing Guide for GCC Jobs

Why Your HR Manager Resume Needs a GCC Focus

Human resources management in the Gulf Cooperation Council countries operates under a regulatory and cultural framework that is fundamentally different from Western markets. The GCC's labour markets are shaped by nationalization policies — Emiratisation in the UAE, Saudization (Nitaqat) in Saudi Arabia, Omanisation in Oman, and equivalent programs in Kuwait, Bahrain, and Qatar — that require HR managers to balance compliance with workforce planning in ways that simply do not exist elsewhere. An HR manager who cannot demonstrate deep knowledge of these programs will be immediately filtered out by GCC recruiters.

The workforce composition across the Gulf is unlike any other region. In the UAE, expatriates make up approximately 90% of the private-sector workforce, representing over 200 nationalities. Saudi Arabia's Vision 2030 is driving rapid localization, with mandatory quotas for Saudi nationals across virtually every industry. Qatar's World Cup legacy has transformed its labour regulations, introducing new wage protection systems and mobility rights. An HR manager resume must demonstrate the ability to manage this extraordinary diversity — navigating different employment contracts, visa categories, end-of-service benefits, and cultural expectations across a workforce that may include employees from 30+ countries.

Labour law compliance is a critical competency for GCC HR managers. Each country has its own comprehensive labour code: UAE Federal Decree-Law No. 33 of 2021, Saudi Labour Law, Qatar Labour Law No. 14 of 2004 (as amended), and corresponding legislation in Kuwait, Bahrain, and Oman. These laws govern everything from probation periods and notice requirements to gratuity calculations, working hours during Ramadan, annual leave entitlements, and termination procedures. HR managers must also understand the WPS (Wage Protection System) that ensures timely salary payments, GOSI (General Organization for Social Insurance) in Saudi Arabia, and pension schemes for nationals in each country.

Beyond compliance, GCC employers increasingly expect HR managers to drive strategic workforce transformation. Saudi Arabia's NEOM, Red Sea Global, and entertainment sector expansion are creating hundreds of thousands of new jobs that require sophisticated talent acquisition, workforce planning, and organizational development capabilities. The UAE's push into AI, fintech, and advanced manufacturing demands HR leaders who can build future-ready workforces. Your resume must position you as a strategic HR partner, not merely an administrative functionary.

Compensation and benefits design in the GCC is also uniquely complex. Packages typically include base salary, housing allowance (often 30-40% of base), transportation allowance, annual flights home, schooling allowances for families, and medical insurance — all of which must be structured differently for expatriates versus nationals. HR managers must understand total reward strategies that attract global talent while complying with local requirements for national employees, including pension contributions and development programs mandated by nationalization policies.

Key Sections Every HR Manager Resume Must Include

Personal Information & Contact Details

Include your full name, nationality, visa status, phone number with country code (+971 for UAE, +966 for Saudi), professional email address, and LinkedIn profile URL. For HR roles in the GCC, nationality and visa status are particularly important as they indicate your understanding of and eligibility under nationalization programs. If you hold a transferable residence visa or Golden Visa, state this clearly.

Professional Summary

Write a focused 3-4 sentence summary highlighting your years of HR experience, areas of specialization (talent acquisition, employee relations, compensation & benefits, organizational development), sectors served, and quantified achievements. Mention GCC-specific expertise such as nationalization programs, labour law compliance, or multi-country HR operations prominently. This is the first thing recruiters and ATS systems evaluate.

Core Competencies

A skills matrix or competency grid is particularly effective for HR manager resumes. Organize your skills into categories: Strategic HR (workforce planning, organizational design, change management), Operational HR (recruitment, payroll, employee relations), Compliance (labour law, nationalization, WPS), and Technology (HRIS, ATS, analytics). This format is highly ATS-friendly and allows recruiters to quickly assess your capabilities.

Work Experience

Reverse chronological format with 4-5 achievement-focused bullet points per role. Each bullet should begin with a strong action verb and include a quantified result. Focus on headcount managed, recruitment volumes, employee retention improvements, cost savings, nationalization ratios achieved, and HR program implementations. GCC employers value HR managers who can demonstrate measurable business impact.

Education & Certifications

Degree in Human Resources, Business Administration, Psychology, or a related field. Professional HR certifications carry significant weight in the GCC market. CIPD (Chartered Institute of Personnel and Development) is the gold standard, followed by SHRM-CP/SCP and PHR/SPHR. Many GCC employers list CIPD as a requirement in job descriptions.

Languages

List all languages with proficiency levels. Arabic is a strong advantage for HR roles that involve managing local employees, liaising with government entities (Ministry of Human Resources, immigration authorities), and interpreting Arabic-language legal documents and government portals.

Top 10 Skills for HR Manager in the GCC

1. GCC Labour Law & Compliance — Comprehensive knowledge of employment legislation across GCC countries is the single most critical skill for HR managers in the region. This includes UAE Federal Decree-Law No. 33 of 2021, Saudi Labour Law, and equivalent legislation in other Gulf states. You must understand employment contracts (limited vs. unlimited term), probation periods, notice requirements, end-of-service gratuity calculations, working hour regulations (including Ramadan reduced hours), annual leave entitlements, and lawful termination procedures. Demonstrating multi-country labour law knowledge across 2-3 GCC jurisdictions makes you significantly more valuable.

2. Nationalization Program Management (Emiratisation/Saudization) — Managing compliance with nationalization quotas is a core HR function in the GCC. In the UAE, the Emiratisation policy requires private-sector companies with 50+ employees to increase Emirati headcount by 2% annually. In Saudi Arabia, the Nitaqat system classifies companies into colour-coded bands based on their Saudi nationalization ratio, with significant penalties for non-compliance. HR managers must develop nationalization strategies, manage national employee development programs, liaise with government entities like Nafis (UAE) and HRDF (Saudi Arabia), and ensure quota compliance while maintaining operational efficiency.

3. Talent Acquisition & Recruitment — HR managers in the GCC must manage recruitment across an extraordinarily diverse talent pool, sourcing candidates from the local market, regional markets (MENA), and international markets (South Asia, Southeast Asia, Europe, North America). This requires expertise in multi-channel sourcing, employment visa processing, credential verification and attestation, salary benchmarking across nationalities (while maintaining equitable compensation structures), and onboarding employees from different cultural backgrounds. Familiarity with GCC recruitment platforms like Bayt.com, GulfTalent, LinkedIn, and government job portals (Tawteen, Jadarat) is essential.

4. Compensation & Benefits Design — GCC compensation structures are complex and typically include base salary, housing allowance, transportation allowance, annual airfare, schooling allowances, and medical insurance. HR managers must design competitive total reward packages that attract global talent while managing costs and ensuring internal equity. Understanding gratuity calculations (based on basic salary and years of service per local law), Wage Protection System (WPS) compliance, and pension/social insurance contributions for nationals (GPSSA in UAE, GOSI in Saudi Arabia) is essential.

5. HRIS & HR Technology — Proficiency in Human Resource Information Systems is increasingly mandatory. SAP SuccessFactors, Oracle HCM Cloud, and Workday are used by large GCC enterprises and multinationals. Regional solutions like Bayzat, ZenHR, and MenaITech are popular among mid-sized companies. HR managers should also be proficient with ATS platforms (Greenhouse, Lever, iCIMS), payroll systems, and performance management tools. Experience implementing or optimizing HRIS platforms is particularly valued.

6. Employee Relations & Conflict Resolution — Managing a multicultural workforce with employees from dozens of nationalities requires exceptional interpersonal and conflict resolution skills. HR managers must navigate cultural differences in communication styles, workplace expectations, and dispute resolution preferences. Knowledge of grievance procedures, disciplinary processes compliant with local labour law, and mediation techniques is essential. Understanding the role of the Ministry of Human Resources (MOHRE in UAE, MHRSD in Saudi Arabia) in dispute resolution is also important.

7. Performance Management & Organizational Development — Designing and implementing performance management frameworks that work across diverse cultural backgrounds is a key competency. GCC companies are moving away from traditional annual reviews toward continuous feedback models, OKRs, and competency-based frameworks. HR managers who can drive this transformation while respecting cultural sensitivities around feedback and performance evaluation are highly valued. Experience with talent mapping, succession planning, and leadership development programs adds significant value.

8. Payroll Management & WPS Compliance — While large organizations have dedicated payroll teams, HR managers must understand payroll processes, especially WPS compliance, which is mandatory across all GCC countries. The WPS requires employers to pay salaries through approved banking channels within specified timeframes, with severe penalties for non-compliance. HR managers should understand payroll calculations including overtime, deductions, leave encashment, and gratuity settlement, as well as reporting requirements to government authorities.

9. Workforce Planning & Analytics — Data-driven HR management is becoming the norm in the GCC. HR managers who can analyze workforce data, predict turnover, optimize recruitment pipelines, and measure the ROI of HR initiatives are in high demand. Skills in HR analytics using Power BI, Tableau, or Excel-based dashboards, combined with the ability to translate data into strategic recommendations for senior leadership, differentiate top HR professionals from administrative ones.

10. Change Management & Transformation — The GCC is undergoing massive economic transformation driven by Vision 2030 (Saudi Arabia), We the UAE 2031, Qatar National Vision 2030, and equivalent programs across the region. HR managers are at the forefront of organizational change, managing restructuring, cultural transformation, digital adoption, and workforce upskilling initiatives. Certification in change management methodologies (Prosci ADKAR, Kotter) combined with practical experience leading transformation in GCC organizations is a powerful differentiator.

Professional Summary Examples

Entry-Level HR Manager

CIPD Level 5 qualified HR professional with 3 years of experience in human resources operations across the UAE. Managed full-cycle recruitment for 120+ positions annually across hospitality and retail sectors, achieving a 92% offer acceptance rate and reducing average time-to-hire from 45 to 28 days. Administered onboarding for a multicultural workforce of 800+ employees from 35 nationalities, ensuring visa processing compliance and seamless integration. Proficient in ZenHR and Bayzat HRIS platforms with strong knowledge of UAE Labour Law and Emiratisation requirements. Seeking an HR Manager role to apply analytical skills and GCC HR expertise to drive talent strategy and operational excellence.

Mid-Career HR Manager

Strategic HR Manager with 7 years of experience in the GCC, specializing in talent acquisition, compensation design, and nationalization program management across UAE and Saudi Arabia. Currently managing an HR team of 5 supporting 1,200 employees across 3 business units for a diversified conglomerate in Dubai. Achieved 125% of Emiratisation targets for three consecutive years while maintaining voluntary turnover below 8%. Redesigned the compensation and benefits framework, generating AED 2.4M in annual savings while improving employee satisfaction scores by 18%. CIPD Level 7 qualified with SAP SuccessFactors and Oracle HCM expertise. Bilingual in English and Arabic with deep understanding of multicultural workforce management.

Senior HR Manager

Senior HR Manager with 13 years of progressive experience including 9 years in the GCC, leading human resources strategy for organizations ranging from 500 to 5,000+ employees across construction, real estate, and financial services sectors. At Aldar Properties, directed HR operations for a workforce of 2,800 across the UAE, managing a team of 12 HR professionals and an annual HR budget of AED 8M. Led enterprise HRIS transformation from legacy systems to SAP SuccessFactors, achieving 40% reduction in HR processing time. Spearheaded Emiratisation strategy that increased national representation from 12% to 22% in 3 years. CIPD Chartered Fellow and Prosci-certified change management practitioner. Known for building high-performing, culturally diverse HR teams that drive measurable business outcomes.

Work Experience Examples

• Managed end-to-end recruitment for 350+ positions annually across the UAE and Saudi Arabia, implementing a structured interview methodology and competency-based assessment framework that improved quality-of-hire scores by 25% and reduced 90-day turnover from 18% to 7%.
• Developed and executed a comprehensive Emiratisation strategy for a company of 1,500+ employees, increasing UAE national representation from 8% to 15% within 2 years, exceeding government targets and qualifying the organization for Nafis programme incentives worth AED 1.2M annually.
• Led the implementation of SAP SuccessFactors across 4 modules (Employee Central, Recruiting, Performance & Goals, Learning) for a regional organization with 3,000 employees, completing the project on time and AED 400,000 under budget while achieving 95% user adoption within 6 months.
• Redesigned the total compensation and benefits framework for a workforce of 2,000+ employees across 3 GCC countries, benchmarking against market data from Mercer and Korn Ferry, resulting in a 15% improvement in offer acceptance rates and AED 3.2M in optimized benefits spending.
• Established a structured Saudization development program in partnership with HRDF, enrolling 45 Saudi graduates annually in a 12-month rotational program with an 80% permanent placement rate, contributing to a Green Nitaqat classification for 4 consecutive years.
• Reduced employee grievances by 40% through the introduction of a digital employee relations case management system, standardized investigation procedures, and mandatory conflict resolution training for all line managers across 8 departments.
• Managed monthly payroll processing for 1,800 employees across the UAE and Oman through WPS-compliant channels, ensuring 100% on-time salary disbursement for 36 consecutive months with zero Ministry of Human Resources penalties.
• Designed and launched an employee engagement program featuring quarterly pulse surveys, focus groups, and action planning workshops that increased overall engagement scores from 62% to 78% over 18 months, contributing to a 12% reduction in voluntary turnover.
• Led organizational restructuring during a company merger, managing the integration of two HR teams and the harmonization of policies, grades, and benefits for a combined workforce of 4,500 employees across 3 GCC countries, completing the transition within 9 months with less than 5% involuntary attrition.
• Created and implemented a comprehensive HR policy manual covering 35 policies aligned with UAE Labour Law (Federal Decree-Law No. 33 of 2021), including remote work, flexible hours, anti-harassment, and whistleblower protection policies, securing approval from senior leadership and legal counsel within 4 months.

Education & Certifications

GCC employers typically require HR managers to hold a Bachelor's degree in Human Resources Management, Business Administration, Psychology, or a related discipline. A Master's degree in HRM or an MBA with HR specialization is valued for senior positions. Professional certifications are extremely important in the GCC HR market — many job descriptions list specific certifications as mandatory requirements rather than preferred qualifications.

Recommended Certifications:

• CIPD (Chartered Institute of Personnel and Development) — The most highly regarded HR qualification in the GCC market. CIPD Level 5 (Associate) is the minimum for mid-level roles, while CIPD Level 7 (Advanced) and Chartered Member/Fellow status are expected for senior HR managers and HR directors. Many GCC employers specifically require CIPD in their job postings.
• SHRM-CP / SHRM-SCP (Society for Human Resource Management) — Widely recognized in the GCC, particularly by American multinational companies and organizations that follow US HR practices. The SHRM-SCP (Senior Certified Professional) is valued for strategic HR roles.
• PHR / SPHR (Professional in Human Resources) — Offered by HRCI, these certifications are recognized in the GCC market. The GPHR (Global Professional in Human Resources) variant is particularly relevant for HR managers overseeing multi-country operations.
• Prosci Change Management Certification — Increasingly valued as GCC organizations undergo significant transformation. Demonstrates structured change management methodology that complements HR leadership.
• SAP SuccessFactors Certification — Technical HRIS certification that adds significant value, particularly for HR managers in large organizations using SAP. SuccessFactors is the dominant enterprise HRIS across major GCC companies.

ATS Optimization Tips for Human Resources

• Include specific HRIS platform names: Write "SAP SuccessFactors", "Oracle HCM Cloud", "Workday", "Bayzat", "ZenHR" — ATS systems filter on exact platform names and these are commonly used as screening keywords for HR roles in the GCC.
• Spell out nationalization programs: Include both the program name and country — "Emiratisation (UAE)", "Saudization / Nitaqat (Saudi Arabia)", "Omanisation" — as recruiters search for these specific terms.
• Reference specific labour laws: Mentioning "UAE Federal Decree-Law No. 33 of 2021" or "Saudi Labour Law" demonstrates detailed legal knowledge and matches keywords used by compliance-focused employers.
• Use standard HR metrics: Terms like "time-to-hire", "cost-per-hire", "employee turnover rate", "engagement score", "offer acceptance rate", "nationalization ratio" are high-value keywords that ATS systems and recruiters search for.
• List certification abbreviations and full names: Include both "CIPD Level 7" and "Chartered Institute of Personnel and Development" as ATS systems may search for either format. Same applies to "SHRM-SCP", "PHR", "SPHR".
• Quantify workforce sizes: Include specific employee headcounts — "managed HR operations for 2,000+ employees" — as many GCC employers filter candidates based on the scale of organizations they have supported.

Common Resume Mistakes for HR Manager

1. Focusing on administrative tasks instead of strategic impact: Listing duties like "processed employee leave requests" or "maintained personnel files" positions you as an HR coordinator, not an HR manager. GCC employers expect HR managers to demonstrate strategic contributions — workforce planning, organizational design, talent strategy, and business partnering. Lead with outcomes like "Reduced voluntary turnover by 15% through redesigned employee value proposition" rather than describing routine processes.

2. Not demonstrating nationalization expertise: Nationalization compliance is arguably the most important HR function unique to the GCC. If you have experience managing Emiratisation, Saudization, or other nationalization programs, this must be prominently featured. Include specific metrics: quotas achieved, national employees recruited and retained, partnerships with government training entities (Nafis, HRDF, Tamkeen). Omitting this experience signals unfamiliarity with the GCC HR landscape.

3. Ignoring labour law knowledge: Many HR manager candidates list generic competencies like "employee relations" without demonstrating specific labour law knowledge. GCC employers need to know you understand gratuity calculations, WPS compliance, visa processing, termination procedures, and the legal nuances that vary by country. Reference specific legislation and regulatory bodies.

4. Omitting technology proficiency: HR technology skills are no longer optional. If you have experience with HRIS implementation, ATS administration, HR analytics dashboards, or payroll system management, highlight these prominently. GCC organizations are investing heavily in HR digital transformation, and HR managers who can lead technology adoption are more valuable than those who simply use existing systems.

5. Not quantifying business impact: Generic statements like "improved employee engagement" carry little weight. GCC employers expect specific metrics: "Improved employee engagement scores from 62% to 78% as measured by Gallup Q12 survey" or "Reduced cost-per-hire by 22% through optimized recruitment channels." Quantify everything — headcount, budgets, timelines, percentages, and cost savings.

GCC Market Insights for HR Manager

The demand for qualified HR managers in the GCC has grown steadily over the past five years, driven by rapid economic diversification, massive infrastructure development, and increasingly complex regulatory requirements. Saudi Arabia's Vision 2030 alone is creating millions of new private-sector jobs, each requiring sophisticated HR management. The UAE's continued expansion as a global business hub, combined with progressive labour law reforms, has elevated the HR function from administrative to strategic across most industries.

Salary Trends: HR manager salaries in the GCC vary significantly by country, company size, and industry. In the UAE, mid-level HR managers earn between AED 18,000 and AED 38,000 per month, with senior HR managers and HR directors commanding AED 38,000-60,000+. Saudi Arabia offers competitive salaries, particularly in Riyadh, with mid-level HR managers earning SAR 16,000-32,000 (approximately AED 15,700-31,400). Packages typically include housing allowance (30-40% of base), annual flights, medical insurance, and schooling allowances. HR managers with CIPD Level 7 and multi-country GCC experience command a 15-20% salary premium over those without professional certification.

Top Hiring Companies: Major GCC employers for HR managers span virtually every sector. In real estate and construction: Aldar Properties, Emaar Properties, NEOM, Red Sea Global, and Al Habtoor Group. In financial services: Emirates NBD, First Abu Dhabi Bank, Al Rajhi Bank, and Kuwait Finance House. In oil and gas: ADNOC, Saudi Aramco, and QatarEnergy. In hospitality and retail: Majid Al Futtaim, Chalhoub Group, Jumeirah Group, and Marriott International's Gulf operations. Government and semi-government entities like Mubadala, PIF (Public Investment Fund), and Abu Dhabi Government are also major HR employers with competitive compensation packages.

In-Demand Specializations: Nationalization program management is the single hottest specialization for HR managers in the GCC, driven by increasingly stringent government targets. Following closely are HR digital transformation (HRIS implementation and optimization), compensation and benefits design for multi-country operations, talent acquisition for specialized sectors (technology, healthcare, renewable energy), and employee experience design. HR managers with experience in mergers and acquisitions integration, organizational restructuring, and change management are also in strong demand as GCC companies pursue aggressive growth and diversification strategies.

Visa & Work Permits: HR professionals can obtain employment visas across all GCC countries through employer sponsorship. The UAE offers particularly favorable conditions, including the possibility of Golden Visa for high-salary earners (AED 30,000+ monthly). Saudi Arabia's Premium Residency program provides an alternative to traditional employer-sponsored visas. HR managers with CIPD or equivalent qualifications generally find the visa process straightforward, as HR is a recognized professional function across all GCC immigration systems. Arabic-speaking HR managers with GCC experience are especially sought after and often receive enhanced relocation packages including family visa sponsorship, housing, and schooling support.

HR Manager Resume Sample — GCC Optimized

Ahmed Al-Farsi

Dubai, UAE | +971-55-XXX-XXXX | [email protected] | linkedin.com/in/ahmedalfarsi

Nationality: Jordanian | Visa Status: UAE Residence Visa (Transferable) | Languages: English (Fluent), Arabic (Native), Urdu (Conversational)

Professional Summary

CIPD Level 7 qualified HR Manager with 9 years of progressive human resources experience including 7 years in the GCC, specializing in talent acquisition, nationalization compliance, and organizational development. Currently leading HR operations for a workforce of 1,600 employees across the UAE and Saudi Arabia at a major real estate development company. Achieved 130% of Emiratisation targets for two consecutive years, implemented SAP SuccessFactors across 5 modules, and reduced voluntary turnover from 22% to 11% through a comprehensive employee engagement and career development strategy. Known for building high-performing multicultural HR teams and partnering with business leaders to deliver data-driven workforce solutions.

Key Achievements

• Emiratisation Excellence Award 2025 — Designed and implemented a graduate development program in partnership with Nafis that recruited, trained, and retained 35 Emirati nationals in the first year, exceeding the company's 2% annual target by 130% and generating AED 980,000 in Nafis subsidy reimbursements.
• HRIS Transformation — Led the end-to-end implementation of SAP SuccessFactors (Employee Central, Recruiting, Performance & Goals, Learning, Compensation) for 1,600 employees, completing the 14-month project AED 350,000 under budget with 92% user adoption in the first quarter.
• Organizational Restructuring — Managed workforce integration during the acquisition of a 400-person property management company, harmonizing compensation structures, employment contracts, and HR policies across both entities within 6 months with zero employment tribunal claims.

Core Competencies

Strategic HR: Workforce Planning, Organizational Development, Change Management (Prosci ADKAR), Succession Planning, Employer Branding
Operational HR: Full-Cycle Recruitment, Compensation & Benefits Design, Employee Relations, Performance Management, Policy Development
Compliance: UAE Labour Law (Federal Decree-Law No. 33/2021), Saudi Labour Law, Emiratisation/Nafis, Saudization/Nitaqat, WPS, GOSI/GPSSA
Technology: SAP SuccessFactors, Oracle HCM, Bayzat, ZenHR, Power BI, Advanced Excel, Greenhouse ATS

Work Experience

HR Manager — Eagle Hills Properties (Dubai & Abu Dhabi, UAE) | Mar 2021 – Present

• Lead HR strategy and operations for 1,600 employees across 4 entities in the UAE and Saudi Arabia, managing a team of 8 HR professionals (3 HR Business Partners, 2 Talent Acquisition Specialists, 1 Compensation Analyst, 1 HR Operations Coordinator, 1 Learning & Development Specialist).
• Manage annual HR budget of AED 6.5M covering recruitment, training, employee engagement, HRIS, and external consulting, consistently delivering within 98% of budget allocation.
• Designed and launched the company's first structured Emiratisation program, creating targeted roles, development pathways, and mentorship pairings that achieved 35 Emirati placements in Year 1 against a target of 15, with 88% retention after 12 months.
• Implemented quarterly engagement pulse surveys using SAP SuccessFactors, achieving 82% participation rate and improving overall engagement score from 65% to 79% over 2 years through structured action planning with department heads.
• Reduced average time-to-hire from 52 days to 31 days by redesigning the recruitment workflow, introducing structured interviews, and implementing a referral bonus program that now accounts for 28% of all hires.

Senior HR Executive — Majid Al Futtaim (Dubai, UAE) | Jan 2018 – Feb 2021

• Managed HR operations for the retail division covering 2,200 employees across Carrefour and Mall of the Emirates operations, reporting to the Group HR Director.
• Administered monthly payroll for 2,200 employees through WPS-compliant channels, maintaining 100% on-time disbursement for 36 consecutive months with zero MOHRE penalties.
• Led the design and rollout of a competency-based performance management framework replacing the annual appraisal system, resulting in 24% improvement in manager feedback quality scores and 30% increase in employee goal clarity.
• Coordinated end-of-service benefit calculations, gratuity settlements, and exit procedures for 400+ employees annually, ensuring full compliance with UAE Labour Law and completing all settlements within the legally mandated 14-day period.

HR Officer — PwC Middle East (Amman, Jordan > Dubai, UAE) | Jun 2016 – Dec 2017

• Supported talent acquisition for professional services roles across PwC's MENA offices, screening 3,000+ applications and conducting 500+ initial interviews annually.
• Managed the graduate recruitment program, coordinating campus visits to 8 universities across Jordan, Lebanon, and Egypt, and onboarding 45 graduates per annual intake cycle.
• Maintained HR records and generated monthly workforce analytics reports using Oracle HCM, providing headcount, attrition, and diversity data to senior partners and the regional HR team.

Education

Master of Business Administration (MBA) — University of Wollongong in Dubai (2020)
Bachelor of Science in Human Resources Management — University of Jordan, Amman (2016)
All degrees attested by UAE Ministry of Education for employment purposes

Professional Certifications

• CIPD Level 7 Advanced Diploma in Strategic People Management — Chartered Institute of Personnel and Development (2022)
• Prosci Change Management Practitioner (2023)
• SHRM-SCP — Society for Human Resource Management (2021)
• SAP SuccessFactors Employee Central Certification (2022)
• Mental Health First Aider — MHFA International (2024)

Professional Memberships

• Chartered Member, CIPD (Chartered MCIPD)
• Member, Society for Human Resource Management (SHRM)
• Member, Emirates HR Club