Senior Human Resources (HR) officer

Job Role

The Senior Human Resources (HR) officer at New Royal Medical and Dental Center (NRMDC) acts are the primary liaison between the medical center management and the center’s medical and non-medical staff on HR operations. This role will work closely with the NRMDC Senior Management Team (SMT) in overseeing key HR functions including recruitment, strict local healthcare licensing compliance, visa process management, and employee relations. The successful Senior HR officer will help shape positive organisational work culture by supporting the management vision on building a high-quality workforce, employee development and staff retention, and aligning HR initiatives with the center’s overall business needs. This full-time role reports in person to the Center Manager and the SMT.

This job description is intended to convey information essential to understanding the scope of the role. It is not exhaustive and may be modified based on organizational needs.

Key Responsibilities

Recruitment, Onboarding & Reporting

• Manage full-cycle recruitment for clinical and administrative positions, including sourcing, screening, interviewing candidates.
• Coordinate with the SMT and the Business Office on manpower planning and workforce budgeting.
• Advise managers on UAE labour law matters relevant to hiring in the UAE, disciplinary action, termination, and end-of-service settlements.
• Oversee onboarding of new hires, including documentation, orientation, and coordination of medical licensing, and Dataflow verification processes for healthcare professionals.
• Liaise with PRO/government relations teams for visa processing, labour contracts, and Emirates ID formalities.
• Contribute to regular HR executive reports to the SMT, undertake HR projects such as engagement surveys, retention initiatives, and organizational development activities.

Regulatory & Compliance

• Verify employee files and match requirements from bodies like the Ministry of Health and Prevention (MOHAP)) and the Ministry of Human Resources and Emiratisation (MOHRE) and maintain up to date personnel records in compliance with data protection and confidentiality standards.
• Ensure HR policies and practices comply with UAE Labour Law, MOHRE regulations, and applicable health authority standards (MOHAP).
• Track and manage license renewals, malpractice insurance, Continuing Medical Education (CME) requirements, Life Support Cards (BLS) and vaccinations compliance documentation for medical staff; and liaise with staff on timely renewal of the credentials.
• Support internal and external audits, local regulatory body inspections of the Center’s personnel records.

Emiratization Knowledge

• Nafis Portal Management: Oversee registration, job postings, and tracking of UAE national candidates using the official Nafis platform.
• Quota Compliance: Monitor and implement the center's hiring strategies to meet the specific MOHRE Emiratization targets and deadlines.
• Subsidy Tracking: Assist UAE national employees in claiming eligible financial allowances, pensions, and training benefits via government programs.
• Retention Programs: Initiate and track career development plans tailored to retaining local Emirati talent at the center.

Payroll Support & Employee Data

• Input accurate updates into the staff database including leave requests, sick days, and internal department shifts.
• Pass verified attendance sheets, penalty adjustments, and bonus details to the finance team before monthly payroll cutoff dates.
• Coordinate health insurance additions and other staff benefits, and oversee policy updates in liaison with the SMT.

Employee Relations & Performance

• Serve as an objective mediator in conflict resolutions to settle employee disputes, notifying the SMT while keeping employee discussions fully confidential outside of the HR realm.
• Help coordinate annual performance evaluations with department heads and assist with documentation and record keeping.

Training & Development

• Coordinate mandatory healthcare compliance training (e.g., infection control, patient safety, BLS/CPR certifications) and track completion.
• Support the design and rollout of employee development and engagement initiatives.

Policy & Process Improvement

• Assist in reviewing and updating HR policies and Standard Operating Procedures (SOPs) to reflect regulatory changes and best practice.

Staff Wellbeing, Morale, & Engagement

• Wellbeing Programs: Design and roll out mental, physical, and emotional health initiatives tailored for medical and administrative staff.
• Work Spirit & Culture: Implement proactive strategies to boost workplace morale, and foster a collaborative, positive workplace culture.
• Event Coordination: Plan and execute corporate staff events, including team-building activities, cultural celebrations (e.g., UAE National Day, Eid, end of year/New Year’s Day event), and annual staff appreciation galas.
• Feedback Loops: Conduct regular employee satisfaction surveys, collect staff feedback and engagement data, and propose actionable solutions to executive management.
• Recognition Schemes: Manage employee recognition programs (example, Employee of the Month) to reward exceptional performance.

Desired Candidate Profile

Credentials and Experience

• Degree: Degree in Human Resources, or related.
• Experience: Minimum of 2 to 4 years of HR experience in a hospital or medical center setting.
• Industry Focus: Prior background working directly within a UAE hospital, clinic, or specialized diagnostic center is highly preferred.

Skills and Knowledge

• Labour Law knowledge: Strong working knowledge of current UAE Labor Laws and heath authority regulations.
• Communication skills: Excellent written and spoken English mandatory.
• Tech Literacy: Practical capability using HR & payroll platforms and software suites like Microsoft Office, Google Workspace.
• Personal Traits: Outstanding organizational abilities, attention to detail is a must. Empathy, approachability and active listening to handle employer and employee perspectives and build strong rapport is a plus. Problem solving mindset with strong ethical standards for handling sensitive medical personnel data is required.

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