HR Strategy
people strategy for MEA operations.
HR strategy formulation for businesses establishing or scaling operations in the UAE and KSA — organisational design, workforce planning, performance management frameworks, and compensation benchmarking aligned to the GCC employment market.
Dubai · Abu Dhabi · Tokyo
What the HR strategy covers.
Design of the legal entity organisational structure — reporting lines, role architecture, spans of control, and the balance between local hire and headquarters-assigned headcount.
Structured workforce planning aligned to the business plan — headcount phasing, role prioritisation, and build vs buy vs outsource decisions for the MEA context.
Design of the performance evaluation and feedback framework — KPIs, review cycles, and rating methodologies appropriate for the UAE/KSA employment market.
Compensation benchmarking against the GCC employment market — covering base salary, housing allowance, transport, and benefits norms by role and seniority level.
Planning for UAE Emiratisation and KSA Saudization requirements — integration of compliance obligations into the workforce plan and talent acquisition strategy.
Development of the HR policy framework — covering performance, absence, discipline, and conduct policies aligned to UAE Labour Law and company requirements.
How an engagement works.
Understand the business strategy, growth targets, and current HR maturity. Identify the HR capabilities required to support the business plan.
Design the HR strategy across organisational design, workforce planning, performance management, and compensation — with clear priorities and sequencing.
Integrate localisation requirements into the workforce plan — with a phased implementation approach that balances compliance with operational needs.
Develop the required HR policies, frameworks, and documentation to support the strategy — ready for implementation.
Support the rollout of the strategy — including manager briefings, HRIS configuration guidance, and progress reviews.
Markets we cover.
How we differ.
- Global HR frameworks applied without UAE/KSA market adaptation
- Emiratisation and Saudization treated as compliance afterthoughts
- Compensation benchmarks based on global data, not GCC market rates
- Organisational design without awareness of UAE visa and headcount constraints
- HR policy documents not aligned to UAE Labour Law
- HR strategy calibrated to UAE/KSA employment market realities
- Emiratisation and Saudization integrated into workforce planning from day one
- Compensation benchmarking based on GCC market data and comparable companies
- Organisational design aware of UAE visa, WPS, and headcount requirements
- HR policies aligned to UAE Labour Law and free zone regulations
your MEA business needs.
Organisational design, workforce planning, performance frameworks — built for the UAE and KSA. The initial consultation is free of charge.