People & Culture Specialist

Location: Dubai
Salary: AED 7,000 - 9,000

Job Code: 360/001/534
Industry: Construction

Job Brief:

Our client is seeking a People & Culture Specialist responsible for building and sustaining an engaged, values-driven workforce. The role owns the employee experience end-to-end, from onboarding and induction through day-to-day engagement and internal communications to leadership development support and succession planning coordination.

The People & Culture Specialist will play a central role in supporting the organisation’s transition towards a more open, performance-supportive culture while effectively engaging with a long-tenured, close-knit workforce.

The ideal candidate should have 3–5 years of experience in Employee Engagement, People & Culture, Talent Development, or a generalist HR role, with strong interpersonal, communication, employee engagement, and programme coordination capabilities.

Job Responsibilities:

Champion the roll-out and continued embedding of the organisation’s Vision, Mission, and Values across the business.
Design and run regular employee engagement activities, including pulse surveys or structured focus groups, and report findings with recommendations to the HR Manager.
Plan and deliver quarterly team-building activities across head office and site teams.
Act as a trusted point of contact for employee relations matters, escalating and documenting issues as per policy.
Own the end-to-end onboarding journey, including pre-joining communication, Day 1 induction, role-specific orientation, and distribution of the welcome kit.
Coordinate with department heads to ensure new joiners receive structured training plans during their probation period.
Gather and act on new-hire feedback to continuously improve the onboarding experience.
Support the identification of high-potential employees and coordinate their participation in leadership development initiatives.
Assist the HR Manager in maintaining succession plans for business-critical roles, tracking readiness and development actions.
Coordinate internal and external training logistics, tracking attendance and effectiveness.
Draft and distribute internal communications relating to HR initiatives, policies, events, and culture updates.
Support enhancement of the organisation’s LinkedIn company page with content relating to projects, milestones, and culture.
Encourage and guide employees on positive and professional representation of the organisation on LinkedIn.
Support the HR Manager in conducting SWOT analyses by department to identify engagement, culture, and capability gaps.
Feed employee engagement and culture insights into workforce planning and training priorities.
Coordinate internally with the HR Manager, HR Operations Specialist, Department Heads, and employees across the head office and sites.
Coordinate externally with training providers, event vendors, and LinkedIn/employer branding partners.

Job Requirements:

Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
3–5 years of experience in an Employee Engagement, People & Culture, Talent Development, or generalist HR role.
Experience working with long-tenured or traditional workforces, ideally within construction, contracting, or another operationally intensive UAE-based sector, is an advantage.
Prior experience designing onboarding programmes, employee engagement surveys, or leadership development initiatives is preferred.
Strong interpersonal and relationship-building skills, with the ability to build trust across a resistant-to-change, long-tenured workforce.
Excellent written and verbal communication skills for internal messaging and content creation.
Strong event and programme coordination skills with attention to detail in execution.
Empathy combined with sound judgement when handling sensitive employee relations matters.
Familiarity with social media and LinkedIn content practices for employer branding.

Key Performance Indicators (KPIs):

Employee engagement survey participation rate and year-on-year improvement in engagement scores.
100% of new hires completing the standardised onboarding journey.
Number and quality of team-building activities delivered per quarter.
Progress against succession plan milestones for critical roles.
Growth in the organisation’s LinkedIn company page engagement and employee advocacy activity.

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