Accountabilities

1. Network HRBP Oversight

• Lead the global HRBP community supporting network functions and international stations, ensuring seamless HR partnership aligned to business strategy.
• Collaborate with global operational leaders to design and deliver people strategies that reflect local context and global standards.
• Provide leadership to HRBPs across geographies to ensure smooth delivery of workforce initiatives, organizational planning, and talent deployment.

2. Workforce & Location Strategy

• Oversee workforce planning for all locations, ensuring alignment to business growth, operational requirements, and long-term strategic goals.
• Approve workforce plans for international stations and oversee mobility, staffing adequacy, and capability needs across the global network.

3. Global Talent Management

• Drive the talent agenda for internationally distributed teams, ensuring robust succession pipelines, leadership readiness, retention, and organizational resilience.
• Oversee lifecycle initiatives such as performance management, talent reviews, succession, and compensation calibration across network functions.

4. HRBP Framework & Governance

• Define, refine, and govern the global HRBP operating model, ensuring clarity of roles, decision rights, and ways of working across HQ and global HRBPs.
• Ensure operating standards, tools, and policies are consistently applied across all regions.
• Champion best practices to support workforce engagement, people leadership capability, and organizational effectiveness.

5. Employee Relations

• Own the global ER strategy, policy governance, and escalation pathways for complex and high‑risk cases.
• Ensure ER compliance with local labour laws, global policies, and regulatory requirements across all countries Etihad operates in.
• Provide thought leadership on ER trends, risk mitigation, and workforce climate management.

Education & Experience

• 15+ years of progressive HR experience, including Director‑level leadership in HR Business Partnering.
• Strong experience in Employee Relations governance and large‑scale organizational HRBP frameworks.
• Previous experience in global or international HR partnering roles is essential.
• Experience in aviation, regulated industries, or large, complex multinational organizations is highly preferred.
• Proven ability to influence senior stakeholders, lead change, and manage distributed teams.