Lead IR & Compliance Capability Bldg

Purpose/Objective

The Lead – IR & Compliance Capability Building is responsible for designing, delivering, and institutionalizing frameworks, training, and knowledge programs to enhance industrial relations (IR) and compliance capability across the GCC and Business Units. The role ensures that HR, legal, and line managers are equipped with the skills, tools, and awareness required to handle compliance requirements, IR risks, and regulatory changes effectively. This role works closely with Group Legal, BU HR/IR teams, Compliance Officers, and external partners to embed a culture of compliance, strengthen IR capabilities, and build organizational resilience against workforce-related risks.

Key Responsibilities of Role

Capability Development & Training Design and deliver training programs for HR, IR, and line managers on labour law compliance, grievance handling, and IR best practices. Partner with external experts, legal advisors, and industry bodies to run certification programs and workshops. Create structured learning journeys to strengthen compliance and IR capability at multiple levels (senior, mid, frontline). Frameworks & Knowledge Management Develop toolkits, playbooks, and guidelines for managing employee relations, IR cases, and compliance requirements. Maintain a central repository of policies, compliance checklists, and case studies accessible to BU teams. Share best practices and lessons learned across GCC and BUs to standardize approaches. Policy Deployment & Awareness Partner with GCC Legal and BU HR teams to roll out new compliance policies and regulatory updates. Drive awareness campaigns on IR and compliance topics through workshops, townhalls, and e-learning. Monitor adoption and track awareness levels across BU teams. Governance & Capability Metrics Track capability-building impact using metrics such as training coverage, assessment results, and readiness scores. Report progress to Tower Lead – LEA and GCC leadership on compliance capability maturity. Recommend further interventions based on feedback and business needs. Stakeholder Collaboration Work closely with BU HR/IR teams, Compliance Officers, and Group Legal to align capability programs with business priorities. Partner with external trainers, legal experts, and industry associations to source high-quality faculty and content. Ensure strong adoption of programs across BUs with proactive stakeholder engagement.

Technical Competencies

Data-Driven Insights: Using data to support HR strategies and initiatives, such as workforce planning and employee engagement programs, is essential.,HR Software Proficiency,Process Improvement: HR professionals should be able to identify areas for improvement in HR processes and implement solutions using technology.,Talent Management Systems (TMS): TMS platforms are used to manage the employee lifecycle from onboarding to performance management and development.

Qualifications and Experience

Internal Stakeholders: Tower Lead – LEA GCC Leadership Team BU HR & IR Teams GCC Legal & Compliance Teams Line Managers & People Managers External Stakeholders: External Trainers & Legal Advisors Industry Associations & Forums Professional Bodies (e.g., NHRDN, SHRM, Legal Councils) Learning Vendors & Compliance Consultants Educational Qualification: Bachelor’s/Master’s degree in Law, HR, Industrial Relations, or Organizational Development. Certifications in Labour Law, Compliance, or L&D preferred. Work Experience: 8–12 years of experience in L&D, HR capability building, compliance enablement, or IR roles. Proven experience in designing and delivering compliance or IR training programs. Exposure to labour law frameworks, compliance governance, and employee relations practices. Experience in developing toolkits, playbooks, or training modules for large organizations..