Hewlett Packard Enterprise (HPE) MENA
Senior HR Business Partner: Strategic Advisor & Organizational Architect
- Permanent
- Dubai, United Arab Emirates
- Experience 10 - 15 yrs
Job expiry date: 30/03/2026
Job overview
Date posted
13/02/2026
Location
Dubai, United Arab Emirates
Salary
AED 40,000 - 50,000 per month
Compensation
Job description
The Senior HR Business Partner: Strategic Advisor & Organizational Architect operates within Hewlett Packard Enterprise, the global edge-to-cloud company advancing the way people live and work by enabling organizations to connect, protect, analyze, and act on their data and applications from edge to cloud. This hybrid role, requiring on average 2 days per week from an HPE office, serves as a strategic advisor to senior executives within the Global Sales Organisation. As a seasoned HR professional with 10–15 years of HR experience, including significant consulting exposure and a background in large, global IT organizations, the role requires full ownership of strategic HR and talent initiatives. The position translates complex business imperatives into executable talent strategies and fosters a culture of collaborative trust and radical simplification to ensure resilience and adaptability in a fast-moving environment. Core responsibilities include Strategic Business Orchestration by connecting business strategy with people priorities, developing functional policy and direction, and leveraging data-driven insights to drive organizational success. The role acts as a primary liaison between regional leadership, central HR functions, and Centers of Excellence (COEs), ensuring HR programs, tools, and processes reflect regional business insights and cultural needs across complex, matrixed environments. As an Architect of Simplification & Efficiency, the role refines and optimizes HR service delivery, diagnoses organizational challenges, and leads innovative transformation initiatives, including the use and adoption of AI and industry standard tools. In Talent & Change Leadership, the role provides executive coaching and mentorship, oversees workforce planning, succession strategy, and gap analysis, and applies advanced guidance on talent management and strategic risk mitigation. The profile demands mastery of HR capabilities, theories, and techniques, proven experience leading complex HR projects and organizational development initiatives, deep expertise in organizational effectiveness, talent strategy execution, and comprehensive knowledge of labour and employment laws across multiple regions. Advanced proficiency in Microsoft Excel and Microsoft PowerPoint is required for creating executive-ready, data-driven presentations that support long term planning and business strategies within a global IT context.
Required skills
Key responsibilities
- Act as a strategic advisor to senior executives within the Global Sales Organisation by translating complex business imperatives into executable talent strategies and providing enterprise-wide HR leadership aligned with business strategies and business objectives.
- Provide Strategic Business Orchestration by connecting business strategy with people priorities, developing functional policy and direction, leveraging data-driven insights, and creating executive-ready presentations using Microsoft Excel and Microsoft PowerPoint to drive organizational success.
- Serve as the primary liaison between regional leadership, central HR functions, and Centers of Excellence (COEs) to ensure HR programs, tools, and processes reflect regional business insights and cultural needs while navigating complex, matrixed environments.
- Architect simplification and efficiency initiatives by refining and optimizing HR service delivery, diagnosing organizational challenges, and leading transformation initiatives including the use and adoption of AI and industry standard tools.
- Lead talent and change initiatives by overseeing workforce planning, succession strategy, and gap analysis to identify future capability needs, mitigate strategic risk, and ensure organizational resilience.
- Provide executive coaching and mentorship to senior leaders, delivering advanced guidance on talent management, change management strategies, and organizational effectiveness within a global IT organization.
- Lead complex HR projects and organizational development initiatives, applying HR capabilities, theories, and techniques to enhance alignment, efficiency, and long term planning across regions.
- Ensure compliance with labour and employment laws across multiple regions while aligning HR strategies with enterprise priorities and maintaining rigorous standards in Human Resources (HR) governance.
Experience & skills
- Possess 10–15 years of HR experience with significant consulting exposure and a background in large, global IT organizations, demonstrating mastery of HR capabilities, theories, and techniques.
- Demonstrate deep expertise in organizational effectiveness, talent strategy execution, workforce planning, succession strategy, gap analysis, and comprehensive knowledge of labour and employment laws across multiple regions.
- Hold a first-level university degree with a preferred advanced degree such as an MBA or Human Resources qualification, supporting advanced strategic and organizational development initiatives.
- Exhibit advanced proficiency in Microsoft Excel and Microsoft PowerPoint to develop compelling, executive-ready, data-driven presentations that communicate business strategies and people strategies effectively.
- Show proven experience leading complex HR projects and organizational development initiatives within matrixed environments, aligning HR programs, tools, and processes with regional business insights and enterprise objectives.
- Demonstrate capability in change management strategies, design thinking, and the use and adoption of AI and industry standard tools to drive transformation, simplification, and efficiency in HR service delivery.
- Provide executive-level credibility, consultative depth, and the ability to guide senior stakeholders while ensuring disciplined execution, strategic risk mitigation, and alignment with Global Sales Organisation priorities.