Senior People Experience Specialist

🏗 We're Hiring: Senior People Experience Specialist

Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Mid-Level to Senior

Work Arrangement: Fully Remote

About Us

We are a construction-focused organization committed to delivering complex projects through disciplined contract management, operational excellence, and collaborative project delivery. Our distributed teams collaborate across Project Management, Construction, Engineering, Procurement, Commercial, Legal, Finance, Human Resources, Design, Quality, HSE, Consultants, Contractors, Suppliers, Logistics, Administration, Information Technology, and Executive Leadership to create a supportive workplace, strengthen employee engagement, and deliver a consistent employee experience throughout the employment lifecycle.

We value professionals who demonstrate empathy, strong communication skills, analytical thinking, and a passion for improving workplace culture. Our teams work together to support employee well-being, simplify HR processes, strengthen collaboration, and create an environment where people can contribute effectively, develop professionally, and feel connected to organizational goals.

The Role

We are seeking an experienced Senior People Experience Specialist to design, coordinate, and improve employee experience initiatives across the organization. The ideal candidate will bring strong expertise in employee engagement, employee lifecycle management, workplace culture, HR service delivery, employee communications, feedback programs, and continuous improvement.

This role will focus on understanding employee needs, identifying opportunities to improve workplace experiences, and ensuring that HR services are accessible, consistent, and responsive. The Senior People Experience Specialist will collaborate with Human Resources, Talent Acquisition, Learning and Development, Employee Relations, Payroll, Information Technology, Project Management, Construction, department leaders, and Executive Leadership to strengthen engagement, improve employee satisfaction, and support organizational effectiveness in accordance with applicable United Arab Emirates laws and regulations.

Key Responsibilities

• Develop and implement people experience initiatives that support employee engagement, satisfaction, retention, and organizational performance.
• Review the employee lifecycle to identify opportunities to improve experiences from recruitment and onboarding through development, internal mobility, and offboarding.
• Coordinate initiatives that create a consistent and positive employee experience across corporate functions and construction project teams.
• Gather employee feedback through surveys, focus groups, interviews, listening sessions, and other approved feedback channels.
• Analyze employee feedback to identify recurring concerns, experience gaps, workplace challenges, and improvement opportunities.
• Translate employee insights into practical recommendations and measurable action plans.
• Collaborate with HR leadership to prioritize initiatives based on employee needs, business objectives, and organizational capacity.
• Design and coordinate employee engagement programs that promote inclusion, collaboration, recognition, and workplace connection.
• Support the development of employee engagement strategies aligned with organizational values and workforce priorities.
• Monitor engagement trends and recommend targeted interventions for teams or departments experiencing declining engagement.
• Coordinate employee pulse surveys and annual engagement surveys, including planning, communication, administration, and reporting.
• Maintain appropriate confidentiality when handling employee feedback, survey responses, and sensitive workplace information.
• Develop communication materials that explain survey objectives, encourage participation, and communicate key findings.
• Work with managers to convert survey results into meaningful team-level improvement actions.
• Track progress against engagement action plans and follow up on outstanding commitments.
• Support the development of employee recognition programs that acknowledge contributions, achievements, collaboration, and positive workplace behaviors.
• Coordinate recognition activities, appreciation campaigns, milestone celebrations, and employee appreciation initiatives.
• Review recognition program participation and effectiveness to identify opportunities for improvement.
• Support initiatives that strengthen organizational culture, reinforce company values, and encourage respectful workplace behavior.
• Coordinate employee events, virtual engagement activities, team-building initiatives, and internal community programs.
• Ensure employee experience activities are accessible and relevant to employees working remotely, in offices, and at construction sites.
• Develop approaches to maintain employee connection across geographically distributed teams and different operational environments.
• Collaborate with HR and department managers to improve communication between employees, supervisors, and leadership.
• Support the development of internal communication plans covering organizational updates, employee programs, policy changes, and workplace initiatives.
• Prepare employee announcements, newsletters, FAQs, digital communications, and other people-related content.
• Ensure that employee communications are clear, timely, accurate, and consistent with approved organizational messaging.
• Coordinate feedback channels that allow employees to raise suggestions, share concerns, and contribute ideas for workplace improvement.
• Review employee suggestions and coordinate follow-up with relevant teams to ensure that actionable feedback receives appropriate attention.
• Support the development of employee listening strategies that encourage constructive dialogue and continuous feedback.
• Work with HR Business Partners to understand department-specific employee experience challenges and identify practical solutions.
• Coordinate with Talent Acquisition to improve candidate communication, recruitment coordination, and the transition from candidate to employee.
• Review preboarding and onboarding processes to ensure new employees receive timely information, appropriate resources, and clear expectations.
• Develop onboarding checklists, welcome materials, employee guides, and orientation resources.
• Coordinate onboarding feedback surveys and review results to identify opportunities to improve the new-hire experience.
• Work with hiring managers to strengthen role clarity, team introductions, access to resources, and early employee support.
• Monitor new-hire experience indicators and recommend improvements that support successful integration and retention.
• Collaborate with Learning and Development to connect employee experience initiatives with career development, skills development, and professional growth.
• Support the communication and coordination of training opportunities, learning resources, and employee development programs.
• Gather feedback on training experiences and identify opportunities to improve accessibility, relevance, and effectiveness.
• Support career development initiatives that help employees understand available learning pathways and internal opportunities.
• Coordinate employee well-being initiatives that promote a healthy, supportive, and sustainable working environment.
• Work with relevant HR and HSE teams to support workplace well-being, mental health awareness, and employee support programs within established organizational frameworks.
• Promote awareness of available employee assistance resources and relevant support channels.
• Help identify workplace factors that may negatively affect employee morale, workload balance, collaboration, or overall experience.
• Escalate sensitive employee concerns to the appropriate HR, Employee Relations, HSE, or other qualified teams.
• Maintain appropriate professional boundaries and confidentiality when dealing with personal or sensitive employee matters.
• Support initiatives that strengthen diversity, inclusion, accessibility, and a sense of belonging across the workforce.
• Review employee programs to identify participation barriers and recommend improvements for employees with different roles, locations, and working arrangements.
• Collaborate with managers to encourage inclusive communication, respectful collaboration, and consistent treatment.
• Coordinate employee experience initiatives during organizational changes, restructures, leadership transitions, and changes in working arrangements.
• Prepare communication and support materials to help employees understand organizational changes and available resources.
• Gather feedback during periods of change and identify concerns that may require additional communication or management support.
• Work with Employee Relations to identify recurring workplace concerns that may indicate broader employee experience issues.
• Support improvements to HR service delivery by reviewing employee inquiries, service requests, response times, and recurring administrative problems.
• Identify opportunities to simplify HR processes and reduce unnecessary effort for employees and managers.
• Collaborate with HR Operations and Information Technology to improve employee self-service tools, digital HR platforms, and internal support channels.
• Coordinate user feedback on HR systems and recommend improvements to usability, accessibility, and employee communication.
• Support the preparation and maintenance of employee experience resources, including HR FAQs, process guides, policy summaries, and internal knowledge materials.