HR Manager

Nabat is a climate-tech startup based in the UAE using advanced technology to protect and restore natural ecosystems with precision and scale! We operate at the intersection of ecological & environmental sciences, GIS, AI, and robotics. Our mission is to enable data-driven, science-backed ecosystem management and restoration at the speed and scale necessary to address the critical challenges of climate change, deforestation, land erosion, and biodiversity loss. Our comprehensive solution - consisting of ecosystem management software, precision aerial seeding drones, AI & ecological models, and restoration services - is already being used to plant millions of mangroves in the UAE. But we’re just getting started, as we build our platform to serve the needs of coastal, marine and arid ecosystems around the world. If this mission resonates with you, let’s talk! The HR Manager at Nabat will serve as the Venture HR Lead, owning end-to-end people operations across the organization. This is a hands-on, senior individual contributor role responsible for building and running all HR functions, from compliance and payroll to talent acquisition, performance, and employee relations - in a fast-paced venture environment. Key Responsibilities Talent Acquisition Define hiring plans, role scope, job descriptions, candidate criteria, and role prioritization with hiring managers Approve sourcing strategy, shortlist direction, offer/package terms, and final selection Lead interviews and decision-making with hiring managers Own agency selection for niche and specialist roles Screen CVs, schedule interviews, assessments, and manage candidate communications Coordinate onboarding handoff post-acceptance and maintain recruitment trackers, SLAs, and hiring reports PRO & Government Liaison Approve visa and immigration priorities and manage quota usage Escalate and resolve critical regulatory, governmental, and compliance cases Review compliance status, upcoming expiries, and high-risk cases Coordinate with employees to provide required documentation (e.g., EID) Manage access and authorization for outsourcing providers on ICP systems Ensure org-wide Emiratization compliance Oversee availability and provision of funds for PRO and governmental processes Payroll & Compliance Approve payroll calendar, cut-off dates, inputs, exceptions, off-cycle items, and final payroll sign-off Own sensitive payroll decisions, final settlement, EOSB, and policy interpretation Review payroll exceptions, transfer failures, and statutory issues Coordinate with the Finance Lead to ensure monthly payroll funding Ensure salary and leave structures are communicated to the outsourcing provider HR Operations: Policies & Queries Approve employee leave requests and handle exceptions in coordination with leadership Approve HR policies, standard templates, and documentation exceptions Decide non-standard employee cases requiring leadership input Review and address recurring employee query themes Onboarding & Offboarding Approve joiner/leaver decisions, start/exit terms, and policy exceptions per DoA Set onboarding and offboarding standards with cross-functional handoffs (IT, Facilities, Payroll, Line Managers) Conduct new joiner orientations and manage facility-related coordination Own offer letters, employment contracts, and approved compensation terms Provide outsourcer with IT asset requests and T&Cs for flight tickets and hotel bookings Compensation & Benefits Set compensation standards, organizational grading and levelling, benefits design, salary structure, and annual budget Select insurers/brokers and approve policy design, coverage levels, renewals, and changes Approve exceptions, special cases, and employee policy positions Review benefits utilization, cost trends, and vendor service issues Employee Relations Own ER case strategy, grievance and disciplinary decisions, and conflict-resolution outcomes Interpret policy and labour-law positions and decide escalation to Legal or leadership Approve formal communications, settlement positions, and sensitive employee actions Review case themes and people-risk trends Define termination policy Learning & Development Set learning priorities, mandatory and optional training requirements, annual calendar, and budget Approve curriculum, training providers, and target function/level Own the leadership development agenda and conduct continuous gap analysis Approve learning policies and required formal certifications Executive Hiring & Exit Define executive mandates, exit rationale, confidentiality approach, and stakeholder management Approve executive search strategy, shortlist, package, and final decision Lead executive negotiations, appointment/exit decisions, and board/leadership alignment Performance Management Set performance cycle policy, timelines, calibration process, and org-wide guidance to line managers Approve salary review and bonus principles, PIP outcomes, and non-standard performance cases Review cycle completion, calibration issues, and workforce implications HRIS & Data Management Approve governance and access rules for HR systems Approve sensitive data extracts, audit responses, and change requirements Review data quality, headcount reporting, and control issues Inform outsourcing provider of status changes per HR Policies and Workforce Plans General Continuously review outsourcing SLAs and provider performance Own all HR budget and financial approvals per the Delegation of Authority (DoA) What We're Looking For 7–10 years of progressive HR experience, ideally in a startup, venture, or lean-team environment Strong knowledge of UAE labour law, PRO processes, and Emiratization requirements Proven ability to operate independently across the full HR spectrum without a large team Experience managing outsourced HR/payroll providers and holding them accountable to SLAs Commercially minded with the ability to balance people-first thinking with business pragmatism Excellent judgment on sensitive employee matters, with discretion and professionalism Strong communicator who can engage credibly with leadership, employees, and government bodies Why join Nabat? A once-in-a-lifetime opportunity to: Join a well-funded early-stage tech startup at the intersection of some of the most exciting, disruptive and innovative technologies in the world - geospatial AI, remote sensing, drone robotics, ecology & agricultural science. Relocate to Abu Dhabi – one of the safest, most livable, expat-friendly cities in the world - with an “all inclusive” relocation package for you and your family, that includes work & residence visa sponsorship, relocation flights, orientation tour, school and house search, and hotel stay until you find your new home. Make a real and direct impact to solving the most critical challenges of our time – climate change and ecosystem loss. Build partnerships that matter! What is the hiring process like? We believe in making your hiring and onboarding seamless and transparent. Here is what to expect from us: Initial screening call with a member of our Talent team to ensure expectations and experience aligns. First interview with hiring manager about the role and ask questions – Mehdi Ajana, Director of Strategy at Nabat. Second interview with technical team member(s) to assess your capabilities. Third interview with a senior leader to assess culture fit and give you the opportunity to meet your future stakeholders. Background check. Hiring decision and final offer. Relocation to the UAE and onboarding! How to Apply: Are you ready to embark on an exciting journey with Nabat? To apply, please send your resume detailing your relevant experience and why you're the perfect fit for this role. At Nabat, we’re not just building technology — we’re shaping the future of sustainable agriculture through innovation and collaboration. If you’re passionate about making a real-world impact and working alongside a diverse team of curious minds, we’d love to hear from you. Join us in transforming data into solutions that matter.