Turner & Townsend is a global professional services company with over 22,000 people in more than 60 countries.
Working with our clients across real estate, infrastructure, energy and natural resources, we transform together delivering outcomes that improve people’s lives. Working in partnership makes it possible to deliver the world’s most impactful projects and programmes as we turn challenge into opportunity and complexity into success.
Our capabilities include programme, project, cost, asset and commercial management, controls and performance, procurement and supply chain, net zero and digital solutions.

We are majority-owned by CBRE Group, Inc., the world’s largest commercial real estate services and investment firm, with our partners holding a significant minority interest. Turner & Townsend and CBRE work together to provide clients with the premier programme, project and cost management offering in markets around the world.
Please visit our website: www.turnerandtownsend.com

Purpose of the Role

To provide effective HR advisory and operational support to employees and line managers across the Middle East region, providing guidance on HR policies, procedures and day-to-day HR operations, and supporting the consistent delivery of HR services across the employee lifecycle.

Role Summary

Support the HR Operations Manager in delivering efficient and effective HR operations across the region, providing guidance and support to employees and line managers on HR policies, processes and operational matters. Act as a key point of contact for HR operations and contribute to the consistent, timely and high-quality delivery of HR services across the employee lifecycle.

Scope of Role

Middle East (UAE, KSA, Qatar, Iraq, and Egypt)

Reporting Manager

HR Operations Manager

Key Accountabilities

• Provide advice and guidance to employees and line managers on HR policies, procedures, and best practices.
• Respond to HR queries efficiently and professionally, ensuring resolution within established service level agreements.
• Identify and escalate HR operations-related issues, risks or concerns to the HR Operations Manager, as appropriate.
• Support the HR Operations Manager with HR reporting, data analysis and information requests, ensuring accurate and timely information is available to support HR operations and decision-making.
• Provide guidance and support to employees and line managers on HR policies, procedures and day-to-day HR operational matter.
• Provide operational support for employee movements and organizational changes, ensuring HR records, documentation and processes are completed accurately and within agreed timelines.
• Contribute to the continuous improvement of HR processes by identifying opportunities to improve efficiency, effectiveness and the employee experience.

Core Responsibilities

Compensation & Benefits Administration

• Support the administration of employee compensation and benefits processes in line with company policies and procedures.
• Provide support to employees and line managers with queries relating to compensation and benefits.
• Assist with salary reviews, compensation changes and other employee reward processes as required.
• Maintain accurate and up-to-date compensation and benefits records and ensure relevant HR systems are updated.
• Support the administration of employee benefits, allowances and other reward-related arrangements.
• Coordinate with relevant HR, Payroll, Finance and external stakeholders on compensation and benefits matters.
• Assist with the preparation of reports, analysis and documentation relating to compensation and benefits.
• Identify and escalate any discrepancies or issues relating to compensation and benefits to the HR Operations Manager.

Leave Administration

• Administer leave policies (annual, sick, carry-over, buy/sell schemes, etc.) in accordance with company policies and local regulations.
• Monitor employee leave balances and provide guidance on leave entitlements and local leave regulations.
• Conduct periodic leave audits and reconciliations to ensure compliance and data accuracy.
• Support the calculation and administration of leave entitlements for new joiners, leavers and other employee lifecycle changes.

Payroll Administration

• Support the monthly payroll process by preparing and reviewing payroll information within agreed timelines.
• Validate payroll data and coordinate with Finance and relevant stakeholders to ensure payroll inputs are accurate and complete.
• Maintain accurate payroll records and ensure relevant employee information is updated in HR systems.
• Support the processing of payroll changes arising from employee movements, leave, allowances, deductions and other payments.
• Review new joiner salary and payroll information and support the completion of relevant approvals.
• Respond to routine payroll-related queries from employees and line managers, escalating complex or exceptional matters where appropriate.

 Employee Lifecycle Administration

• Coordinate pre-employment activities, including background checks, screening and required documentation.
• Support employee transfers, internal movements and mobility processes across locations and regions.
• Maintain accurate and up-to-date employee records and HR operational data.
• Monitor employee lifecycle changes and support the timely and accurate updating of HR systems and records.

Offboarding & Final Settlement Administration

• Coordinate the offboarding process for departing employees, ensuring required notifications, documentation and HR processes are completed accurately and within agreed timelines.
• Coordinate with the PRO and relevant HR teams on offboarding requirements, including visa, residency and benefits-related processes, ensuring actions are completed within agreed timelines.
• Support the offboarding of employees moving to other roles, locations or entities within the organization, ensuring the required HR processes and documentation are completed.
• Support the administration of final settlements, including the review of relevant employee entitlements and required payroll inputs.
• Coordinate with Finance and Payroll teams to support the timely processing of final employee payments.
• Process employee termination and status changes in relevant HR systems and ensure records are kept accurate and up to date.
• Coordinate the return of company assets and maintain appropriate offboarding records and documentation.

Reporting & Data Management

• Maintain and update HR reports, dashboards and data records, ensuring information is accurate, complete and up to date.
• Provide HR data and reporting support to HR leadership and key stakeholders, ensuring information is presented clearly and within agreed timelines.
• Maintain appropriate records and supporting documentation for employee arrangements, exceptions and other HR matters requiring ongoing monitoring.
• Support the development and improvement of HR reporting processes, dashboards and data controls to enhance data quality, visibility and efficiency.
• Ensure HR reports and data are handled appropriately and in accordance with applicable confidentiality and data protection requirements.

General Responsibilities

• Maintain accurate HR records and ensure compliance with company policies and procedures.
• Provide timely, professional and customer-focused support to employees and line managers.
• Maintain confidentiality when handling employee and business information.
• Collaborate effectively with HR, Finance, Payroll and other business stakeholders to deliver a consistent employee experience.
• Identify and communicate opportunities to improve HR processes, controls and operational efficiency.
• Undertake other HR-related duties and projects as reasonably required by the HR Operations Manager.

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It is strictly against Turner & Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner & Townsend will ask candidates to pay a fee at any time. 

Any unsolicited resumes/CVs submitted through our website or to Turner & Townsend personal e-mail accounts, are considered property of Turner & Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner & Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review. 

Join our social media conversations for more information about Turner & Townsend and our exciting future projects: 

Twitter

Instagram

LinkedIn

It is strictly against Turner & Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner & Townsend will ask candidates to pay a fee at any time. 

Any unsolicited resumes/CVs submitted through our website or to Turner & Townsend personal e-mail accounts, are considered property of Turner & Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner & Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review.