HR Manager

About Nabat

Nabat is a UAE-based climate-tech startup focused on safeguarding and restoring natural ecosystems using advanced technology at scale and with precision. The company works across ecological and environmental science, GIS, AI, and robotics to support science-led ecosystem management and restoration that can respond to climate change, deforestation, erosion, and biodiversity loss. Its platform combines ecosystem management software, precision aerial seeding drones, AI and ecological models, and restoration services, and is already helping plant millions of mangroves in the UAE. The team is now expanding the platform to support coastal, marine, and arid ecosystems globally.

Role Summary

The HR Manager will act as the Venture HR Lead and own people operations end to end across the business. This is a senior, highly hands-on individual contributor position covering the full HR lifecycle, including compliance, payroll, hiring, employee relations, performance, and more, within a fast-moving startup environment.

Talent Acquisition

• Work with hiring managers to define headcount plans, role scope, job descriptions, candidate profiles, and hiring priorities.
• Review and approve sourcing approaches, shortlist direction, compensation and offer terms, and final candidate choices.
• Take part in interviews and hiring decisions alongside hiring managers.
• Manage agency selection for specialized or hard-to-fill roles.
• Screen applications, arrange interviews and assessments, and keep candidate communication on track.
• Handle onboarding handover after an offer is accepted and maintain recruitment trackers, SLA tracking, and hiring reports.

PRO and Government Relations

• Approve visa and immigration priorities and manage quota utilization.
• Escalate and resolve important regulatory, government, and compliance matters.
• Track compliance status, upcoming renewals or expiries, and higher-risk cases.
• Coordinate with employees to collect required documents such as EID.
• Manage access and authorizations for outsourcing providers on ICP systems.
• Ensure the organization remains compliant with Emiratization requirements.
• Oversee the availability of funds needed for PRO and government-related processes.

Payroll and Compliance

• Approve the payroll timetable, cutoff dates, inputs, exceptions, off-cycle payments, and final payroll release.
• Own sensitive payroll decisions, final settlements, end-of-service benefits, and interpretation of policy.
• Review payroll exceptions, failed transfers, and statutory compliance issues.
• Coordinate with the Finance Lead to secure monthly payroll funding.
• Ensure salary and leave structures are clearly communicated to the outsourcing partner.

HR Operations, Policies, and Queries

• Approve leave requests and manage exceptions in coordination with leadership.
• Sign off on HR policies, standard templates, and exceptions to documentation.
• Make decisions on unusual employee cases that require leadership involvement.
• Review recurring employee questions and identify common themes for resolution.

Onboarding and Offboarding

• Approve joiner and leaver decisions, start and exit conditions, and policy exceptions under the delegation framework.
• Define onboarding and offboarding standards and coordinate handoffs with IT, Facilities, Payroll, and line managers.
• Conduct orientation for new joiners and manage facility-related coordination.
• Own offer letters, employment contracts, and approved compensation terms.
• Share IT asset requests and terms and conditions for flights and hotel bookings with the outsourcing provider.

Compensation and Benefits

• Establish compensation principles, grading and leveling structures, benefits design, salary bands, and annual budget planning.
• Select insurers or brokers and approve policy design, coverage, renewals, and any policy changes.
• Authorize exceptions, special cases, and employee policy positions.
• Review benefits usage, cost trends, and issues with vendors.

Employee Relations

• Lead employee relations strategy, including grievance handling, disciplinary decisions, and conflict-resolution outcomes.
• Interpret company policy and labour-law positions and decide when to escalate to Legal or leadership.
• Approve formal communication, settlement positions, and sensitive employee actions.
• Review recurring case themes and broader people-risk trends.
• Define the termination policy.

Learning and Development

• Set learning priorities, mandatory and optional training needs, the annual calendar, and the learning budget.
• Approve curriculum design, training providers, and target function or level.
• Own leadership development planning and carry out ongoing skills-gap analysis.
• Approve learning policies and required formal certifications.

Executive Hiring and Exit

• Define executive search mandates, exit rationale, confidentiality approach, and stakeholder management.
• Approve executive search strategy, shortlist, package, and final hiring decision.
• Lead executive negotiations and decisions related to appointments or exits, aligned with leadership and the board.

Performance Management

• Set the performance cycle policy, timelines, calibration approach, and guidance for line managers.
• Approve salary review and bonus principles, PIP outcomes, and unusual performance cases.
• Review cycle completion, calibration issues, and workforce impact.

HRIS and Data Management

• Approve governance and access controls for HR systems.
• Authorize sensitive data extracts, audit responses, and system change requests.
• Review data quality, headcount reporting, and control issues.
• Keep the outsourcing provider informed of status changes in line with HR policies and workforce plans.

General Responsibilities

• Continuously review outsourcing SLAs and provider performance.
• Own HR budget management and financial approvals under the Delegation of Authority.

Candidate Profile

The ideal candidate brings 7 to 10 years of progressive HR experience, preferably gained in a startup, venture-backed, or lean-team setting. You should have strong working knowledge of UAE labour law, PRO processes, and Emiratization requirements, along with the ability to operate independently across the full HR function without a large team. Experience managing outsourced HR and payroll vendors, plus holding them accountable to service levels, is important. The role also calls for strong commercial judgment, discretion in sensitive people matters, and the ability to communicate effectively with leadership, employees, and government authorities.

Why Join Nabat

• Join an early-stage, well-funded technology company working at the intersection of geospatial AI, remote sensing, drone robotics, ecology, and agricultural science.
• Relocate to Abu Dhabi with a comprehensive relocation package for you and your family, including work and residence visa sponsorship, relocation flights, orientation tour, school and housing search, and hotel accommodation until you settle in.
• Contribute directly to solving major global challenges such as climate change and ecosystem degradation.
• Help build partnerships that create real impact.

Hiring Process

• Initial screening call with the Talent team to confirm fit and expectations.
• First interview with the hiring manager to discuss the role.
• Second interview with technical team member(s) to assess capability.
• Third interview with a senior leader to evaluate culture fit and connect with future stakeholders.
• Background check.
• Final hiring decision and offer.
• Relocation to the UAE and onboarding.

Application Note

Applicants should share a resume that highlights relevant experience and explains why they are a strong match for the role.

Additional Information

This role is based in Abu Dhabi, Abu Dhabi Emirate, United Arab Emirates. The position is full-time and remote.