HR Executive – Landmark Group

Landmark Group develops and operates more than 25 own-built brands across retail, hospitality, food, and leisure, and this HR Executive role supports one of its ‘homegrown’ regional brands, built to serve a growing need for quality, value-for-money offerings in its category. HR at a brand within a large group means handling the operational, people-facing side of HR while drawing on the group’s broader policies and systems.

The role covers day-to-day HR administration: supporting recruitment coordination, onboarding new hires, maintaining employee records, handling employee queries on policies and benefits, and supporting the brand’s managers on routine people matters. Because this is an Executive-level (not senior leadership) role, the focus is on reliable execution of HR processes rather than setting HR strategy.

Being part of Landmark Group’s wider structure means this role benefits from established HR policies and systems used across the group, while still needing to apply them specifically to the brand’s own team and operational context.

It suits someone organized and people-oriented who enjoys the administrative and employee-support side of HR, and who’s comfortable being the point of contact for staff questions on a day-to-day basis.

Reliable, well-run HR administration, accurate records, smooth onboarding, responsive handling of employee queries, directly affects employee experience and retention at the brand level, and HR friction (a delayed onboarding, an unresolved benefits question) tends to erode morale and trust in ways that compound over time if the administrative basics aren't handled well. This HR Executive's diligence protects day-to-day employee experience for the brand's team. Because this brand operates within Landmark Group's wider retail network, consistent HR execution at the brand level also supports the group's broader workforce stability and compliance posture, since HR administration errors at an individual brand can create compliance or reputational exposure that extends beyond that single business unit. A new hire's first impression of how well a company handles HR basics also shapes their early engagement and commitment to the role, which makes this function a meaningful, if quiet, contributor to how long new employees actually stay.

HR administration builds a strong, practical foundation across the full employee lifecycle, recruitment coordination, onboarding, records management, policy administration, that's essential groundwork for anyone building toward HR Business Partner, HR Manager, or broader people leadership roles later in their career. It's the kind of hands-on operational HR experience that more senior HR roles assume candidates already have. Working within Landmark Group's structure also exposes someone to how HR policy and process is designed and applied within a large, multi-brand organization, which is valuable experience for anyone wanting to eventually work in group-level or corporate HR rather than staying at a single brand or business unit level. Within Landmark Group specifically, strong HR Executives have a visible path toward Senior HR Executive, HR Business Partner, or broader people operations roles, given the scale and variety of brands across the group's portfolio, offering genuine room for internal growth. Handling the full employee lifecycle hands-on, rather than only one slice of it, also gives an HR Executive a more complete picture of how HR processes connect to each other, which is exactly the broader perspective more senior HR roles expect candidates to have already developed well before they're ever actually promoted into one.

• Degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience
• Prior experience in an HR administration, HR coordinator, or HR executive role
• Strong organizational skills for managing employee records, onboarding, and HR documentation accurately
• Clear, approachable communication skills for handling employee queries on policies and benefits
• Working knowledge of UAE labour law and standard HR practices
• Proficiency with HR information systems and standard office software