Horiya Derhamoune

Responsibilities:
Strategic HR & Workforce Planning.
• Align HR strategies with airport business goals (operations, customer
experience, safety, aviation services, etc.).
• Conduct workforce planning for critical departments such as
security, ground handling, retail, engineering, and aviation
operations.
• Support manpower forecasting during peak seasons (Hajj, holidays,
large events).
Employee Relations & Engagement
• Serve as the main HR point of contact for employees and
department heads.
• Resolve employee grievances in compliance with UAE Labour Law
and airport policies.
• Conduct engagement surveys and action plans to improve morale
and service culture.
• Promote a strong customer-centric culture across the airport.
Talent Acquisition & Onboarding Support
• Collaborate with recruitment teams to identify hiring needs for:
• Security staff
• Terminal operations
• Baggage handling
• Retail and hospitality
• Technical and maintenance roles
• Ensure smooth onboarding and induction, including mandatory
airport safety training.
Performance Management
• Guide managers through performance reviews, KPIs, and service
level targets.
• Identify underperformance trends and recommend corrective
actions.
• Align performance metrics with airport priorities (efficiency, safety,
passenger satisfaction)
• Policy, Compliance & Safety Support
Ensure HR policies comply with:
• UAE Labour Law
• GCAA (General Civil Aviation Authority) standards
• Airport-specific safety and security requirements
• Support internal audits and documentation for compliance

• Designing and conducting customized training programs and ensuring that the
initiatives are aligned with the organizational goals & culture by utilizing
contemporary pedagogy, learning tools and methodology
• Ensuring employee welfare, safety, wellness and health with active involvement in
the development & implementation of policy documents and handbooks for
employee reference measurements; maintaining HR metrics for executive
reporting related to various strategic and organizational development initiatives
• Planning, developing and deploying employee care program, climate survey
project; addressing the recommended change needs with the management, and
fine-tuning efforts to meet goals
• Supporting full recruitment through supervising the placement of ads on internal/
external job boards, arranging interviews, making job offers and organizing start
dates
• Maintaining Ceridian HR system by posting new positions, updating changes, and
tracking applicant information
• Performing analysis on strategic executive succession planning, human capital
infrastructure retention and knowledge management projects, and making
recommendations to the senior management
• Creating and implementing employee handbook, including revision and
implementation of policies & procedures ensuring compliance with state and
federal labor law regulations
• Partnering with the Executive Management Team to resolve performance issues
and provide guidance & interpretation of company policy and employment law
units and from the entrances to the
restaurant
Solved a case to manage internal conflicts a uproar
intervention of consular representatives
and the assistance of Ikon Security in the
work to his family safely.
Edited fruitful training programs for
workers who entered the company and to an cooperation
counterpart.

Responsibilities:
Strategic HR & Workforce Planning.
• Align HR strategies with airport business goals (operations, customer
experience, safety, aviation services, etc.).
• Conduct workforce planning for critical departments such as
security, ground handling, retail, engineering, and aviation
operations.
• Support manpower forecasting during peak seasons (Hajj, holidays,
large events).
Employee Relations & Engagement
• Serve as the main HR point of contact for employees and
department heads.
• Resolve employee grievances in compliance with UAE Labour Law
and airport policies.
• Conduct engagement surveys and action plans to improve morale
and service culture.
• Promote a strong customer-centric culture across the airport.
Talent Acquisition & Onboarding Support
• Collaborate with recruitment teams to identify hiring needs for:
• Security staff
• Terminal operations
• Baggage handling
• Retail and hospitality
• Technical and maintenance roles
• Ensure smooth onboarding and induction, including mandatory
airport safety training.
Performance Management
• Guide managers through performance reviews, KPIs, and service
level targets.
• Identify underperformance trends and recommend corrective
actions.
• Align performance metrics with airport priorities (efficiency, safety,
passenger satisfaction)
• Policy, Compliance & Safety Support
Ensure HR policies comply with:
• UAE Labour Law
• GCAA (General Civil Aviation Authority) standards
• Airport-specific safety and security requirements
• Support internal audits and documentation for compliance
Change Management
◦ Assist with organizational restructuring,
new terminal projects, or operational
changes.
◦ Lead communication plans during major
airport updates or system
implementation.
Compensation & Benefits Support
◦ Advise managers on compensation
structures, shift allowances, and overtime
policies.
◦ Ensure fairness and internal equity,
especially for shift-based operational
roles.
Reporting & HR Analytics
◦ Prepare reports on:
◦ Headcount
◦ Turnover
◦ Absenteeism
◦ Training hours
◦ Staffing gaps.
◦
Stakeholder Management
◦ Work closely with internal departments:
◦ Airport Operations
◦ Facilities Management
◦ Security
◦ Commercial & Retail

Recruitment and Staffing:
• Lead recruitment efforts for a variety of real estate positions, including agents,
brokers, property managers, administrative staff, and other corporate roles.
• Develop job descriptions, post openings, conduct interviews, and manage
selection processes to ensure the company attracts top talent for real estate
roles.
• Collaborate with hiring managers to identify key skills required for real estate
specific roles, ensuring job descriptions align with business needs.
• Manage onboarding processes for new hires, ensuring smooth integration into
the company.
Employee Relations:
• Serve as a liaison between employees and management to resolve conflicts,
concerns, and grievances in a timely manner.
• Promote positive employee relations by developing and maintaining a fair,
transparent, and inclusive company culture.
• Advise management on employee engagement initiatives and team- building
programs that foster a high-performance environment in real estate operations.
Training and Development:
• Identify and implement relevant training programs to improve employee skills,
particularly in real estate licensing, compliance, and industry best practices.
• Promote continuous professional development, offering employees opportunities
to grow within the real estate field.
• Stay current on the latest trends in real estate practices and ensure that staff
members are trained on relevant tools, technologies, and legal regulations.
Compensation and Benefits:
• Administer competitive compensation and benefits packages tailored to real estate
professionals, including commission-based pay structures for agents, bonus
programs, and health benefits.
• Monitor compensation trends in the real estate industry and make
recommendations to ensure the organization remains competitive.
• Manage and communicate benefits offerings, including retirement plans,
healthcare, and other employee incentives.
HR Compliance and Legal:
• Ensure compliance with all state, local, and federal labor laws specific to the real
estate industry, including fair housing regulations, employment practices, and
licensing requirements.
• Maintain knowledge of relevant real estate laws and regulations to ensure that
company practices are legally compliant.
Performance Management:
• Oversee the performance management
process, ensuring that performance
appraisals, goal setting, and feedback are
conducted regularly for real estate
professionals.
• Implement strategies to address
underperformance or skills gaps among
employees, agents, and managers.
• Offer leadership development and coaching
for real estate managers and teams to
enhance productivity and sales
performance.
HR Strategy and Organizational
Development:
• Partner with senior leadership to align HR
strategy with business objectives and the
unique needs of the real estate market.
• Develop and execute strategies that
promote employee retention, particularly
focusing on the high turnover rate often
experienced in real estate roles.
• Support the development of a positive work
culture that emphasizes customer service,
professionalism, and high ethical standards
in real estate transactions.
HR Administration:
• Maintain accurate employee records,
including contracts, performance appraisals,
and training certifications.
• Ensure the proper administration of HR
policies, ensuring that employees are aware
of and understand the
• company’s policies and procedures.
• Analyze HR metrics to identify trends
related to turnover, recruitment, and
employee satisfaction, and make
recommendations for improvements.

Recruitment and Staffing:
• Lead recruitment efforts for a variety of real estate positions, including agents,
brokers, property managers, administrative staff, and other corporate roles.
• Develop job descriptions, post openings, conduct interviews, and manage
selection processes to ensure the company attracts top talent for real estate
roles.
• Collaborate with hiring managers to identify key skills required for real estate
specific roles, ensuring job descriptions align with business needs.
• Manage onboarding processes for new hires, ensuring smooth integration into
the company.
Employee Relations:
• Serve as a liaison between employees and management to resolve conflicts,
concerns, and grievances in a timely manner.
• Promote positive employee relations by developing and maintaining a fair,
transparent, and inclusive company culture.
• Advise management on employee engagement initiatives and team- building
programs that foster a high-performance environment in real estate operations.
Training and Development: for real coaching
HR Strategy and Organizational
Development:
◦ with senior leadership to align HR with and the
unique of the market.
◦ and execute strategies that
promote employee retention, particularly
focusing on the high turnover rate often
experienced in real estate roles.
◦ Support the development of a positive work
culture that emphasizes customer service,
in real estate transactions.

HR Administration:
Establishment of the company,
• Creating the co and forming departments, creating the administrative organization structure, creating internal
procedures, establishing the work environment.
• Recreating administrative plans to form the administrative system, dividing job tasks, determining salaries, creating a
training and performance management system, analyzing risk and creating backup plans to manage risk, managing
workers, creating motivation and a spirit of competition, and maintaining a healthy professional climate. Mpanys
system from scratch, creating recruitment procedures.
Recruitment and Talent Acquisition:
• Developed and implemented strategic talent acquisition plans to attract, recruit, and retain high-performing
professionals aligned with business objectives.
• Managed the full recruitment lifecycle, including workforce planning, candidate sourcing, interviewing, selection, offer
management, and onboarding.
• Designed targeted recruitment strategies to attract specialized talent and support organizational growth.
• Created and delivered training and development programs that enhanced employee capabilities, improved
performance, and supported career progression.
• Established career development and succession planning frameworks to strengthen talent pipelines and leadership
readiness.
• Implemented employee engagement, recognition, and incentive programs that improved retention and overall
workforce productivity.
• Developed and managed performance management systems, including KPI frameworks and appraisal processes,
fostering a culture of accountability and continuous improvement.
• Partnered with department managers to identify performance gaps, provide coaching, and implement effective
performance improvement initiatives.
• Developed and updated HR policies, procedures, and employee handbooks in compliance with labor laws and industry
best practices.
• Oversaw employee relations, compensation and benefits, leave administration, and HR compliance to ensure a positive
employee experience.
• Promoted a high-performance organizational culture by driving employee engagement initiatives aligned with company
values and strategic objectives.
• Resolved workplace issues and employee grievances effectively while maintaining a transparent, inclusive, and
collaborative work environment.
• Supported leadership in workforce planning, organizational development, and change management initiatives to drive
business success.

• Partnered with line executives and management to proactively address business
issues related to workforce development, employee engagement and
• Career Timeline