Director Employee Relations - Human Resources

Job Number

2025-14499

Position Summary

UAE Nationals are encouraged to apply

New York University Abu Dhabi (NYUAD) seeks to appoint a Director of Employee Relations reporting to the Chief Human Resources Officer (CHRO).

The Director oversees the Employee Relations (ER) portfolio and strategic employee relations plan at NYUAD, promoting a culture of inclusion, equity, and organizational excellence. They are responsible for creating and delivering impactful programs and activities that improve manager-employee relationships, with an emphasis on fostering an inclusive and supportive workplace. The role includes planning and implementing employee relations goals and objectives, ensuring alignment with NYUAD’s principles and Code of Conduct.

The Director is also responsible for developing, implementing, and ensuring adherence to policies, programs, and procedures that prioritize inclusivity and cultural competence while ensuring compliance with both local and international labor laws. They provide consultation and guidance to leadership and senior management on employee and workplace matters, driving organizational transformation in line with NYUAD's mission and core values.

Key Responsibilities: 

• Develop, implement, and ensure adherence to fair, inclusive, and legally compliant employee relations policies in alignment with NYUAD’s values and the Code of Conduct. Identifies potential legal and compliance risk areas in collaboration with the Office of General Counsel, Office of Equal Opportunity, and the Office of Compliance, recommending appropriate responses such as education, policy refinement, and direct interventions. Identifies areas of vulnerability, informing and advising the Chief Human Resources Officer and COO to ensure appropriate assessment and interventions.
• Acts as a strong advocate for employee issues and works with the Chief Human Resources Officer to develop methods to ensure staff input, concerns, and grievances are facilitated in a manner consistent with our mission and values. Make referrals to the appropriate offices for interventions, including but not limited to the Office of General Counsel, Office of Equal Opportunity, Office of Compliance, and the Office of Inclusion and Equity. 
• Lead the design and delivery of training programs to equip supervisors and employees with knowledge of employee relations best practices, performance management, conflict resolution, and culturally responsive leadership. Partners with the Learning & Organizational Development Office of Inclusion and Equity team to integrate IDBEA principles into leadership development initiatives, ensuring that all managers are well-versed in fostering inclusive and equitable workplace environments.
• Partner with the senior management on relevant employee relations activities related to the impact of institutional reorganizations & resulting restructure.  Advise senior management and HR Business Partners on redundancy implications resulting from these activities, ensuring best practice outcomes by developing and implementing separation proposals and communication strategies.
• Act as a key resource for resolving complex workplace conflicts, conducting investigations, and facilitating mediation efforts.  Develop and oversee structured processes to address employee grievances and concerns while upholding institutional fairness, transparency, and accountability. Implement proactive strategies to de-escalate conflicts before they become formal complaints. Investigate complex disciplinary situations, gather evidence, take statements, formulate case summaries, and advise the Chief Human Resources Officer of recommendations. Oversees formal disciplinary action against employees.
• In partnership with the Director of Learning & Organizational Development, the Director, HR Business Partners, the Director of National Talent, and other stakeholders provide ongoing consulting, guidance, coaching, and training to Senior Managers, Managers, and staff concerning employee relations programs and activities. Delivers proactive plans and programs to positively influence employee relations, ensuring a culture of fairness, inclusion, and accountability.
• Provide strategic support to supervisors and managers on addressing performance concerns, implementing performance improvement plans, and fostering constructive feedback mechanisms. Develop interventions to support employees in navigating career growth while upholding accountability and institutional standards. Collaborate with the Learning & Organizational Development team to identify and recognize high-performing employees for awards and professional development opportunities, reinforcing a culture of excellence, retention, and engagement.
• Monitor trends and reports progress on outcomes and recommendations throughout the year. Ensure that performance management and recognition initiatives are inclusive, equitable, and culturally responsive, fostering a sense of belonging, motivation, and engagement across NYUAD’s diverse workforce.
• Lead the analysis and interpretation of people-related metrics to identify trends and inform the development and improvement of ER policies, processes, and management development activities Through the analysis and interpretation of internal and external ER-related data sources, identify trends and develop appropriate recommendations for value-adding and strategic ER interventions that meet organizational and customer specific needs. Ensure the impacts of these initiatives are measurable and evidenced. Identifies areas for improvement in employee engagement, retention, and workplace satisfaction, providing recommendations to leadership for action.
• Oversee and manage NYUAD’s Employee Well-being Program (EWP), ensuring that workplace wellness initiatives are inclusive, culturally responsive, and aligned with global best practices. Continuously evaluates data to identify trends, assess employee needs, and enhance services, advocating for policies that support holistic well-being, psychological safety, and work-life balance. Maintain awareness of global conflicts, crises, and natural disasters to proactively address employee concerns and provide appropriate support as needs arise.

Required Education:

• A Bachelor’s degree in Human Resources, Organizational Development, Labor and Employee Relations, Business Administration, Industrial/Organizational Psychology, Public Administration, Law, Social Sciences, or a related field is required

Required Experience:

• A strong understanding of labor laws, employee relations best practices, workplace compliance, and organizational development principles, particularly in multicultural and international work environments
• Minimum of 10 years of experience working in labor and employee relations in a managerial capacity.
• Proven experience in the area of job responsibility including effective problem solving and employee relations interventions is required
• Exprience working with a diverse international population of multiple stakeholders
• Strong leadership and strategic thinking abilities
• Cultural competence and sensitivity to diverse global workforce dynamics
• Excellent written and verbal communication skills
• Strong interpersonal and relationship-building abilities
• Coaching and influencing skills for developing inclusive leadership capabilities
•  Expertise in mediation and conflict resolution
• Change management and organizational development experience
• Training and facilitation expertise in workplace policies, compliance, and leadership development
• Ability to remain composed and objective under pressure
• Tenacity and perseverance in handling complex employee relations matters
• A balanced approach that integrates institutional priorities with employee advocacy
• Understanding of US and UAE Labor Laws

Preferred Education:

• Master's Degree in a related field
• Legal qualification in Employment Law

Preferred Experience:

• Prior Labor and Employee Relations experience, in an academic setting
• Experience working in an academic institution or global organization with a highly diverse workforcePrior experience handling restructuring or large-scale organizational changeKnowledge of applicable labor law and other statutory and regulatory requirement in the US and UAE
• Alternative Dispute Resolution (ADR) experience or conflict mediation.