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element hr outsourcing team

YOUR ENTIRE HR DEPARTMENT.
ONE PARTNER.

Stop hiring piecemeal. Element embeds a 5+ specialist HR team inside your business — policy design, employee lifecycle management, WPS payroll, and day-to-day administration — at a fraction of the cost of building in-house. 95%+ policy adherence. Zero compliance gaps.

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HR Outsourcing
in Dubai 

Fully managed HR operations — from Fractional CHRO leadership and dedicated HR Business Partners to a Centre of Expertise delivering payroll, compliance, and employee engagement.

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Three ways to take this further. Pick the one that matches where you are.

Most visitors aren't ready for a sales call on the first read. So we don't force one. Pick the option that fits your moment.

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If you're researching
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9 deep case studies, 5 in-depth guides, and 25+ articles — covering the engagements, frameworks, and patterns behind our practice. No gates, no email walls.

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If you're ready
30 min · with a partner

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The first conversation is 30 minutes, with a partner — not a sales rep. You'll leave with at least one practical takeaway, regardless of whether you engage us.

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HR Outsourcing Dubai · Mid-Market

HR outsourcing in Dubai, built for 50–500 person mid-market companies.

Senior-led practice. WPS-compliant payroll. MoHRE filings. Performance, engagement, compliance. All from one fixed-fee retainer. No platform tools dressed up as services — just embedded HR people who know UAE law cold.

Book a free 30-min call →

When outsourcing makes sense

Three signals you've outgrown DIY HR.

01

You're 50–500 employees

An in-house HR Manager is stretched across payroll, recruitment, compliance, and grievances at the same time. Outsourcing buys you a senior team for less than a senior salary.

02

You're scaling fast

Headcount doubling, multiple jurisdictions, no time to build a function from scratch. We become the function while you scale, and hand it back when you're ready.

03

You're consolidating after a transaction

Post-merger, post-acquisition, post-restructure. We bring stability while permanent leadership is recruited — no missed payroll, no compliance slip, no exits unmanaged.

What's included

Strategic, operational, and tactical — under one retainer.

Most outsourcing firms cover one of these three layers. We cover all three, with senior accountability, so nothing falls through the gap between strategy and execution.

S

Strategic

  • Organisation & headcount design
  • Compensation benchmarking
  • Performance management cycles
  • Employee engagement diagnostics
  • HR maturity assessment
  • Succession planning
O

Operational

  • WPS-compliant payroll & SIF filing
  • MoHRE & immigration filings
  • End-of-Service Savings Scheme admin
  • Gratuity & leave tracking
  • Letters & HR documentation
  • Emiratisation reporting
T

Tactical

  • Day-to-day employee queries
  • Disciplinary & grievance handling
  • Onboarding & exit management
  • Policy authoring & enforcement
  • Performance improvement plans
  • Workplace investigations

The element MEA difference

Four things you won't find at most outsourcing firms.

Senior-led, always

Your account is run by partners with 15+ years in UAE HR — not by analysts learning on your time. Decisions get made on the call.

Fixed retainer, no surprises

One monthly fee, scoped quarterly, transparent. We don't bill by the hour, by employee count, or by ticket volume.

Gulf–India corridor coverage

UAE plus India operations under one engagement. Common across our client base — and rare among local outsourcing firms.

10-day implementation

Contract to first payroll: 10 working days. We've done it 250+ times across UAE mid-market companies.

Pricing & engagement

Three engagement shapes. One fixed fee.

No per-employee surcharges. No platform fees. No hidden invoices. The fee covers payroll, MoHRE, performance, engagement, policy, and day-to-day support — full stop.

EngagementHeadcountFrom
Embedded HR Director
For founder-led teams that need senior HR strategy without a hire.		10–49AED 7,500 /month
Outsourced HR Function
Full HR ops + strategy. Replaces an in-house HR Manager.		50–149AED 15,000 /month
Full-Stack HR Practice
Embedded team across HR ops, performance, comp, and L&D.		150–500+Bespoke

All retainers include 90-day exit option. No multi-year lock-ins.

Common questions

HR outsourcing in Dubai — answered.

How much does HR outsourcing cost in Dubai?

For Dubai mid-market companies (50–500 employees), HR outsourcing typically costs AED 7,500–25,000 per month depending on headcount, jurisdictions, and scope. element MEA charges a fixed monthly retainer with no per-employee surcharges or hidden fees.

What is included in HR outsourcing in Dubai?

WPS-compliant payroll, MoHRE filings, end-of-service gratuity tracking, EOSB savings scheme administration, statutory leave management, employee letters, performance management cycles, engagement diagnostics, policy authoring, and day-to-day HR support — all under one fixed retainer.

How long does HR outsourcing implementation take?

From signed contract to first payroll: 10 working days. element MEA has run this implementation 250+ times across UAE mid-market companies. We've published a step-by-step playbook for clients to track every milestone.

Will I lose control of my HR if I outsource?

No. Outsourcing means we run the function under your direction. You set the strategy, approve hires, sign off on policy. We execute, advise, and prevent compliance gaps. Most clients gain more control because the function is finally being run properly.

Is element MEA WPS-registered?

Yes. element MEA is a registered WPS agent and submits monthly Salary Information Files (SIF) to MoHRE on behalf of clients. Our payroll engine has run 250,000+ payslips with zero late-payment penalties since inception.

Can element MEA handle Emiratisation compliance?

Yes. We track Nafis quotas, source UAE National candidates, manage role design for compliance, and handle MoHRE Emiratisation reporting for companies with 20+ skilled employees. Read our Emiratisation guide.

Do you cover Dubai free zones like DIFC, ADGM, and JAFZA?

Yes. element MEA operates across DIFC, ADGM, JAFZA, DMCC, Dubai South, and all other major UAE free zones, in addition to mainland. See our Free Zone HR Guide.

What happens to my existing HR person if I outsource?

Most of our clients keep their HR Manager and we sit alongside them as the senior layer. The HR Manager handles tactical, we handle strategic and operational complexity. Some clients restructure; we help with that transition compassionately.

How is element MEA different from a recruitment agency?

Recruitment agencies place candidates and disappear. element MEA runs the entire HR function — recruitment is one part. We're a consulting practice with embedded delivery, not a placement service. See how we run recruitment.

Do you offer a trial period?

The first 30-minute call with a partner is free, with no commitment. We then propose a scoped 90-day engagement. If we're not a fit at 90 days, we exit cleanly with full handover documentation.

Ready to embed senior HR in your business?

First conversation is 30 minutes, with a partner — not a sales rep. You'll leave with at least one practical takeaway, regardless of whether you engage us.

Book a free call →

HR Consultancy Dubai · Mid-Market

Strategic HR consulting in Dubai for mid-market companies that need senior thinking, fast.

A consulting practice, not a placement firm. 250+ engagements across the UAE. Six disciplines under one roof. Partner-led delivery, defensible frameworks, deliverables you can put in front of a board.

Book a free 30-min call →

Six disciplines, one practice

What we cover — with senior accountability across all six.

Most HR consultancies pick one or two disciplines. We cover all six because mid-market problems rarely sit in one box — a comp issue is also a performance issue, a turnover problem is also a culture problem.

01

Organisation design

Span of control, role architecture, reporting lines, restructuring. Clear org charts that match your strategy, not your history.

02

Compensation & rewards

Market benchmarking (Mercer, Korn Ferry, Aon), salary band design, variable pay structures, pay equity, total rewards modelling.

03

Performance management

Goals, OKRs, calibration, 360s, performance cycles. Frameworks that drive accountability, not paperwork.

04

Engagement & culture

Engagement diagnostics (eNPS, Glint, custom), action planning, manager enablement, recognition systems.

05

Talent & succession

9-box assessment, talent reviews, succession planning, leadership development, high-potential identification.

06

HR compliance & audit

Policy authoring, FDL 33/2021 compliance, WPS, Emiratisation, free zone variations, DIFC/ADGM specifics.

How we engage

Three engagement shapes. Pick the one that fits the moment.

Project

Fixed scope, fixed fee, fixed timeline. Comp benchmarking, performance framework design, HR audit, org redesign. 4–16 weeks.

From AED 25,000

Retainer

Ongoing advisory across all six disciplines. Quarterly scoping, monthly check-ins, partner accountability. Replaces a Head of HR.

From AED 15,000 / month

Embedded HR Director

Senior HR strategy embedded part-time inside your business. Sits with the leadership team. Owns the people agenda.

From AED 7,500 / month

Industries we know cold

Mid-market HR is industry-specific. We've done it across eight.

Family holdings

Multi-generational, multi-business. Governance, succession, professionalising the HR function.

Manufacturers

Blue-collar workforce, accommodation, WPS, MoHRE compliance, shift planning, attrition.

MNC country operations

Global HR policy localisation, regional reporting, country-level compliance.

Technology & SaaS

Equity comp, founder-led culture, scaling from 30 to 300, multi-jurisdiction hiring.

Hospitality & F&B

Service-charge structures, multi-nationality teams, shift rosters, attrition.

Healthcare & education

DHA/HAAD, KHDA compliance, clinical and faculty hiring, accreditation-aligned HR ops.

Common questions

HR consulting in Dubai — answered.

What does an HR consultant in Dubai do?

An HR consultant in Dubai advises on strategic people decisions: organisation design, compensation structures, performance management, engagement, succession planning, and HR compliance under UAE Labour Law (FDL 33/2021). element MEA covers all six disciplines under one engagement.

How much does HR consulting cost in Dubai?

Project-based HR consulting in Dubai typically ranges AED 25,000–75,000 for a defined engagement (e.g., comp benchmarking, org redesign), and AED 15,000–40,000 monthly for retained advisory. element MEA offers fixed-scope project pricing and quarterly retainers.

What's the difference between HR consulting and HR outsourcing?

HR consulting advises on strategy and frameworks — you keep execution in-house. HR outsourcing means we run the function operationally. Many element MEA clients combine both. See HR outsourcing.

Do you work with small companies or only mid-market?

Our practice is built for mid-market (50–500 employees) where the HR function genuinely needs senior thinking. We do work with smaller founder-led teams via the Embedded HR Director engagement starting AED 7,500/month.

Can you help us design our compensation structure?

Yes. We benchmark against UAE market data (Mercer, Korn Ferry, Aon), design salary bands, model variable pay structures, and run pay equity audits. Output is a defensible compensation framework you can implement.

How long does a typical HR consulting project take?

A focused project (e.g., comp benchmarking, performance framework design, HR audit) typically runs 4–8 weeks. Larger transformations (org redesign, full HR operating model) run 8–16 weeks. Retainers are open-ended with quarterly scoping.

Do you work with companies in DIFC and ADGM?

Yes. element MEA operates across mainland, DIFC, ADGM, JAFZA, DMCC and all major UAE free zones. See our Free Zone HR Guide.

What industries does element MEA specialise in?

Family holdings, manufacturers, MNC country operations, technology/SaaS scale-ups, hospitality, healthcare, professional services, and retail. We've done 250+ engagements across these sectors.

How do I start an HR consulting engagement?

Book a free 30-minute call with a partner. We'll diagnose your situation and propose a scoped engagement — fixed-fee, defined deliverables, no multi-year lock-in.

A free 30-minute call. With a partner. No deck.

Tell us where the friction is. We'll tell you what we'd do about it. You'll leave with at least one practical takeaway, regardless of whether you engage us.

Book a free call →

Payroll Services Dubai · Mid-Market

Payroll services in Dubai — WPS-compliant, audit-ready, fixed-fee.

250,000+ payslips processed. Zero late-payment penalties. SIF filed monthly to MoHRE. Gratuity, EOSB savings scheme, leave, and statutory reporting under one fixed fee — not per employee, not per transaction.

Book a free 30-min call →

What's included

Payroll done properly — not just salaries in, payslips out.

01

Monthly payroll processing

  • Salary calculations, prorations
  • Overtime, allowances, deductions
  • Bonuses & variable pay
  • Branded payslips
  • Direct WPS bank file upload
02

Statutory & compliance

  • WPS SIF submission to MoHRE
  • Gratuity tracking under FDL 33/2021
  • EOSB Savings Scheme admin
  • Leave & gratuity balances
  • Year-end statutory letters
03

Employee lifecycle

  • New joiner setup (10-day SLA)
  • Salary increments, promotions
  • Full & final settlement at exit
  • End-of-service certificates
  • Reference letters

Pricing

Fixed monthly fee. No per-employee surcharge.

Most payroll providers charge AED 50–150 per employee per month — a 250-person team pays AED 18,000–38,000 just for payroll. element MEA is a flat fee, regardless of headcount, and includes full HR operations alongside payroll.

EngagementHeadcountFrom
Payroll + Embedded HR
Founder-led team. Payroll plus advisory.		10–49AED 7,500 /month flat
Payroll + Outsourced HR
Mid-market. Payroll plus full HR ops.		50–149AED 15,000 /month flat
Full-Stack Payroll
Multi-jurisdiction, multi-entity, complex pay structures.		150–500+Bespoke

10-day implementation

From signed contract to first payroll — in two working weeks.

D1–3

Data collection

Employee master data, contracts, bank details, leave balances, gratuity accruals, latest payroll register.

D4–7

Parallel run

We process the current month in parallel with your existing system. Reconcile differences. Sign off accuracy.

D8–10

Go live

First WPS-compliant SIF filed. Branded payslips delivered. Employee comms sent. You're done.

Common questions

Payroll in Dubai — answered.

What are payroll services in Dubai?

Payroll services in Dubai cover monthly salary processing, WPS-compliant SIF submission to MoHRE, gratuity calculation under FDL 33/2021, end-of-service savings scheme administration, leave tracking, payslip generation, and statutory reporting.

How much do payroll services cost in Dubai?

Payroll services in Dubai typically cost AED 50–150 per employee per month for outsourced processing. element MEA charges a fixed monthly fee covering payroll plus full HR ops, starting at AED 7,500/month for teams under 50.

What is WPS in UAE payroll?

WPS (Wage Protection System) is a UAE Central Bank and MoHRE programme requiring all employers to pay salaries through approved banking channels and submit a monthly SIF (Salary Information File). Non-compliance triggers fines from AED 5,000 and possible labour file suspension. Read our WPS Compliance Guide.

Are you a registered WPS payroll provider?

Yes. element MEA is a registered WPS agent and submits monthly SIF files to MoHRE on behalf of clients. We've processed 250,000+ payslips with zero late-payment penalties since inception.

How long does payroll implementation take in Dubai?

From signed contract to first payroll: 10 working days. We collect employee master data, contracts, bank details, and existing leave/gratuity balances, then run a parallel test before going live.

What is the End-of-Service Savings Scheme?

Cabinet Resolution 96 of 2023 introduced an opt-in alternative to traditional gratuity in the UAE. Employers contribute monthly into approved savings funds rather than accruing gratuity on the balance sheet. element MEA handles enrolment, monthly contributions, and reconciliation.

Do you handle gratuity calculations?

Yes. We track gratuity accrual monthly under FDL 33/2021 (21 days per year for first 5 years, 30 days thereafter, capped at 24 months' basic), calculate final entitlements at exit, and generate full and final settlement statements within 14 days as required by law. Try our free gratuity calculator.

Do you cover free zone payroll (DIFC, ADGM, JAFZA)?

Yes. element MEA covers payroll across mainland, DIFC, ADGM, JAFZA, DMCC, Dubai South and all major UAE free zones. DIFC and ADGM have separate employment regulations which we handle natively. See our Free Zone HR Guide.

What happens if I miss a WPS submission?

MoHRE imposes fines from AED 5,000 per occurrence and can suspend the company's labour file, blocking new visa issuance. Late salaries beyond 15 days of due date trigger automatic violation. element MEA's process prevents this with a multi-checkpoint reconciliation.

Can you handle multi-jurisdiction payroll (UAE + India)?

Yes. element MEA runs payroll across UAE, India, and partner jurisdictions across the Gulf-India corridor under one engagement. Reporting consolidates across geographies.

Get payroll off your plate, properly.

10-day implementation. Fixed fee. WPS-compliant. SIF filed every month. Your finance team gets clean reports. Your employees get accurate, on-time pay. You get your weeks back.

Book a free call →

Recruitment Agency Dubai · Mid-Market

Recruitment & talent acquisition in Dubai — built for companies that hire often.

A recruitment practice, not a placement service. 38-day average time-to-hire across 2025. Executive search, mid-level, volume, embedded TA — all under one roof, partner-led, with a 90-day replacement guarantee.

Brief us on your hire →

Four ways we engage

Pick the engagement shape that fits the role.

01

Contingent search

Pay on placement. IC and middle management. 15-20% of base, 90-day replacement guarantee.

02

Retained executive search

Director-level and above. Three milestones. Discreet, partner-led, 6-month guarantee. AED 35-75K typical.

03

Volume hiring

5+ identical roles. Assessment-day model. 14-21 days. AED 5-12K per placement.

04

Embedded TA

Senior recruiter inside your business 2-5 days/week. Best for 4+ hires/quarter. AED 15-25K/month flat.

Methodology

A structured process. No magic, no luck.

D1–3

Brief & calibrate

  • Role outcomes (not JD)
  • Salary band confirmed
  • First 90-day deliverable
  • Scorecard with hiring manager
  • Sourcing plan signed off
D4–20

Source & shortlist

  • LinkedIn, Naukri Gulf, Bayt, GulfTalent, networks
  • Structured screening calls
  • Scorecard-based shortlist
  • 3-5 candidates per round
D21–38

Interview & close

  • Structured interview support
  • Reference checking (min 2)
  • Offer construction & negotiation
  • 30/60/90 plan in offer letter
  • Counter-offer playbook

Pricing

Fee structures, transparently.

EngagementBest forFee
ContingentIC & middle management15-20% of base
RetainedDirector and aboveAED 35-75K
Volume5+ identical rolesAED 5-12K /placement
Embedded TA4+ hires/quarterAED 15-25K /month flat

All placements: 90-day replacement guarantee. Retained: 6-month guarantee.

Common questions

Recruitment in Dubai — answered.

How much does a recruitment agency cost in Dubai?

Dubai recruitment agencies charge 15-25% of first-year base salary on contingency, or AED 25,000-75,000 retained per search. Volume hiring runs AED 5,000-15,000 per placement. element MEA offers fixed-fee embedded TA models with no per-hire surcharges.

Recruitment vs talent acquisition?

Recruitment places candidates. Talent acquisition is a strategic function. element MEA runs TA as a function. Read our 2026 TA guide.

How long does recruitment take in Dubai?

35-50 days for mid-market commercial/ops. 60-90 days for senior or niche. 14-21 days for volume. element MEA's 2025 average was 38 days.

Do you do executive search in Dubai?

Yes. Retained executive search for Director-level and above across UAE, India, and the Gulf-India corridor. AED 35-75K typical, paid in three milestones.

Do you handle Emiratisation hiring?

Yes. UAE National sourcing against Nafis quotas, role design for compliance, MoHRE Emiratisation reporting. 60+ Emirati hires placed in 2024-25. See Emiratisation services.

Can you handle volume hiring?

Yes. 5+ identical roles via structured assessment-day model. 14-21 days end-to-end. AED 5-12K per placement, scaling down with volume.

What is embedded TA?

A senior recruiter inside your business 2-5 days/week, sourcing, screening, running your hiring. Best when hiring 4+ roles/quarter. AED 15-25K/month flat. Break-even vs agencies at ~3 hires/month.

Do you give a replacement guarantee?

Yes. 90-day replacement on contingent. 6-month on retained.

Brief us on your next hire.

First conversation is 30 minutes, with a partner. You'll leave with a clear sense of cost, timeline, and the candidates we'd target.

Book a free call →

Case Studies · 250+ engagements

What good HR looks like, in numbers.

21 anonymised engagements across UAE mid-market companies. Six in detail, fifteen as snapshots. Client names withheld at our discretion. Outcomes are taken directly from internal records.

Flagship engagements

Six in detail.

Each case below took 6–18 months to deliver. Sector and headcount are real. Client names are not.

01
Family Holding320 employeesDubai + KSA

Multi-generational family holding professionalises HR after 35 years.

Challenge

Founder-led group with 320 staff across construction, real estate, and trading. No HR function. Patriarch retiring; second-generation CEO needed governance, succession, and a hire-able first-Head-of-HR within 9 months. Annual attrition 28%, no comp structure.

Intervention

Embedded HR Director engagement, 12 months. Built job architecture (4 levels, 14 grades), benchmarked comp against Mercer, designed performance cycle, ran first calibration, drafted 4 core policies, recruited Head of HR with structured succession plan.

28% → 11%
Annual attrition
+3.4pts
Engagement (eNPS)
100%
Comp in-band by mo. 9
02
SaaS Scale-up85 → 240 employeesDIFC + India

Series-B SaaS scales from 85 to 240 in 14 months without a culture break.

Challenge

Series-B fintech post-funding; founders wanted to scale 3x in 12 months but were missing TA function, comp framework, and engagement signal. India entity needed parallel build. ESOP structure was ad-hoc.

Intervention

Embedded TA + retainer; 14 months. Built workforce plan, JD templates, sourcing playbook, scorecards. Ran 92 placements. Designed engineering levels (IC1–IC6, M1–M3) with comp bands across UAE + India. Implemented quarterly engagement diagnostic.

92
Hires placed
34 days
Avg time-to-hire
93%
Year-1 retention
03
Manufacturing480 employeesJAFZA

JAFZA manufacturer fixes a critical WPS compliance gap before MoHRE audit.

Challenge

480-person manufacturer flagged for WPS compliance review. 3 prior late SIF submissions, AED 28K accrued fines. Internal HR team of 2, payroll outsourced to a different vendor with no MoHRE liaison. CEO wanted full takeover ahead of audit in 8 weeks.

Intervention

Outsourced HR Function engagement. 14-day takeover, parallel-run two cycles, identified historical errors and proactively disclosed to MoHRE. Built monthly reconciliation checkpoint. Implemented EOSB savings scheme migration. Trained internal team for handover.

0 fines
Past 18 months
14 days
Takeover
100%
SIF on-time rate
04
Hospitality Group220 employees5 properties

5-property hospitality group cuts attrition by 19 percentage points.

Challenge

220 staff across 5 F&B properties. 47% annual attrition (industry avg 35%). Service-charge structure inconsistent across properties. Multi-nationality team (16 nationalities), high frontline turnover hitting NPS scores.

Intervention

8-month consulting + retainer. Diagnostic survey, manager training programme, recognition system relaunch, standardised service-charge structure, exit-interview programme, frontline-leader development. Roles re-banded; promotion path made visible.

47% → 28%
Attrition
+14pts
Guest NPS
3.2x
Internal promotions
05
Healthcare Group175 employeesDHA-licensed

Multi-clinic group meets Emiratisation quota 6 months ahead of deadline.

Challenge

DHA-licensed multi-clinic group, 175 staff. Emiratisation quota required 4 UAE National hires by year-end. CEO had attempted 9 months prior with zero placements. Brand was unknown to UAE Nationals; non-clinical role design unsuitable.

Intervention

Recruitment retainer. Re-designed 6 non-clinical roles for UAE National success criteria, built career-progression artefacts, sourced via Nafis network + university partnerships, ran assessment day. 4 placements in 4.5 months, with 90-day integration support.

4/4
Quota met early
4.5 mo.
Time to placement
100%
90-day retention
06
Professional Services95 employeesDIFC + ADGM

Mid-market professional-services firm rebuilds career architecture, ends partner-track ambiguity.

Challenge

95-person law/advisory firm. 3 senior associates resigned in 4 months citing unclear partner track. No documented progression criteria. Comp benchmarks unclear vs. competitors. Two prior consultants had failed to deliver.

Intervention

9-week project. Built level definitions Associate → Senior Associate → Director → Partner with measurable progression criteria. Benchmarked comp at each level vs. 4 named DIFC competitors. Designed transparent calibration process; coached managers through first cycle.

9 weeks
Project duration
0
Senior exits since
+6pts
Internal eNPS

15 micro wins

Smaller engagements. Same data discipline.

Quick projects, audits, single-role searches. Each is a small piece of work — with a real metric attached.

Tech · 60 emp

Engineering compensation re-band

100%offers in-band, vs. 38% before
Retail · 140 emp

Volume-hire 12 store managers

18 daysend-to-end vs. 65-day target
Education · 55 emp

HR audit pre-KHDA inspection

14 fixesclosed in 6 weeks; clean inspection
Construction · 380 emp

Accommodation policy + cost optimisation

AED 880Kannual saving, no quality drop
Fintech · 30 emp

ESOP framework design + comms

100%eligible employees enrolled within 14 days
Family Group · 95 emp

Fractional CHRO bridging

9 mo.to permanent CHRO; clean handover
Logistics · 200 emp

Performance management cycle re-design

+27ptsmanager confidence in PM process
Real Estate · 70 emp

Sales-team commission re-design

+18%quota attainment; 2 top performers retained
SaaS · 130 emp

Engagement diagnostic + 90-day action plan

+5.8ptseNPS, six-month follow-up
F&B · 90 emp

Service-charge legal review + restructure

100%FDL 33/2021 compliant; no employee challenge
Family Office · 22 emp

Confidential CFO retained search

8 weeksdiscreet placement, 6-month guarantee
MNC Country Op · 320 emp

UAE policy localisation pack

11 docsaligned to FDL 33/2021 in 4 weeks
Tech · 45 emp

India-UAE multi-jurisdiction payroll

10 daysimplementation, both jurisdictions
Healthcare · 60 emp

9-box talent review + succession map

3 promotionsinternally vs. external hires planned
Construction · 250 emp

Workplace investigation + outcome

3 weeksdiscreet, defensible, MoHRE-compliant
How we work
Brief us on your engagement →

HR Audit Dubai · 10-day diagnostic

An independent HR audit, delivered in 10 working days. Board-ready.

65 control points across six dimensions. Fixed-fee from AED 35,000. Structured methodology used on 80+ UAE engagements. Outputs: a 30-page report, a prioritised action register, and a board-ready presentation.

Brief us on your audit →

What we audit

Six dimensions. 65 control points.

01

Compliance

FDL 33/2021 employment law, WPS, MoHRE filings, Emiratisation, free zone variations, contract architecture.

02

Payroll

SIF accuracy, gratuity accrual, EOSB savings scheme, statutory letters, leave balances, control checkpoints.

03

Policy

Handbook completeness, policy currency, signature & acknowledgement audit, dispute resolution architecture.

04

Performance

PM cycle design, calibration discipline, manager capability, comp linkage, performance improvement process.

05

Talent & engagement

Workforce plan currency, sourcing channels, attrition pattern, engagement signal, succession depth.

06

HR operating model

Team structure, roles vs. ratios, technology stack, vendor management, governance forums.

Methodology

10 working days. Three phases.

D1–3

Data collection

  • Document review (contracts, handbook, payroll register)
  • Anonymous employee survey (12 questions)
  • Manager interviews (5-8)
  • Leadership interviews (1:1)
D4–7

Analysis

  • 65 control points scored
  • Compliance gap analysis
  • Benchmark against peer set
  • Risk-and-impact triangulation
D8–10

Report & readout

  • 30-page diagnostic report
  • Prioritised action register
  • Board-ready 1-page summary
  • 90-minute readout call

Common questions

HR audit — answered.

What is an HR audit?

A structured diagnostic of an HR function across compliance, operations, talent, and culture. element MEA's audit reviews 65 control points across six dimensions, delivered in 10 working days.

How much does an HR audit cost in Dubai?

Fixed-fee from AED 35,000 for mid-market (50-250 employees). Larger or multi-jurisdiction audits scale up. The deliverable is a board-ready 30-page report with prioritised actions.

When should we do an HR audit?

Before a transaction (M&A, fundraise), after a leadership change, ahead of a MoHRE inspection, or when scaling past 50 employees. Most clients run an audit every 18-24 months.

What's the deliverable?

A 30-page diagnostic report, a prioritised action register, a board-ready 1-page summary, and a 90-minute readout call. Action items are scored on impact and effort, time-boxed.

Get an independent read on your HR function.

10 working days. Fixed fee. Board-ready output. Run it before a transaction, before scaling, or just to know where you stand.

Book a free call →

Performance Management Dubai · Mid-Market

Performance management that drives accountability — not paperwork.

Goal-setting frameworks, calibration discipline, 360-degree feedback, performance improvement plans, comp linkage. Designed for UAE mid-market in 4 weeks. Implemented across 80+ engagements.

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What we design

A complete performance system, not just a form.

01

Goal architecture

OKRs, MBOs, or hybrid. Cascaded from strategy. Quarterly check-ins, annual review. Tested across hierarchical and flat organisations.

02

Rating & calibration

3-point or 5-point rating scales, defined behaviours per level. Calibration sessions facilitated. Forced distribution where appropriate.

03

360 feedback

Manager, peer, direct-report inputs. 12-question structured instrument. Anonymous + actionable. Used at senior levels and for high-potentials.

04

Performance improvement

Defensible PIP process under FDL 33/2021. 30/60/90 milestones, manager coaching, exit playbook if needed.

05

Comp linkage

Merit increase matrix, bonus payout structure, promotion criteria. Defensible distribution; finance-aligned budget envelopes.

06

Manager capability

Workshop series for managers: setting goals, giving feedback, running calibration, having difficult conversations. 4 sessions over 8 weeks.

Engagement

Three engagement shapes.

EngagementDurationFee
Design only
Frameworks, templates, manager toolkit. You implement.		4-6 weeksAED 35-50K
Design + first cycle
Design + facilitation through goal-setting and calibration.		9-12 monthsAED 60-100K
Embedded
Quarterly retainer. Permanent capability transfer.		OngoingAED 12K /month

Common questions

Performance management — answered.

What is performance management?

Performance management is the structured process of setting goals, measuring delivery, calibrating ratings, giving feedback, and linking outcomes to compensation and development. element MEA designs and implements PM cycles for UAE mid-market companies.

Should we use OKRs or traditional goals?

OKRs work well for fast-moving, knowledge-work teams (tech, scale-ups). Traditional cascaded goals work better for hierarchical or operations-heavy organisations. element MEA recommends a hybrid for most UAE mid-market companies.

How long does PM design take?

Design: 4-6 weeks. First full cycle (goals to calibration): 9-12 months. element MEA delivers design in 4 weeks via a structured method tested on 80+ engagements.

How much does it cost?

Project-based design typically AED 35,000-65,000. Retained advisory through a full cycle: AED 60,000-150,000. Embedded ongoing: AED 12K/month.

Make performance management drive results, not resentment.

First conversation is 30 minutes, with a partner. We'll diagnose your current PM process and propose a scoped engagement.

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Fractional CHRO Dubai · Mid-Market

A senior CHRO, embedded part-time inside your business.

For UAE mid-market companies (100-500 employees) that need senior HR leadership without the full-time cost. 1-3 days a week. Partner-led. From AED 25,000/month. Used by founders, second-generation CEOs, and pre-transaction businesses.

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When it makes sense

Three signals you need a Fractional CHRO.

01

100–500 employees, no senior HR

An HR Manager handles ops well but the people agenda — culture, succession, comp strategy — needs senior thinking. Full-time CHRO is overkill.

02

You're between Heads of HR

Departing leader needs to be replaced; recruitment will take 6-9 months. We bridge with continuity and prevent the function from drifting.

03

Pre-transaction

Fundraise, M&A, succession, exit. Senior HR is needed for diligence, integration, and transaction-period workforce decisions.

What the role delivers

Senior HR strategy, made operational.

Strategy

  • People plan aligned to business strategy
  • HR maturity assessment
  • HR operating model design
  • Board-ready people reporting

Leadership

  • Sits with executive team
  • Coaches Head of HR / HRBPs
  • Owns C-suite hiring
  • Runs talent reviews and succession

Capability

  • Builds the function before exiting
  • Recruits permanent successor
  • Hands over with full documentation
  • Available on-call post-engagement

Engagement & pricing

Pick the cadence that fits.

CadenceBest forFee
1 day / week100-200 employees, advisory + governanceAED 25K /month
2 days / week200-350 employees, embedded leadershipAED 38K /month
3 days / week350-500 employees, transaction or transformationAED 55K /month

Compared to full-time CHRO at AED 75-130K + LTI per month. Most engagements run 9-18 months.

Common questions

Fractional CHRO — answered.

What is a Fractional CHRO?

A senior HR leader (Chief People Officer-level) who works inside your business 1-3 days a week instead of full-time. Best for mid-market companies (100-500 employees) that need senior HR strategy without the full-time cost.

How much does a Fractional CHRO cost in Dubai?

AED 25,000-55,000 per month for 1-3 days a week. Compare to a full-time CHRO at AED 75,000-130,000 + LTI. element MEA's average engagement is AED 35,000/month.

When is a Fractional CHRO better than full-time?

When headcount is 100-500 (full-time CHRO is overkill), when you're bridging between Heads of HR, or when you're pre-transaction and need senior HR for diligence and integration.

Who delivers the role?

A partner from element MEA — not an analyst. Each Fractional CHRO has 15+ years of UAE HR leadership experience.

Senior HR leadership, without the full-time cost.

First conversation is 30 minutes, with a partner. We'll diagnose your situation and propose a scoped Fractional CHRO engagement.

Book a free call →