Director of Human Resources

Director of Human Resources

Reports To: Vice President for Administration 

About the American International University

American International University (AIU) is a private institution in Kuwait, founded in 2019, offering undergraduate programs in Engineering and Computing, Architecture and Design, Business, Arts and Sciences, and Education. The programs are delivered in English and follow the American model of higher education.

AIU serves a community of more than 4,000 students and is implementing the RISE Strategy 2026–2030, a five-year institutional transformation strategy focused on research development, international accreditation, student success, employability, and community engagement.

For more information, visit: www.aiu.edu.kw

Position Overview

The Director of Human Resources leads the University's HR function and aligns its people strategy with institutional priorities, regulatory requirements, and best practices. The Director translates the University's RISE Strategy 2026–2030 into actionable HR initiatives that support organizational effectiveness, talent development, employee engagement, leadership capacity, and institutional performance.

The role oversees talent acquisition, workforce planning, organizational design, performance management, compensation and benefits, employee relations, compliance, HR analytics, and policy governance. The Director serves as a trusted advisor to executive leadership and the Board on workforce strategy, organizational effectiveness, succession planning, and workplace culture.

Key Responsibilities

1. Strategic Leadership

• Develop, implement, and periodically review the University's HR strategy in alignment with the RISE Strategy 2026–2030 and institutional objectives.
• Lead workforce planning, organizational design, and restructuring initiatives to support current and future institutional needs.
• Advise executive leadership on workforce strategy, organizational effectiveness, talent risks, and regulatory compliance.
• Establish governance for HR policies, procedures, and practices, ensuring consistency, accountability, and compliance.
• Identify emerging workforce challenges and recommend strategic solutions to support institutional sustainability and growth.

2. RISE Strategy Alignment and Implementation

• Translate the RISE Strategy 2026–2030 into HR strategic initiatives, annual action plans, and measurable key performance indicators (KPIs).
• Align workforce planning, recruitment, employee development, performance management, and succession planning with the University's strategic priorities.
• Support research development by strengthening talent acquisition, workforce capabilities, and professional development relevant to the University's research objectives.
• Support international accreditation and quality assurance through effective workforce planning, faculty and staff qualification records, professional development, and HR documentation.
• Contribute to student success, employability, and community engagement by supporting the recruitment and development of qualified faculty and professional staff who advance these institutional priorities.
• Monitor HR-related strategic KPIs, evaluate progress, and provide periodic performance reports to executive leadership.
• Promote a culture of accountability, continuous improvement, employee engagement, and institutional excellence.

3. Talent Acquisition and Workforce Planning

• Lead faculty, executive, and administrative staff recruitment in alignment with approved staffing plans, academic requirements, and operational needs.
• Partner with Academic Affairs, school leadership, and relevant departments on faculty appointments, academic ranks, and contract processes.
• Establish effective recruitment practices that promote merit, fairness, transparency, and compliance with approved hiring procedures.
• Develop onboarding, integration, and retention initiatives to enhance employee experience and support successful workforce integration.
• Monitor recruitment effectiveness, vacancy rates, time-to-hire, and workforce needs to support informed decision-making.
• Ensure workforce plans reflect institutional priorities, budgetary considerations, and anticipated staffing requirements.

4. Performance Management and Organizational Effectiveness

• Design, implement, and oversee performance management frameworks aligned with institutional objectives and individual accountability.
• Lead leadership evaluation, employee development, and management capability-building initiatives.
• Implement succession planning and talent development programs for critical positions.
• Promote a performance-driven culture through clear objectives, regular feedback, and measurable outcomes.
• Review organizational structures, job descriptions, roles, and responsibilities to improve efficiency and accountability.
• Evaluate the effectiveness of HR initiatives and recommend improvements based on performance data and organizational needs.

5. Compensation and Benefits

• Oversee the development, implementation, and periodic review of salary scales, salary bands, job grades, and compensation structures.
• Conduct compensation benchmarking and pay equity reviews to support internal consistency and external competitiveness.
• Ensure compensation and benefits practices comply with applicable laws, approved university policies, and budgetary requirements.
• Advise executive leadership on compensation strategies, employee benefits, and workforce cost considerations.
• Establish appropriate governance and approval processes for salary adjustments, promotions, allowances, and other compensation-related decisions.

6. Employee Relations and Compliance

• Oversee employee relations, grievance management, disciplinary procedures, and sensitive employment matters.
• Ensure compliance with Kuwait Labour Law and applicable regulatory requirements of the Ministry of Interior (MOI), the Public Authority for Manpower (PAM), and other relevant authorities.
• Partner with Legal on employment contracts, disputes, investigations, disciplinary actions, and other sensitive HR matters.
• Maintain the confidentiality, integrity, and security of employee records and HR information.
• Ensure consistent application of university policies and procedures and promote fair, respectful, and professional workplace practices.
• Identify and mitigate employment-related legal, operational, and reputational risks.

7. HR Operations, Systems, and Analytics

• Oversee the selection, implementation, and optimization of HR information systems, including recruitment, onboarding, performance management, and employee records.
• Ensure the accuracy, integrity, confidentiality, and timely maintenance of HR data.
• Develop executive dashboards and workforce analytics to support strategic planning and management decision-making.
• Establish and monitor HR KPIs aligned with the RISE Strategy, including recruitment effectiveness, employee retention, performance management, professional development, employee engagement, and operational efficiency.
• Provide accurate workforce data, supporting documentation, and reports for institutional planning, regulatory submissions, audits, and international accreditation.
• Oversee payroll coordination, HR transactions, and administrative processes to ensure accuracy, timeliness, and efficiency.
• Lead HR digital transformation and process improvement initiatives to strengthen service delivery and operational effectiveness.

8. Team Leadership and Development

• Lead, coach, and develop HR managers and team members, fostering professional growth and accountability.
• Establish clear performance expectations, service standards, and individual and departmental KPIs.
• Promote collaboration, continuous learning, knowledge sharing, and effective teamwork within the HR function.
• Ensure appropriate allocation of responsibilities and resources to achieve departmental objectives.
• Build a service-oriented HR function that responds effectively to the needs of employees, managers, and institutional leadership.

Qualifications

• Master's degree in Human Resources, Business Administration, or a related field.
• Minimum of eight years of progressive HR experience, including senior leadership responsibilities; ten or more years preferred.
• Experience in higher education or a large, complex organization preferred.
• Strong knowledge of Kuwait Labour Law and applicable employment and regulatory requirements.
• Demonstrated experience in organizational restructuring, workforce planning, and compensation design.
• Experience in HR strategy development, performance management, and organizational development.
• Experience with HR information systems, workforce analytics, and KPI-based performance monitoring.
• Strong analytical, problem-solving, communication, and executive advisory skills.
• Professional certification such as SHRM-SCP, CIPD, or HRCI preferred.

Key Competencies

• Strategic thinking and executive advisory capability.
• Ability to translate institutional strategy into actionable plans and measurable outcomes.
• Integrity, confidentiality, and sound professional judgment.
• Leadership, negotiation, and conflict resolution.
• Data-driven decision-making and analytical capability.
• Stakeholder engagement and relationship management.
• Change management and organizational development.
• Planning, prioritization, and execution.

How to Apply 

• Interested candidates should visit the Job Opportunities section on our website and submit a resume and cover letter via: https://aiu.edu.kw/careers/jobs

• Applications will be reviewed on a rolling basis until the position is filled. The successful candidate is expected to commence employment immediately.