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Board Advisory services provide non-binding strategic guidance to a company's executive leadership and Board of Directors, leveraging external expertise and real-world experience to sharpen strategy, improve governance, manage risk, and accelerate growth. Setting of HR strategy.

HR GOVERNANCE FRAMEWORKS / BOARD ADVISORY

Setting organizational and HR strategies at Board level.

As an individual HR consultant stepping into a non-executive board role or board committee membership in a Gulf family office, our contribution will be less about day-to-day HR operations and more about strategic governance, oversight, and value creation.


Dubai HR Consultants offers standard HR advisory services that are board-relevant in this context:


1. Board-Level Human Capital Strategy

  • Advising on alignment of people strategy with business strategy (succession, talent, and growth in Gulf markets).

  • Ensuring HR strategy supports regional expansion, diversification, and transformation goals.

  • Benchmarking compensation, governance, and people practices against Gulf/Global best practices.


2. CEO & Leadership Succession Planning

  • Designing and reviewing succession frameworks for family members and professional executives.

  • Guiding leadership pipeline development in line with future-proof skills (digital, ESG, governance).

  • Recommending assessment tools for identifying and developing future leaders.


3. Governance & Family Dynamics

  • Supporting family charters, governance frameworks, and shareholder agreements that clarify roles of family vs. professional management.

  • Advising on next-generation readiness programs and structured onboarding of family members into leadership.

  • Mediating and advising on family-business conflicts from a governance and HR best-practice perspective.


4. Board & Committee Effectiveness

  • Helping structure Board HR/Remuneration/ESG Committees with clear charters.

  • Advising on board evaluation processes and director development programs.

  • Benchmarking board and executive compensation practices to align with market and governance standards.


5. Executive Compensation & Rewards

  • Reviewing and advising on C-suite remuneration frameworks, incentives, and long-term plans.

  • Ensuring pay practices meet regulatory requirements (ESCA, Central Bank, CMA, etc.) and stakeholder expectations.

  • Designing performance-linked reward mechanisms to align with shareholder value creation.


6. Talent & Workforce Oversight

  • Advising on critical workforce planning (nationalization quotas, expat-local balance, future skills).

  • Overseeing diversity, inclusion, and Emiratization/Saudization initiatives.

  • Reviewing leadership development and retention programs to reduce dependency on external talent.


7. Risk, Compliance & Culture

  • Identifying HR-related risks (leadership gaps, compliance with labor law, reputational risks in treatment of staff).

  • Ensuring corporate culture aligns with ESG, ethics, and sustainability priorities.

  • Reviewing crisis-management readiness in areas like labor disputes, executive turnover, or reputational risks tied to people issues.


Our role will be to act as a trusted advisor ensuring governance, oversight, and future-readiness of human capital. Our non-executive advisor aims at balancing family continuity with professionalization, where the HR advisory can be pivotal.



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