Vivek Arora, managing director of the Society for Human Resource Management (SHRM) MENA
As leaders in human resources across the UAE and MENA region navigate rapid technological advancements, complex regulations, and changing workforce requirements, the significance of HR has reached a critical juncture. Vivek Arora, managing director at SHRM Middle East & North Africa, identifies the challenge as balancing innovation with the essential human aspect of the workplace.
“We are in an unprecedented era regarding technology evolution and its effects on work environments,” Arora noted. “HR leaders face a dilemma of accelerating generative AI initiatives while ensuring that people remain central through investments in leadership training, culture, and strategic workforce planning.”
This dual focus—embracing necessary change while preserving culture and human capabilities—will be a key topic at the upcoming SHRM MENA Annual Conference & Expo 2025 in Dubai.
Emiratisation: From Compliance to Talent Development
Emiratisation is continually reshaping workforce strategies in the UAE. Organizations are not only tasked with meeting national employment objectives but also with fostering meaningful career paths for Emirati talent.
“Success lies in developing skills roadmaps and identifying roles where expatriates can contribute and where Emirati individuals can be expedited through internships, mentorship, structured knowledge transfer, rotations, and specialized credentials while regularly assessing progress,” stated Arora.
He warned against reducing Emiratisation to a mere “quota fulfillment process,” advocating instead for purposeful skill development strategies that enhance cooperation between local and expatriate workforces.
Employee Well-Being and Experience
The well-being of the workforce is now a prominent priority. Arora highlighted that organizations in the region are exploring a diverse range of benefits that extend beyond the legal requirements.
“Current trends include flexible work hours, discretionary leave, employee recognition initiatives, extensive family well-being programs, mental health resources, gym memberships, and comprehensive employee experience platforms enhanced by AI,” he shared.
The outcomes are encouraging: “Organizations implementing these programs report marked improvements in employee satisfaction, engagement, and retention rates,” he added.
Arora emphasized the necessity for HR professionals to actively exchange best practices, utilizing regional HR networks to accelerate enhancements in this vital area.
The Role of AI and Emerging HR Technologies
As AI continues to transform recruitment and analytics, Arora suggested its influence on HR will intensify in the coming years.
“AI application in our region is evolving from using large language models for simplified communication to leveraging generative AI for collaborative solution development. We are moving toward Agentic AI and the full automation of work processes via Robotic Process Automation,” he elaborated.
Additionally, he sees significant potential for AI to integrate with augmented reality (AR) and virtual reality (VR) for tailored onboarding and training experiences. “It’s crucial to look for collaborative opportunities and explore technology integration,” he advised.
The SHRM MENA Conference’s HR Tech Expo will showcase these advancements, providing HR leaders with access to region-specific solutions.
When discussing exemplary practices, Arora pointed out Dubai Police’s innovative approach.
“They have utilized technology to create multi-faceted UAE National programs that align with Emiratisation goals while emphasizing long-term career mobility focused on developing future-ready skills and engaging fresh talent,” he noted.
This initiative encompasses advanced training, scholarship opportunities, and a compelling employee value proposition that resonates with community values.
The Rise of Digital Nomadism
The UAE’s proactive visa initiatives and robust infrastructure are drawing more digital nomads, adding a fresh dimension to HR strategies.
“Thanks to emerging technologies, robust infrastructure, and comprehensive regulations supporting telecommuting and gig work, the UAE has become an increasingly appealing destination for digital nomads to become part of the local workforce,” remarked Arora.
However, he acknowledged that rigid employment policies could limit HR’s capacity to fully engage this talent pool. “This poses a significant barrier to attracting top talents from this sector,” he emphasized.
Cultivating Culture in Remote Teams
With the rise of remote and hybrid working models, new management methods are essential. Arora highlighted that HR must be pivotal in fostering inclusiveness and performance across geographically dispersed teams.
“Moving away from traditional clock-in/clock-out systems is vital; we need to focus on measuring productivity rather than mere attendance and utilize people analytics to assess workload distribution, equity, and access to growth opportunities across different locations,” he explained.
Moreover, he indicated that robust leadership and managerial development will be key differentiators for organizations that effectively integrate inclusion on a broad scale.
Compliance and Regulatory Framework
Adapting to flexible work models introduces regulatory hurdles for HR leaders. The UAE has implemented various work models under Federal Decree-Law 33/2021, necessitating organizations to remain attentive to potential changes.
“HR professionals must stay updated on all regulatory changes and legislative updates from UAE authorities regarding compliance matters,” Arora advised, highlighting the importance of monitoring tax, social security, and permanent establishment risks for international telework arrangements.
SHRM has a role in keeping professionals informed through newsletters and events while encouraging them to seek legal counsel when necessary.
Strategic Workforce Planning
The rise of digital nomadism is influencing workforce planning throughout the MENA region. According to Arora, HR must prepare for a blended workforce model that combines a core group of employees with a flexible pool of specialists.
“Maintaining control over organizational culture and values will become increasingly challenging; thus, it is vital for both HR and organizational leadership to double down on core values, offer manager coaching, and develop clear and transparent career pathways that enable the organization’s culture to scale across borders,” he articulated.
Simultaneously, this change could promote regional innovation and strengthen global partnerships.
The Future of HR Events
Arora also reflected on the need for HR platforms to adapt to evolving employment trends. “As work models transition, there must be a simultaneous focus on tracking skill taxonomies, developing internal talents, integrating digital nomads, and embedding AI across all facets of HR and organizational transformation,” he remarked.
He advocated for greater collaboration between event organizers and government entities to broaden regulatory comprehension, along with skill-centric workshops and mental health initiatives tailored to the regional context.
“This is why the SHRM MENA Annual Conference & Expo is such a crucial event—providing HR professionals with not only global perspectives but also applicable, region-specific strategies to navigate hybrid and remote workforce frameworks,” he concluded.
In summary, Arora believes the future of HR in the MENA region hinges on striking the right equilibrium between adopting innovative technologies and maintaining a people-first approach in decision-making.
“Combining AI with human oversight is a principle that SHRM embodies, which is reflected in how the organization incorporates Human Intelligence (HI) into its ROI calculations,” he stated.