Strategic HR. UAE Expertise. Executive-Level Impact.
Siham Consulting advises CEOs, founders and boards of UAE and GCC businesses on workforce, Emiratisation, leadership and transaction decisions. Founded and led by Siham Rageh, with 20+ years of UAE/GCC HR leadership, and delivered by senior consultants.
20+ years UAE/GCC HR leadership Senior-led, fixed-scope engagements, MOHRE, Emiratisation & Nafis expertise Dubai, UAE
"We've outgrown our HR."
Growth has outpaced contracts, policies, structures and controls. Risk is building and you can't see how much.
→ HR Diagnostic & Risk Advisory
"I'm the unofficial HR department."
Senior people decisions land on your desk because no one senior owns them.
→ Fractional HR Leadership
"Emiratisation & compliance are harder."
Targets assessed regularly; non-compliance carries financial risk. Hiring to a number isn't a workforce plan.
→ UAE Workforce Advisory
"Restructuring, entering UAE, or doing a deal."
Organisation design, job/compensation architecture, market-entry infrastructure, due diligence and carve-outs.
→ HR Transformation
Fixed-fee reviews revealing hidden risk.
A fixed-fee, senior-led review of your HR function, compliance position and people risks.
Outcome: clear visibility of risk and a roadmap you can act on.
HR Health Check and maturity assessment
UAE employment compliance review (Federal Decree-Law No. 33 of 2021)
Contract architecture and payroll/WPS verification
Policy and process audit, prioritised remediation roadmap
Senior CHRO capacity without full-time executive cost.
Senior HR Director / CHRO capability on a retained, part-time basis, embedded in your leadership team.
Outcome: strategic clarity and governance without a permanent executive hire.
Executive and leadership-team advisory
HR governance and senior people strategy
Workforce planning
Organisation, compensation, market entry, M&A.
Growth, restructuring, systems change or a transaction demands senior HR leadership beyond daily bandwidth.
Outcome: scalable, defensible structures and confident execution.
Organisation design and role architecture
Job and compensation architecture, performance frameworks
HR function build-out, HRIS and payroll advisory
UAE market-entry HR infrastructure
M&A HR due diligence and carve-out advisory
Emiratisation
Compliance, planning & national talent strategy.Emiratisation and MOHRE requirements create financial and operational exposure, and quota-only hiring rarely retains talent.
Outcome: compliance you can rely on and a national talent plan that works for the business.
Emiratisation strategy and Nafis alignment
Workforce planning
Employment compliance and risk management, MOHRE process alignment
We start with the business problem, not the HR policy.
MOHRE, Emiratisation, free zone and mainland realities, from two decades on the ground.
Every engagement is led by a senior consultant, not handed to juniors.
Roadmaps built to be implemented, with support to implement them.
Our Work
M&A · Carve-out
Situation. A business unit had to be separated and sold, with people, payroll and benefits moving to the buyer.
What we did. Ran the HR workstream end to end: policy, payroll and benefit transition, due diligence, visa transfers, and employee engagement through focus groups and FAQs.
Outcome. 300+ employees transferred with equal or improved benefits, delivered ahead of schedule.
Compliance & Risk
31 active labour cases resolved out of court
Situation. High turnover, low trust and 31 labour cases driven by ambiguous policies and overtime practices.
What we did. Rebuilt policies and a disciplinary framework aligned to UAE labour regulations, standardised overtime approval and payout, added oversight of recruitment-agency contracts, and negotiated settlements with affected workers.
Outcome. All 31 cases settled without going to court.
Emiratisation
Situation. Difficulty attracting and retaining UAE National talent to meet mandatory sector targets.
What we did. Built targeted attraction campaigns, university partnerships, and a competency-based screening and onboarding framework.
Outcome. 100% of the client's Emiratisation hiring targets delivered.
Organisation Design
Situation. Overlapping roles, unclear reporting lines and strategy misalignment across three offices.
What we did. Audited workflows, restructured roles, and built a governance and authority matrix, a new organisation chart and an HR blueprint.
Outcome. Clear reporting lines and approval thresholds aligned to the Managing Director's direction.
Regulatory Alignment
Situation. The firm needed full compliance with DIFC Employee Workplace Savings (DEWS) rules.
What we did. Audited end-of-service structures, moved them to DEWS, enrolled employees through an authorised provider, and ran the staff communication plan.
Outcome. A compliant DEWS structure with streamlined monthly contributions.
Performance
Situation. Weak customer satisfaction and a declining brand image, with no performance structure.
What we did. Authored the policy, built a KPI-driven system linking company goals to individual metrics, and trained 90 employees.
Outcome. Organisation-wide adoption, with performance tied to engagement, customer satisfaction and retention.
Also delivered:
HRIS & payroll implementation | Compensation & incentive design| L&D strategy & OKRs Workforce planning| Hybrid work operating model | Global mobility
