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TAWREED · WORKFORCE & ENTERPRISE SOLUTIONS

Talent and workforce solutions.
Accountable delivery.

Recruitment, headhunting, temporary and contract staffing, manpower outsourcing and EOR for organisations operating in the UAE.

We connect talent acquisition and workforce delivery with corporate services and HR/HRMS consultation, organised around your requirements and defined responsibilities.

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Recruitment & search Staffing & EOR Corporate services HR consulting & HRMS

Defined employment model

WPS process controls

National talent pathways

Documented governance

Workforce services

Eight service segments. One coordinated workforce partner.

Explore the service model that fits the appointment, workforce programme or employment requirement. Each route leads to its operating scope, qualification methodology, mobilisation controls and account responsibilities.

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01 / 086-stage selection

White-Collar & Professional Staffing

Recruit permanent, contingent and leadership talent through an approved role scorecard, targeted market mapping and structured assessment. Technical evidence, candidate eligibility, references and joining dependencies are reviewed before a recommendation is presented. The account lead coordinates interviews, offer decisions and early placement reviews against the agreed recruitment plan.

Permanent & contingent hiring
Executive and specialist search
Assessment-led shortlists

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02 / 083–5-day local target

Industrial, Logistics & Blue-Collar Deputation

Mobilise role-mixed operational teams for project phases, planned peaks and changing client demand. The assignment plan connects trade testing, lawful employment and permit readiness with insurance, site induction, PPE and included welfare arrangements. A named account owner coordinates rosters, attendance exceptions, payroll inputs and controlled changes throughout the deployment.

Trade-tested role suitability
Readiness and site release gates
Shift and account coordination

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03 / 08Employer-model review

Employer of Record & PEO Services

Structure eligible UAE hiring through an authorised local employing arrangement with clear client and employer responsibilities. The scope connects employment terms, the permitted visa or work route, insurance, benefits and employee administration before a start date is committed. Monthly governance follows worker status, statutory obligations, service requests and any approved change to the assignment.

Contracts and permitted work route
Benefits and employee administration
Defined employer/client interfaces

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04 / 08Maker–checker controls

Turnkey WPS & Managed Payroll Outsourcing

Run payroll through a documented calendar covering employee data, approved time, variable pay, calculation and independent review. Validated salary instructions and SIF files pass through the appropriate approved payment channel with funding and value-date controls. Reconciliation assigns rejected or discrepant payments to an owner and links the result to payslips, benefit records and audit evidence.

Approved input and funding calendar
SIF and WPS-agent validation
Employee-level reconciliation

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05 / 08Genuine national roles

Emiratisation — Tawteen & Nafis Solutions

Build an establishment-level national talent plan around real positions, required capability and current MoHRE targets. Sourcing and selection connect relevant Emirati channels with structured assessment, employment documentation and applicable payroll or pension registration. Manager preparation, mentoring and career reviews support retention after the appointment rather than treating recruitment as the end of the programme.

Applicability and role planning
UAE National candidate pipelines
Onboarding and retention support

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06 / 08Shift-readiness planning

Facilities Management & Hospitality Manpower

Coordinate on-demand teams around the actual facility, guest-service standard, shift pattern and work conditions. Selection can include practical task testing, service-behaviour assessment, safety awareness and any position-specific eligibility or training. The delivery plan assigns supervision, site access, uniforms or PPE, transport where included, attendance approval and a continuity route for absence or changing demand.

Task and service-standard assessment
Site, shift and induction planning
Attendance and continuity controls

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07 / 0818–25-day overseas target

Volume Mobilisation & International Talent Corridors

Plan international recruitment by role, source-country requirements and verified partner capacity rather than a headline headcount. Candidate screening, trade tests, document checks and pre-departure orientation feed a person-level mobilisation register with authority and travel dependencies. Cohort releases are agreed against medical, biometric, insurance, arrival and site-readiness evidence, with exception reporting and staged handover.

Licensed partner due diligence
Trade tests and pre-departure checks
Cohort and arrival readiness tracking

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Project team mapping requirements and processes

08 / 08HR and regulatory coordination

HR Advisory, PRO & Government Licensing Services

Connect HR operating policy with the employment, immigration and establishment transactions needed to run the workforce. The advisory scope maps responsibilities, approvals, renewal dates, required evidence and authorised submission routes. Account governance tracks outstanding actions, legal or specialist dependencies and a clear handover, while HRMS consultation can translate the approved process into controlled system workflows.

HR process and policy consultation
Permit and renewal coordination
Evidence and escalation ownership

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Services 01–03 of 08

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Enterprise services

Additional corporate and HR systems support.

Complement workforce execution with company setup and corporate coordination, or an HR consulting and people-systems transformation programme.

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CORPORATE SERVICES

Establish the business.
Prepare to operate.

Coordinate company formation, FTA tax registration and activity-specific approvals around the planned UAE operation. The workstream maps the licensing authority, document checklist, authorised submissions, fees and renewal responsibilities before a timeline is agreed. Certification and product or health approval support are scoped separately, with decisions retained by the competent authority or independent certification body.

FormationTax registrationApprovals

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HR CONSULTING & PEOPLE SYSTEMS

Strengthen HR.
Connect the systems.

Translate HR policy and process into functional requirements, HRMS configuration or development and controlled ERP integration. The programme includes data profiling, migration reconciliation, access design, user acceptance and payroll-sensitive cutover planning. Change management, role-based training and support handover prepare the organisation to operate the new system.

HR consultationHRMS & ERPIntegration

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The operating framework

Understand how the engagement is administered.

ADMINISTRATION & ACCOUNT GOVERNANCE

Keep ownership clear across the lifecycle.

See how approved requirements, onboarding, workforce records, payroll inputs, employee support and account reviews connect through a named owner and a controlled handover.

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COMMERCIAL DECISION FRAMEWORK

Choose the right model before committing.

Review employer responsibilities, delivery assumptions, rate inclusions, funding, service levels and change control before the commercial schedule is agreed.

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People · capability · continuity