Chris Norton

Associate Director | Governance, Risk and Compliance

UAE

Chris specialises in the recruitment of governance, risk and compliance professionals across the Middle East region. Born in the UAE and raised in the UK, Chris brings a wealth of experience to the governance, risk and compliance team in Dubai, having placed SMEs globally across the UAE, Saudi Arabia, Oman, UK, Germany, Switzerland and more.

Based in Dubai, Chris partners closely with a diverse portfolio of clients, including financial institutions, crypto and fintech startups, asset and investment managers, oil and gas corporations, real estate developers, trading and shipping firms, law practices, regulatory bodies, and government entities. His deep understanding of the regional regulatory landscape and global best practices enables him to deliver strategic hiring solutions that align with evolving compliance demands and risk management frameworks.

Chris is known for his consultative approach, market insight, and commitment to building long-term relationships. His expertise helps organisations navigate complex regulatory environments and build resilient, future-ready GRC teams that drive business integrity and operational excellence.

Chris's Insights, Articles and Resources

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Sustainable Resources – Green Building

What makes a legal consultant effective in-house (and why it sometimes doesn’t work)

Posted juni 17, 2026

Contents Share Key insights When in-house legal teams need support, it’s rarely planned. Workload spikes, someone’s off sick, a permanent hire is delayed, or a project suddenly needs more focus. In those moments, the priority is immediate: reduce pressure, keep work moving, and avoid disruption to the business. That often means finding flexible talent quickly, […]

Young woman working at home. She is sitting at the desk in the home office and looking at a laptop

How Ontario’s pay transparency legislation is changing legal recruitment

Posted juni 16, 2026

Contents Share Key insights Ontario’s new pay transparency requirements are set to change more than just job postings. For organizations investing in in-house legal recruitment, they are likely to influence hiring processes, candidate expectations and compensation conversations across the province. Introduced through the Working for Workers Four Act (Bill 149), the legislation requires Ontario employers to include a salary range or range […]

Groups of young men and women sitting at tables in coworking office environment and discussing small business plans and projects.

The modern GC: culture, conduct and the judgement no one trains you for

Posted juni 11, 2026

Contents Key insights The role of the general counsel is evolving in ways that are not always captured in formal job descriptions. While much attention has been given to the expanding scope of the role and the increasing regulatory burden, the more fundamental shift is subtler. Many of the most challenging aspects of being a […]

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A career shift into risk and compliance in UK law firms: what lawyers need to know

Posted mei 18, 2026

Contents Key insights We’re seeing a clear shift across the UK legal market: more lawyers are actively exploring moves into risk and compliance roles within law firms, with growing interest in long-term compliance careers. This isn’t limited to one practice area or level of seniority; we are seeing interest from associates through to general counsel. […]

Business partners on meeting in the office.

The new shape of compliance in UK law firms and the hiring gaps it’s creating

Posted mei 18, 2026

Contents Key insights Law firm compliance is no longer a background control function designed to “keep the regulator happy”. Over the last few years, it has become a central operational and reputational pillar and one that firms are increasingly expected to evidence as robust, scalable and commercially aware. What we are seeing now is not […]

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Five signs it’s time for London solicitors to move firms

Posted mei 18, 2026

Contents Key insights For most solicitors, the decision to move firms is rarely driven by a single moment. More often, it is the gradual accumulation of signals: the sense that progression has slowed, that the firm’s direction no longer aligns with your own, or that the work you are doing no longer stretches or excites […]