talent acquisition director

Marriott International

<div>Additional Information 
Job Number25179864 
Job CategoryHuman Resources 
LocationThe St. Regis Doha, Doha West Bay, Doha, Qatar, Qatar, 14435 
ScheduleFull Time 
Located Remotely?N 
Position Type Management<div><div> 
JOB SUMMARY 
As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. 
CANDIDATE PROFILE 
Education and Experience
<ul><li>High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.</li></ul>
OR
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.</li></ul> 
CORE WORK ACTIVITIES 
Managing Recruitment and Hiring Process
<ul><li>Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.</li></ul>
<ul><li>Establishes and maintains contact with external recruitment sources.</li></ul>
<ul><li>Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.</li></ul>
<ul><li>Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.</li></ul>
<ul><li>Oversees/monitors candidate identification and selection process.</li></ul>
<ul><li>Provides subject matter expertise to property managers regarding selection procedures.</li></ul>
<ul><li>Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.</li></ul>
<ul><li>Performs quality control on candidate identification/selection.</li></ul> 
Administering and Educating Employee Benefits
<ul><li>Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.</li></ul>
<ul><li>Prepares, audits and distributes unemployment claim activity reports to property management.</li></ul>
<ul><li>Attends unemployment hearings and ensures property is properly represented.</li></ul>
<ul><li>Ensures that department has the available resources on hand to administer employee.</li></ul> 
Managing Employee Development
<ul><li>Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.</li></ul>
<ul><li>Ensures employees are cross-trained to support successful daily operations.</li></ul>
<ul><li>Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.</li></ul>
<ul><li>Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.</li></ul>
<ul><li>Ensures attendance by all new hires and participation of the leadership team in training programs</li></ul>
<ul><li>Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.</li></ul> 
Maintaining Employee Relations
<ul><li>Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).</li></ul>
<ul><li>Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.</li></ul>
<ul><li>Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner</li></ul>
<ul><li>Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.</li></ul>
<ul><li>Partners with Loss Prevention to conduct employee accident investigations, as necessary.</li></ul>
<ul><li>Communicates performance expectations in accordance with job descriptions for each position.</li></ul> 
Managing Legal and Compliance Practices
<ul><li>Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.</li></ul>
<ul><li>Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.</li></ul>
<ul><li>Ensures medical records are maintained in a separate, secure and confidential medical file.</li></ul>
<ul><li>Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).</li></ul>
<ul><li>Communicates property rules and regulations via the employee handbook.</li></ul>
<ul><li>Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.</li></ul>
<ul><li>Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.</li></ul>
<ul><li>Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.</li></ul>
<ul><li>Manages Workers Compensation claims to ensure appropriate employee care and manage costs.</li></ul>
<ul><li>Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).</li></ul> 
 </div><div>#LI-NR1</div>
At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
Combining timeless glamour with a vanguard spirit, St. Regis Hotels &amp; Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.</div></div>

Talent Acquisition Director

Harries Group

The Role
 About the Company A leading real estate developer in Dubai, known for delivering innovative residential and commercial projects across the UAE. With a growing portfolio and a strong commitment to excellence, the company is looking for a dynamic HR Director to lead its human resources strategy and ensure alignment with business growth. Role Overview The HR Director will oversee all aspects of the company’s people strategy — from talent acquisition and retention to performance management, culture development, and HR operations. The role is critical in shaping a high-performance culture that supports business expansion and long-term success. Key Responsibilities Strategic Leadership • Develop and implement HR strategies aligned with the company’s goals and growth objectives. • Act as a key advisor to the CEO and executive team on organizational design, workforce planning, and talent strategy. • Lead HR transformation initiatives to enhance efficiency and employee engagement. Talent Management • Oversee recruitment and onboarding for all business units, ensuring top-tier talent acquisition. • Implement robust performance management and succession planning frameworks. • Partner with department heads to identify leadership development and training needs. Compensation & Benefits • Design competitive remuneration structures and incentive schemes that attract and retain high-performing professionals. • Ensure compliance with UAE Labour Law and other applicable regulations. Employee Relations & Culture • Foster a positive and inclusive workplace culture aligned with the company’s values. • Manage employee engagement programs, disciplinary processes, and conflict resolution. • Drive initiatives to improve employee satisfaction and retention. Policy & Compliance • Oversee HR policies, procedures, and systems ensuring compliance with UAE Labour Law. • Partner with PRO and legal departments to ensure smooth visa and employee documentation processes.
 
Requirements
 <ul>
<li>Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred). • Minimum 10–15 years of HR experience, including at least 5 years in a senior leadership role within the real estate or construction sector in the UAE. • Deep understanding of UAE labour laws, HR best practices, and talent management strategies. • Proven experience in building HR structures and scaling organizations. • Strong leadership, interpersonal, and communication skills. • Strategic thinker with a hands-on, problem-solving approach.</li>
</ul>
About the company
 Business disrupter and innovator, the group has grown based on innovative thinking underwritten with old-fashioned values. The brand values are integrity, honesty, service, value and above all outstanding customer care. In a world where people have become numbers, our customers are our strategic partners, and their success is our success. The company has grown through horizontal integration from education, to consultancy, to human resource solutions, from the earliest interaction with our customers we recognize their value and we have always referred to human resources as human assets as we believe this is exactly what they are.

HR Director

CHESAPEAKE REGIONAL HEALTHCARE

<div>Position Summary: The Director of Workforce Development is a strategic leader responsible for building and executing an integrated strategy to enhance organizational effectiveness and workforce capability through practices to attract and develop top talent. This role oversees the talent development lifecycle to include employer branding and recruitment, learning, leadership development, and career growth. The Director partners with executives, HR colleagues, and business leaders to ensure the organization has a strong talent pipeline and team members in the right roles with the capabilities needed to achieve its strategic goals. 


Key Responsibilities: The duties and responsibilities described below are essential to successful performance of this role; other tasks may be assigned.
<ul>
<li>Lead and develop a high-performing talent acquisition and development team.</li>
<li>Serve as a trusted advisor on talent, workforce planning, and organizational capability building.</li>
<li>Develop and lead the organization&rsquo;s talent acquisition strategy to attract high-quality candidates and deliver an exception candidate experience.</li>
<li>Oversee employer branding, recruiting marketing and advertising, as well as partnerships with universities, associations, and other talent pipelines.</li>
<li>Track and analyze hiring metrics and continuously improve processes.</li>
<li>Design and implement employee development programs that build critical skills and support career growth.</li>
<li>Deploy leadership development initiatives and high-potential programs, to include a robust mentorship program to support leaders throughout the organization.</li>
<li>Oversee learning systems and training design/delivery to ensure employees are prepared for current and future needs.</li>
<li>Partner with HR Business Partners and leaders to build individualized development plans and coaching frameworks.</li>
<li>Ensure seamless connection between recruiting, orientation, performance, and development processes.</li>
<li>Collaborate with HR business partners and leaders to identify skill gaps and align development with business strategy.</li>
<li>Build talent pipelines for critical roles, balancing external hiring with internal mobility.</li>
<li>Create career pathing and advancement frameworks that motivate and retain top performers.</li></ul> 


Supervisory Responsibilities:
<ul>
<li>Reports to Chief Human Resources Officer</li>
<li>Supervises all Workforce Development department team members</li>
<li>General responsibilities include hiring, training, scheduling, evaluating, engaging, motivating, coaching, managing, disciplining, and discharging team members.</li></ul> 


Qualifications:
<ul>
<li>Education - Master&rsquo;s degree in Human Resources, Business, Organizational Development, or related field is required. (Doctorate degree in Organizational Development, Behavior, Leadership, Change, or related is strongly preferred)</li>
<li>Experience - Requires 7 years of experience in healthcare Talent Acquisition and Talent Development, including at least 4 years in a leadership role. Experience should demonstrate ability to design and effectively execute talent initiatives that drive measurable business impact and ability to leverage data and HR technology to drive decisions. (Registered Nurse or Nurse Educator experience strongly preferred.)</li></ul> 


Required Competencies: A high level of proficiency in the competencies listed below is required to successfully meet the expectations of this position.
<ul>
<li>Customer Focus - Building strong customer relationships and delivering customer-centric solutions.</li>
<li>Ensures Accountability - Holding self and others accountable to meet commitments.</li>
<li>Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.</li>
<li>Nimble Learning - Actively learning through experimentation when tackling new problems, using both successes and failures as learning fodder.</li>
<li>Values Differences - Recognizing the value that different perspectives and cultures bring to an organization.</li>
<li>Strategic Mindset - Seeing ahead to future possibilities and translating them into breakthrough strategies.</li>
<li>Optimizes Work Processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.</li>
<li>Resourcefulness - Securing and deploying resources effectively and efficiently.</li>
<li>Develops Talent - Developing people to meet both their career goals and the organization&rsquo;s goals.</li>
<li>Drives Engagement - Creating a climate where people are motivated to do their best to help the organization achieve its objectives.</li>
</ul><h4 class="jobSectionHeader">
Experience</h4>
Required<ul><li>
4 year(s): Manager or Director level leadership</li><li>
7 year(s): Healthcare Talent Development</li><li>
7 year(s): Healthcare Talent Acquisition</li></ul><h4 class="jobSectionHeader">
Education</h4>
Required<ul><li>
Masters or better in Business Administration or related field</li></ul>
Equal Opportunity Employer 
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

Director Workforce Development

Pace University

<div>The Associate Director of Talent Acquisition is responsible for assisting in the development and execution of the university's talent acquisition strategy. This position involves leading the Talent Acquisition team, strategically enhancing recruitment processes, identifying talent needs, and fostering strong relationships with hiring managers and other stakeholders. The Associate Director of Talent Acquisition will play a crucial role in ensuring the success of the talent acquisition function within the university. 


Position Duties
<ul><li>
Collaborate with the Associate VP, to strategically design, develop and implement effective talent acquisition strategies that align with the university's objectives. Maintains the complete cycle, systems, processes, outreach activities and staff resources to direct the effective delivery of high-quality services for on campus recruitment, onboarding and supporting activities for all staff employees; general guidance about standard employment practices related to on campus student employment and recruitment of faculty.</li><li>
Leads the recruitment process from job posting to offer acceptance, ensuring efficiency, fairness, and compliance with university policies and procedures.</li><li>
Utilize various recruitment channels to source and attract a diverse pool of candidates, including job boards, social media, networking events, and university partnerships.</li><li>
Continuously evaluate and improve recruitment processes to enhance efficiency, effectiveness, and candidate experience. Manage the ongoing development and maintenance of the UKG Ready applicant tracking system, coordinate continued tailoring and training for the University community with appropriate HR areas and staff. Monitors effectiveness of system and evaluates other vendors to ensure optimal systems are in place.</li><li>
Ensure compliance with all applicable employment laws, regulations, and university policies related to talent acquisition and recruitment processes.</li><li>
Develops and maintains strong relationships with hiring managers, department heads, and other stakeholders to understand their talent needs and provide effective recruitment solutions.</li><li>
Serves as the University&rsquo;s representative to legal counsel(s) on all immigration related issues, petitions, and applications.</li><li>
Lead the recruitment and onboarding of executive leadership at the University.</li><li>
Build and maintain a portfolio of executive search firms for use in University leadership search processes.</li><li>
Maintain accurate and up-to-date records of recruitment activities, metrics, and key performance indicators.</li><li>
Performs other such duties as may be assigned from time to time.</li></ul> 


Supervision Exercised

Fully responsible for the direction and supervision of the Talent Acquisition team, including two full-time staff employees, made up of one Talent Acquisition Specialist and a Talent Acquisition Manager. 


Position Qualifications
<ul><li>
Bachelor&rsquo;s degree in human resources, business administration, or a related field. Master's degree preferred.</li><li>
Proven experience in talent acquisition, recruitment, or related HR roles, with a minimum of three years in a leadership or managerial position.</li><li>
Strong knowledge of talent acquisition best practices, recruitment technologies, and industry trends.</li><li>
Excellent communication, interpersonal, and negotiation skills.</li><li>
Ability to build and maintain effective relationships with stakeholders, both internal and external.</li><li>
Demonstrated ability to lead a team and drive results in a dynamic environment.</li></ul> 


Work Hours

Monday through Friday, 9:00 a.m.&ndash;5:00 p.m. with additional hours as needed.
Bachelor&rsquo;s degree in human resources, business administration, or a related field. Master's degree preferred. 
About the Institution

Ranked in the top 9% of private US colleges that provide the best return on tuition investment, Pace University transforms the lives of its diverse students&mdash;academically, professionally, and socioeconomically. Currently, the University enrolls more than 13,000 students in more than 150 bachelor&rsquo;s, master&rsquo;s, and doctoral programs. Pace University is at the forefront of creating opportunity. Through the convergence of strong academics, experiential learning, and dedicated advising, Pace University empowers its students and positively impacts its communities.

Benefits Offered

Pace University provides a competitive benefit program designed to offer the following:
<ul><li>
Medical, vision and dental insurance for preventive care or diagnostic and surgical procedures as well as an incentivized medical plan waiver option for those who choose not to participate (FT Employees).</li><li>
Income protection in the event an employee is not actively at work, due to illness (FT Employees).</li><li>
403B investment opportunity to save toward financial security in retirement (PT and FT Employees).</li><li>
Programs and services that assist in balancing work and personal life (PT and FT Employees).</li><li>
Educational opportunities for the employee and eligible members of their family to pursue a degree at Pace or another higher education institution (PT and FT Employees).</li><li>
Opportunity for faculty and staff to participate in Pace&rsquo;s award-winning health and wellness program, Pace Yourself to Wellness, which is designed to inspire employees to engage in healthy habits while optimizing health care resources (PT and FT Employees).</li><li>
Discount purchase plans for everything from entertainment, shopping and travel (PT and FT Employees).</li></ul>

AA/EEO Statement

Pace University is committed to achieving full equal opportunity in all aspects of University life. Pursuant to this commitment, the University does not discriminate on the basis of actual or perceived sex, gender or gender identity; race; color; national origin; religion; creed; age; disability; citizenship; marital or domestic partnership status; sexual orientation or affectional status; genetic predisposition or carrier status; military or veteran status; status as a victim of domestic violence, sex offenses or stalking; or any other characteristic protected by law federal, state or local law, rule or regulation.

Annual Security Report Notice

Pace is committed to ensuring the safety and security of the students, faculty, staff and visitors to the University. In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the University&rsquo;s Safety and Security department publishes an Annual Security and Fire Safety Report, which can be accessed here. The report contains information on security policies as well as crime and fire statistics for the University.</div>

Associate Director, Talent Acquisition - 196540

iQor

<div>
 
 
 
 Job Summary:
 
 
 
 
 Creates and deploys divisional talent acquisition strategies to meet current and future business needs. Oversees team metrics, as well as emphasize talent acquisition tools, processes, and programs to positively strengthen the division&rsquo;s capabilities in attracting, assessing, and selecting best in class talent.
 
 
 
 
 
 
 
 Responsibilities:
 
 
 
 <ul>
 <li>
 Develops strategic talent acquisition plans aligning to divisional business units, ensuring overall planning, sourcing, and selection strategy.
 </li>
 <li>
 Participates in divisional strategic business planning process to gain a clear understanding of the business plan, key drivers, and desired culture and values of the business. Implements the actions necessary to align people behind the drivers to achieve business results.
 </li>
 <li>
 Provides leadership and mentoring to a team of Recruiters, Sourcing Specialists, and Recruitment Coordinators to deliver high quality talent to the business in a timely manner.
 </li>
 <li>
 Communicates and sets clear measurable goals and objectives to measure individual and team results. (i.e. open job requisitions, cost per hire, time to hire, etc.).
 </li>
 <li>
 Actively manages relationships to ensure client satisfaction through analysis of metrics and qualitative data to monitor performance and compliance.
 </li>
 <li>
 Partners closely with Sr. Leadership to gather input and continuously educate on the process, roles and responsibilities.
 </li>
 <li>
 Complies and follows all procedures within the company security policy.
 </li>
 <li>
 Performs other duties as assigned.
 </li>
 </ul>
 
 
 
 
 
 
 Skills Requirements:
 
 
 
 <ul>
 <li>
 5 or more years of experience in Talent Acquisition or related fields. Or an equivalent combination of education training or experience. Management experience required. Experience must include in-depth knowledge and awareness of staffing strategies, experience building and executing strategic plans, internal and external provider management, and building high performance talent acquisition teams.
 </li>
 <li>
 Experience should include experience in staffing and recruiting executives across a geographically dispersed company, with knowledge of all talent management practices.
 </li>
 <li>
 Experience in using and optimizing an applicant tracking system/ATS.
 </li>
 <li>
 Proficiency in use of personal computers, Microsoft Office products and e-mail skills required.
 </li>
 </ul>
 
 
 
 
 
 
 Education Requirements:
 
 
 
 
 Bachelor's Degree, First Degree, Trade/Vocational School certificate or Equivalent required. Degree in Human Resources, Business Administration or related field preferred. Master's Degree preferred.
 
 
 
 
 
 
 
 Physical Requirements:
 
 
 
 <ul>
 <li>
 Occasionally exert up to 10 lbs. of force to push, pull, lift or otherwise move objects. Have visual acuity to perform activities such as preparing and analyzing data; and/or viewing a computer terminal. Speak, type and/or sit for extended periods of time.
 </li>
 <li>
 Consistent attendance is an essential function of the job.
 </li>
 </ul>
 
 
</div>

Recruitment Manager

STRATTEC SECURITY CORPORATION

<div>Responsibilities:
<div>
The Director, Human Resources is a key strategic and operational leader responsible for overseeing and integrating HR operations, talent acquisition, talent development, employee engagement, and employee and labor relations. As the organization undergoes a significant transformation, this role will be central to driving culture change, aligning people strategies with business goals, and building a high-performance, inclusive, and future-ready workplace.</div><div>
This position requires a hands-on, execution-oriented leader with strong manufacturing, engineering, and commercial experience&mdash;and a passion for shaping culture and enabling growth. The ability to craft HR strategy while simultaneously executing day-to-day initiatives across HR functions is essential. The ideal candidate will bring deep expertise in HR best practices, workforce transformation, and change leadership, with the ability to partner cross-functionally and influence at all levels of the organization.</div><div>
Key Responsibilities</div><ul><li>
Culture Transformation &amp; Change Leadership</li></ul><ul><li>
Partner with the Chief People Officer to define and implement culture change initiatives supporting the organization&rsquo;s mission, values, and strategic direction.</li><li>
Serve as a visible change champion, helping teams navigate organizational shifts, overcome resistance, and adopt new behaviors.</li><li>
Lead HR-driven communication efforts to support transformation and organizational development.</li><li>
Ensure cultural priorities are embedded in policies, leadership development, performance management, and day-to-day people practices.</li><li>
HR Operations &amp; Systems Optimization</li></ul><ul><li>
Lead optimization of HR systems (HRIS) to drive efficiency, automation, and data integrity.</li><li>
Ensure compliance with employment laws, data privacy regulations, and internal HR policies.</li><li>
Drive consistency and clarity across HR processes throughout the employee lifecycle.</li><li>
Engage in hands-on operational problem-solving and continuous improvement to support the business.</li><li>
Manage the full immigration process, including H-1B, TN, L1B, PERM, and other work authorization needs.</li><li>
Partner closely with legal counsel to proactively address employee-related legal and compliance matters.</li><li>
Talent Acquisition &amp; Employer Branding</li></ul><ul><li>
Develop and execute innovative, inclusive recruiting strategies that reflect the organization&rsquo;s cultural evolution and workforce needs.</li><li>
Partner with Marketing and Communications to develop and execute a comprehensive employer branding strategy that strengthens the company&rsquo;s reputation as an employer of choice within manufacturing, engineering, and commercial talent markets.</li><li>
Ensure an exceptional, values-aligned candidate experience that reflects the organization&rsquo;s culture and future-forward employee experience.</li><li>
Collaborate with the Talent Acquisition Specialist and hiring managers to improve time-to-fill, quality of hire, diverse pipelines, and workforce planning.</li><li>
Use talent market insights and recruiting analytics to refine sourcing strategies, enhance brand visibility, and continuously improve the hiring process</li><li>
Talent Development &amp; Organizational Capability</li></ul><ul><li>
Support implementation of leadership development, succession planning, and performance management strategies that strengthen organizational capability.</li><li>
Implement learning and development programs fostering continuous growth, adaptability, and a growth mindset.</li><li>
Provide coaching to managers to support consistent, aligned leadership practices.</li><li>
Labor &amp; Employee Relations</li></ul><ul><li>
Oversee labor relations strategy, ensuring alignment with organizational goals and fostering transparent relationships with employee groups.</li><li>
Support union and non-union teams through open communication and proactive engagement.</li><li>
Provide guidance on employee relations matters to ensure fairness, consistency, and compliance.</li><li>
Partner with internal leaders to address complex labor issues and maintain a positive, values-driven environment.</li><li>
Employee Engagement &amp; Retention</li></ul><ul><li>
Lead employee engagement strategy, using insights and feedback tools to drive meaningful improvements.</li><li>
Partner with stakeholders to support employee well-being, inclusion, and connection.</li><li>
Analyze turnover and develop retention initiatives aligned with workforce and cultural priorities.</li><li>
Workforce Analytics &amp; Strategic Insights</li></ul><ul><li>
Use data and HR metrics to inform strategy, track progress on culture transformation, and improve HR processes.</li><li>
Present insights to leadership to support decision-making and continous improvement.</li></ul> 
<div></div>
Qualifications:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s preferred).</li><li>
10+ years of progressive HR leadership experience across HR operations, talent strategy, and labor relations.</li><li>
Experience in a manufacturing environment with strong understanding of hourly workforce dynamics, union environments, and compliance requirements.</li><li>
Demonstrated ability to balance hands-on execution with enterprise-level strategic leadership.</li><li>
Proven experience partnering with engineering and commercial teams.</li><li>
Experience leading or supporting cultural and organizational transformation.</li><li>
Proficiency with HRIS platforms, HR compliance, and workforce analytics.</li><li>
Excellent communication, influence, and coaching skills.</li></ul><div>
Key Competencies</div><ul><li>
Change Leadership &amp; Cultural Agility</li><li>
Strategic Thinking &amp; Operational Execution</li><li>
Relationship Building &amp; Influence</li><li>
Talent &amp; Organizational Development</li><li>
Data-Driven Decision-Making</li><li>
Conflict Resolution &amp; Labor Relations Oversight</li><li>
Project &amp; People Management</li></ul></div><div></div>

Director of Human Resources

Confidential Company

JOB SUMMARY:Talent Acquisition Officer will play a pivotal role in supporting the Talent Acquisition Manager, with a primary focus on sourcing, recruiting and coordinating talent acquisition activities in UAE, Bahrain and Oman region. The ideal candidate will have a strong understanding of UAE and GCC job market specially into Testing & Inspection, Oil & Gas, Civil/Construction, infrastructure and real estate industry.YOUR TASKS:Sourcing and Screening:- Proactively source potential candidates through various channels, including online job boards, social media, and professional networks.- Review resumes and applications to shortlist candidates based on job requirements and company culture fit.Team Management:- Regular updates to Manager – Talent Acquisition on current and future recruitment status.- Strong Coordination with TA & HR- Op local team.Interview Coordination:- Arrange interviews with hiring managers and business partners.- Coordinate interview schedules with candidates and ensure a smooth interview process.Candidate Management:- Build and maintain strong relationships with candidates.- Negotiate offers and effectively convince candidates to join the organization.Stakeholder Collaboration:- Collaborate with branch heads and other stakeholders to understand their talent needs.- Ensure a smooth onboarding process by coordinating with relevant departments.Administrative Reporting:- Provide regular updates and reports to the Talent Acquisition Manager on the status of open positions and candidate pipelines.Compliance:- Ensure that all recruitment activities comply with local labor laws and regulations

Talent Acquisition Officer

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