sales executive

marketing executive

hr executive

human resources executive

talent acquisition specialist Jobs in Uae

talent acquisition specialist

talent acquisition executive

<div>
 
 
 Who we are?
 
 
 
 GMG is a global well-being company retailing, distributing and manufacturing a portfolio of leading international and home-grown brands across sport, everyday goods, health and beauty, properties and logistics sectors. Under the ownership and management of the Baker family for over 45 years, GMG is a valued partner of choice for the world's most successful and respected brands in the well-being sector. Working across the Middle East, North Africa, and Asia, GMG has introduced more than 120 brands across 12 countries. These include notable home-grown brands such as Sun &amp; Sand Sports, Dropkick, Supercare Pharmacy, Farm Fresh, Klassic, and international brands like Nike, Columbia, Converse, Timberland, Vans, Mama Sita's, and McCain.
 
 
 
 
 
 
 Job Summary:
 
 
 
 This role requires a dynamic and proactive Talent Acquisition Executive to join our HR team. The Talent Acquisition Executive will be responsible for managing the end-to-end recruitment process, from sourcing and attracting candidates to onboarding new hires. The successful candidate will play a key role in identifying and selecting top talent to meet our organization's staffing needs and strategic objectives.
 
 
 
 
 
 
 Accountabilities
 
 
 <ul>
 <li>
 Candidate Sourcing and Attraction:
 </li>
 </ul>
 
 - Utilize a variety of sourcing methods, including job boards, social media platforms, networking events, and recruitment agencies, to attract a diverse pool of candidates.
 
 
 - Develop and implement recruitment strategies and campaigns to target specific talent pools and market segments.
 
 
 
 
 <ul>
 <li>
 Candidate Screening and Evaluation:
 </li>
 </ul>
 
 - Screen resumes, review applications, and conduct initial assessments to identify qualified candidates.
 
 
 - Coordinate and schedule interviews, assessments, and evaluations with hiring managers and other stakeholders.
 
 
 
 
 <ul>
 <li>
 Interview Coordination and Facilitation:
 </li>
 </ul>
 
 - Coordinate interview schedules, logistics, and communication with candidates and interviewers.
 
 
 - Assist in conducting interviews, providing guidance to interviewers, and assessing candidate suitability.
 
 
 
 
 <ul>
 <li>
 Candidate Engagement and Experience:
 </li>
 </ul>
 
 - Serve as the primary point of contact for candidates throughout the recruitment process, providing timely communication, updates, and feedback.
 
 
 - Ensure a positive candidate experience by providing information about the organization, job opportunities, and next steps in the process.
 
 
 
 
 <ul>
 <li>
 Offer Management and Onboarding:
 </li>
 </ul>
 
 - Assist in preparing job offers, including negotiating terms and conditions, and coordinating the offer acceptance process.
 
 
 - Collaborate with HR and hiring managers to ensure a smooth onboarding process for new hires, including orientation, paperwork, and training.
 
 
 
 
 <ul>
 <li>
 Employer Branding and Networking:
 </li>
 </ul>
 
 - Promote the organization's employer brand through various channels, including social media, industry events, and networking opportunities.
 
 
 - Develop and maintain relationships with external partners, such as recruitment agencies, universities, and professional organizations.
 
 
 
 
 <ul>
 <li>
 Data Management and Reporting:
 </li>
 </ul>
 
 - Maintain accurate and up-to-date candidate records in the applicant tracking system (ATS) or recruitment database.
 
 
 - Generate recruitment metrics and reports to track progress, analyze trends, and identify areas for improvement.
 
 
 
 
 
 
 Job Requirements
 
 
 
 - Bachelor's degree in human resources, Business Administration, or a related field; Master's degree preferred.
 
 
 - Solid and reputable experience in talent acquisition, workforce development, or related fields, with a focus on Retail and/ or corporate function.
 
 
 - Excellent communication skills in English; proficiency in Arabic is an advantage.
 
 
 - HR industry certification - CIPD, SHRM etc (Desirable)
 
 
 
 
 
 
 Why Join GMG?
 
 
 
 At GMG, we're dedicated to nurturing a vibrant, inclusive, and engaging work environment that promotes growth, innovation, and well-being. Join us in our mission to inspire victories that make the world better &ndash; for our team, our consumers, and our communities.
 
 
 If you're seeking a challenging role where you can make a significant impact, we'd love to hear from you. Apply today to become a part of our journey.
 
 
 
 
 
 
 What we offer?
 
 
 <ul>
 <li>
 An opportunity to become part of diverse teams with international exposure
 </li>
 <li>
 Comprehensive family medical insurance
 </li>
 <li>
 Family residency sponsorship and flight allowances
 </li>
 <li>
 Up to 30% discount in our premium retail sports brand stores
 </li>
 <li>
 Up to 20% discount in our pharmacy chain
 </li>
 </ul>
 
 
</div>

Talent Acquisition Executive

Prestige One Developments

Job Title: Talent Acquisition Specialist &ndash; Real EstateLocation: Dubai, UAE Industry: Real Estate Development Employment Type: Full-Time Experience Required: 3&ndash;5 years in Talent Acquisition within the Real Estate sectorJob Summary:We are seeking an experienced Talent Acquisition Specialist to join our growing real estate development team. The ideal candidate will be responsible for managing the end-to-end recruitment process, ensuring we attract and hire top talent across all departments, including sales, marketing, engineering, construction, and corporate functions.Key Responsibilities:<ul><li>Manage the full recruitment lifecycle &mdash; from understanding hiring needs to sourcing, interviewing, and onboarding candidates.</li><li>Partner with department heads to forecast staffing needs and develop recruitment strategies aligned with business goals.</li><li>Source qualified candidates through multiple channels including LinkedIn, job portals, networking, and headhunting.</li><li>Conduct initial screening, interviews, and coordinate final selection processes.</li><li>Maintain and update candidate pipelines to ensure a steady flow of qualified talent.</li><li>Draft and post attractive job descriptions tailored to each role.</li><li>Manage offer negotiations and ensure a smooth onboarding process for new hires.</li><li>Build and maintain a strong employer brand in the real estate industry.</li><li>Ensure compliance with UAE labor laws and internal recruitment policies.</li><li>Generate recruitment reports and provide regular updates to management.</li></ul>Requirements:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field.</li><li>Minimum 3 years of experience in talent acquisition, preferably within a real estate developer or property consultancy.</li><li>Proven ability to fill roles quickly and efficiently across multiple departments.</li><li>Strong knowledge of UAE employment laws and hiring practices.</li><li>Excellent communication, negotiation, and interpersonal skills.</li><li>Proficient in MS Office and recruitment platforms such as LinkedIn Recruiter, Naukrigulf, and Indeed.</li><li>Ability to handle a high volume of roles simultaneously in a fast-paced environment.</li></ul>Preferred:<ul><li>Experience recruiting for Sales, Marketing, and Construction positions in the real estate sector.</li><li>Immediate joiners will be given preference.</li></ul>Job Type: Full-timeAbility to commute/relocate:<ul><li>Dubai: Reliably commute or planning to relocate before starting work (Required)</li></ul>Experience:<ul><li>real estate: 2 years (Required)</li></ul>Language:<ul><li>Arabic (Required)</li></ul>

Doo Group

<div>
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Identify and evaluate potential candidates within relevant markets.
 </li>
 <li>
 Build and maintain a professional network to create a strong pipeline of talent.
 </li>
 <li>
 Engage with potential candidates, present career opportunities, and highlight the company&rsquo;s value proposition.
 </li>
 <li>
 Manage the end-to-end recruitment process, from initial contact and interviews to onboarding new hires.
 </li>
 <li>
 Conduct interviews, assess skills, experience, and cultural fit, and provide recommendations to management.
 </li>
 <li>
 Stay updated on industry trends, talent market dynamics, and competitor activity.
 </li>
 <li>
 Maintain accurate candidate records and reports to track recruitment activities.
 </li>
 <li>
 Collaborate with department heads and management to understand staffing needs and develop recruitment strategies.
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business, or a related field preferred.
 </li>
 <li>
 Minimum 2 years of experience in recruitment, talent acquisition, or headhunting, preferably within a fast-paced corporate environment.
 </li>
 <li>
 Strong networking, relationship-building, and negotiation skills.
 </li>
 <li>
 Knowledge of local market trends and industry talent landscape.
 </li>
 <li>
 Excellent communication and interpersonal skills.
 </li>
 <li>
 Results-oriented with a focus on achieving recruitment targets.
 </li>
 <li>
 Proficient in recruitment software and tools.
 </li>
 </ul>
 
 
</div>

Herm s

Responsibilities Manage the full recruitment cycle from briefing with hiring managers, sourcing, interviewing, assessment, offer management, and onboarding. Partner with stakeholders at all levels (store managers, HR, regional leadership) to understand workforce needs and align recruitment strategies with business objectives. Plan and execute mass recruitment campaigns to support new store openings, seasonal peaks, and regional hiring drives. Organize and facilitate assessment centers, including designing exercises, coordinating logistics, and evaluating candidate performance. Deliver candidate briefings and hiring manager debriefs, ensuring alignment on role requirements and candidate feedback. Negotiate offers and manage the offer-to-acceptance stage to secure top talent while maintaining fairness and compliance. Develop and nurture strong talent pipelines using multiple sourcing channels (social media, referrals, job boards, direct search, recruitment events). Drive employer branding initiatives to position the company as an employer of choice in the retail luxury sector. Monitor recruitment KPIs and provide data-driven insights and reports to HR and business leaders. Ensure recruitment processes are compliant with regional labor laws and internal policies. Support wider HR projects including onboarding, graduate programs, diversity &amp; inclusion, and talent development initiatives.Requirements Bachelor s degree in Human Resources, Business Administration, or related discipline. 3 5 years experience in talent acquisition, ideally in retail, luxury, or high-volume industries. Proven success in 360 recruitment and mass hiring. Experience in planning and delivering assessment centers and large-scale recruitment events. Strong stakeholder management skills, with the ability to build trust and influence across multiple markets and functions. Excellent communication, presentation, and negotiation skills. Data-driven mindset with the ability to track KPIs and provide actionable insights. Ability to manage competing priorities in a fast-paced, dynamic environment. Proficiency in ATS systems, MS Office Suite, and digital sourcing platforms. Fluency in English required; Arabic or additional regional languages an advantage.

Client of Mindfree Consulting

Accountabilities:
Talent Acquisition:
<ul> <li>Responsible for the different recruitment channels used by Zahrawi.</li> <li>Sourcing and interviewing potential candidates over the phone for the open positions.</li> <li>Updating the Recruitment sheet on a regular basis.</li> <li>Organizing all documents received from candidates in different folders, including CVs, cover letters, passport copies, presentations and transcripts.</li> <li>Localization: Hire Local employees in priority in each of the territories to maintain a minimum % to increase localization</li> <li>Diversity: Ensure conscious hiring of a diverse workforce (Gender &amp; nationalities)</li> </ul>
Applicant Tracking System:
<ul> <li>Maintain applicant data and update their status on the Applicant Tracking system.</li> </ul>
Job Descriptions:
<ul> <li>Ensure updated Job Descriptions are created for each position to identify the right candidates and share the JD with applicants.</li> <li>Annual Review of all Job Descriptions to have them always updated.</li> <li>Ensure all JDs are developed, modified &amp; maintained in the online ERP system.</li> </ul>
Internal and External Sourcing:
<ul> <li>Advertise job openings on the careers page, internally, job boards and social networking sites.</li> <li>Source and screen potential candidates over the phone for the open positions.</li> <li>Contact and follow up with different recruitment agencies to assist with hiring when needed.</li> <li>Attend career fairs to promote the company and attract new candidates.</li> <li>Build a database of candidates to ensure that the company has access to a wide talent pool.</li> <li>Develop and maintain a Talent Pool of high caliber candidates specially for key positions in the region and industry to be reached out for open positions.</li> <li>Administer the Internship Program and create opportunities for interns from reputable universities to support Zahrawi Group during projects/ work assignments.</li> <li>Enhance the Employee Referral Programme by advertising jobs internally &amp; reward eligible employees as per the Employee Referral Policy.</li> </ul>
Interview &amp; Selection:
<ul> <li>Assess candidates to ensure qualification match, cultural fit and compatibility.</li> <li>Ensure candidates alignment with job requirements and compensation structures, enabling successful hires through effective negotiation.</li> <li>Send all shortlisted candidates to the respective Line Managers and following up with their feedback.</li> <li>Arrange interviews with shortlisted candidates and inform them of all details of the vacancy.</li> <li>Conduct interviews with shortlisted candidates along with the Line Managers.</li> <li>Provide feedback to the concerned HR Line Manager on the status of the interviews conducted.</li> <li>Arrange a second interview when needed with the Line Managers, Head of Departments and concerned HR Line Manager.</li> <li>Perform background checks and employee references when needed.</li> <li>Ensure that all Interview Evaluation Forms are complete and submitted by the Line Manager.</li> </ul>
Offer Letter Creation and Onboarding
<ul> <li>Raise Requests for Approval to Hire and prepare offer letters for new joiners.</li> <li>Coordinate with the IT team to prepare the needed equipment for the new joiner.</li> <li>Prepare People News Communication for new joiners and emailing it on time.</li> <li>Follow up with selected candidates to receive all documents needed and organize all documents received.</li> <li>Follow up with the PRO on the new employees visas and ensure that all the paperwork is done before they join.</li> </ul>

Confidential Company

· End-to-End Recruitment: Manage the complete recruitment cycle including job requisition approvals, job postings, candidate sourcing, interviews, selection, offer management, visa processing, and onboarding while ensuring efficiency and strong follow-up at every stage. Ensure tracker updates and recruitment reports are maintained in real time.· Turnaround Efficiency: Continuously improve turnaround time for all hires by streamlining processes, proactive coordination with hiring managers, and diligent monitoring of visa and onboarding steps.· Quality of Hire: Drive high standards in candidate evaluation through structured interviews, behavioral and technical assessments, aptitude/communication testing, and comprehensive reference and background checks to secure high-performing candidates.· New Hire Retention: Focus on hiring committed candidates who fit both the role and company culture, discuss growth opportunities with new hires, and reduce voluntary and involuntary exits by strengthening onboarding and engagement.· Internal Job Postings: Promote internal job postings to foster career growth and retain top talent, encouraging participation and ensuring timely completion of interviews and movement processes.· Manpower Planning & Budgets:Partner with departments to plan workforce requirements and maintain complete accuracy in manpower budgets and job requisitions. Monitor real-time updates in HR applications and conduct periodic audits to track variances and ensure compliance.· Diversity & Inclusion: Support cultural and generational inclusivity by sourcing diverse talent pools and ensuring balanced representation across nationalities and age groups for planned positions.· Talent Pipeline & Market Intelligence:Build and maintain strong talent pools for critical roles and future needs. Conduct market mapping, salary benchmarking, and competitor analysis to stay ahead of talent trends.· Employer Branding: Represent the company at career fairs, campus drives, and professional networking events to position the organization as an employer of choice.· Candidate Experience: Ensure a professional, engaging, and transparent recruitment journey; counsel candidates on benefits, compensation, and company culture to create a positive impression and long-term engagement.· Data & Reporting: Maintain accurate recruitment MIS data; generate regular analytics on hiring status, source effectiveness, recruitment costs, and turnover trends for management review.· Policy & Compliance: Adhere to labor laws, company policies, and data privacy requirements. Suggest and implement improvements in recruitment policies and procedures to enhance effectiveness.· Job Descriptions, Organization Charts, and SOPs:Ensure all JDs, organization charts, and standard operating procedures are continuously updated, accurately reflecting current structures and processes, and conduct timely audits to maintain compliance and clarity.· Onboarding & Integration:Coordinate seamless onboarding and orientation, ensuring new hires are effectively integrated and probation follow-ups are completed.· Continuous Improvement: Identify process gaps, recommend automation or system enhancements, and introduce innovative sourcing strategies including digital platforms and referral programs.· Stakeholder Partnership: Act as a trusted advisor to business units on workforce planning, skill-gap analysis, and recruitment strategies aligned with organizational objectives.

AMS International Search FZ-LLC

End-to-End Recruitment Process: Manage and execute the recruitment lifecycle for both IT and non-IT positions. This includes sourcing, screening, interviewing, and hiring the best candidates.Candidate Sourcing: Utilize job boards, Boolean search techniques, and proactive headhunting to identify and attract both active and passive candidates.Screening & Interviews: Conduct initial phone screenings, including PS2 (Pre-Screening 2), to assess candidate qualifications, culture fit, and skills.Resource Management: Collaborate with the business teams to optimize resource allocation and ensure project requirements are met with the right talent.Compensation Planning: Maintain and refine the company’s compensation structure, including conducting salary surveys, job evaluations, and preparing budgets. Recommend and implement pay structure revisions as needed.Recruitment Reporting: Provide weekly, monthly, or quarterly recruitment reports to the head of recruitment.

Explore 3567+ Talent acquisition executive in Uae this October. Find roles across top companies and apply now to boost your career.

3567 talent acquisition executive jobs IN Uae

Talent Acquisition Executive

Talent Acquisition Executive

Talent Acquisition Executive

Talent Acquisition Executive

Talent Acquisition Executive

Talent Acquisition Executive

Talent Acquisition Executive