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Mondia Group

<div><p>The <b>Learning &amp; Development (L&amp;D) Manager</b> is responsible for designing, implementing, and driving initiatives that build organisational capability, foster a culture of continuous learning, and support both career development and performance management. This partners with People Director and managers to identify training needs, develop talent strategies, strengthen performance management practices, and ensure employees have the skills and frameworks required to achieve business goals.</p><p></p><p><b>
Learning Strategy &amp; Program Design</b></p><ul>
<li>Manage implementation of comprehensive L&amp;D strategy aligned with business objectives.</li>
<li>Design, deliver, and evaluate learning programs (e.g., onboarding, leadership development, technical upskilling, soft skills).</li>
<li>Partner with department heads to assess skill gaps and future capability needs.</li>
<li>Promote a blended learning approach (e-learning, workshops, coaching, mentoring, external programs).</li>
</ul><p><b>Talent Development &amp; Leadership</b></p><ul>
<li>Lead succession planning initiatives in collaboration with People team and business leaders.</li>
<li>Drive leadership development programs to build strong pipelines for critical roles.</li>
<li>Support career development frameworks, competency models, and professional growth pathways.</li>
</ul><p><b>Performance Management</b></p><ul>
<li>Drive the performance management process end-to-end, including goal-setting, mid-year and annual reviews, and continuous feedback practices.</li>
<li>Equip managers with tools and training to conduct effective performance conversations and provide actionable feedback.</li>
<li>Align performance outcomes with talent development initiatives and business priorities.</li>
<li>Analyse performance data to identify trends, inform decision-making, and enhance organisational effectiveness.</li>
</ul><p><b>Training Operations</b></p><ul>
<li>Redefine and oversee training logistics, budgets, vendor relationships, and L&amp;D technology platforms (e.g., LMS).</li>
<li>Track participation, learning outcomes, and ROI of programs.</li>
<li>Ensure compliance with mandatory training requirements (e.g., regulatory, safety).</li>
</ul><p><b>Culture &amp; Employee Engagement</b></p><ul>
<li>Champion a learning culture by embedding continuous development into daily work.</li>
<li>Encourage employee-led knowledge-sharing, peer learning, and coaching networks.</li>
</ul><p><b>Requirements</b></p><ul>
<li>BA Degree in HR, Organisational Development, Psychology, Business, or related field</li>
<li>5+ years of experience in L&amp;D, Talent Development, or Organisational Development.</li>
<li>Proven track record of designing and implementing impactful learning programs.</li>
<li>Strong understanding of adult learning principles, instructional design, and digital learning - platforms.</li>
<li>Experience with leadership development, succession planning, and performance management integration.</li>
<li>Excellent communication, facilitation, and stakeholder management skills.</li></ul></div>

Learning & Development Manager

Shamal Holding

<div>
 Shamal Holding is a diversified investment firm that cultivates the extraordinary. Born in Dubai, we curate a unique portfolio of extraordinary investments, experiences and assets to generate meaningful outcomes. The investments we make are strategically chosen and thoughtfully nurtured, mirroring Dubai&rsquo;s ambition, spirit and energy. As a global investor, asset owner and developer we utilise our resources, know-how and connections, to deliver long-term value, wherever we operate.
 <br/>
 <br/>
 As Shamal Holding continues to grow, we&rsquo;re in search of a
 <strong>
  Senior Manager - Organisational Development
 </strong>
 . In this role you will manage the L&amp;D processes, from identifying training needs to designing and delivering educational programs. Currently Shamal is undergoing a process of significant business and cultural change. To meet the demands of this change process Shamal is now focusing on a range of transformational activities. This position plays key role in achieving a high degree of employee engagement.
 <br/>
 <br/>
 Organisational Development is also a large part of this role, as this focuses on Succession Planning and Leadership Development across the whole organisation. This individual will also be responsible for execution of strategies to identify and develop future leaders within the organization. This role ensures a robust talent pipeline by aligning leadership competencies with the company&rsquo;s strategic goals
 <br/>
 <br/>
 <ul>
  <li>
   Use experience to identify skill gaps and advise on L&amp;D initiatives that support Shamal&rsquo;s strategy
  </li>
  <li>
   Conduct market research and market analysis to identify external vendors and institutions for specialized L&amp;D needs.
  </li>
  <li>
   Support with stakeholder management for program design and execution to meet departmental learning objectives.
  </li>
  <li>
   Applying learning strategies that match the Shamals goals.
  </li>
  <li>
   Having the ability to conduct in-depth training needs analysis and determine the development needs of both individuals and the organization.
  </li>
  <li>
   Use a variety of learning approaches like coaching, job-shadowing, and online courses across Shamal, to help bridge the skills gap, as well as help promote a high-performance working culture
  </li>
  <li>
   Comfortable with designing and conducting e-learning modules, workshops, and other training sessions.
  </li>
  <li>
   Develop short and long-term training plans aligned with Shamals strategic goals, as well as measuring the effectiveness of these development plans and modifying them when necessary.
  </li>
  <li>
   Keep updated with the latest learning trends and technologies.
  </li>
  <li>
   Knowledge of a variety of Learning Management System (LMS), implementation and management of the LMS effectively to foster a learning culture.
  </li>
  <li>
   Update learning and development dashboards monthly for management oversight.
  </li>
  <li>
   Perform Return on Investment evaluations to ensure and improve the quality of L&amp;D initiatives.
  </li>
  <li>
   Guarantee that mandatory training programs comply with regulations and are engaging.
  </li>
  <li>
   Engage with training participants to discuss feedback and build on feedback to ensure that trainings are continuously improved to assess their impact
  </li>
  <li>
   Utilize various training delivery methods.
  </li>
  <li>
   Keep track of the training budget and vendor contracts.
  </li>
  <li>
   Ensure the learning budget is used effectively, focusing on quality and business impact.
  </li>
  <li>
   Vendor Selection Choose appropriate internal and external vendors for L&amp;D programs that meet the company&rsquo;s goals.
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Succession Planning &amp; Leadership Development
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Identifying and developing potential future leaders.
  </li>
  <li>
   Implementing strategies to ensure a smooth transition during role changes.
  </li>
  <li>
   Certification in leadership coaching or talent development programs
  </li>
  <li>
   Comprehensive succession planning process to identify and prepare future leaders.
  </li>
  <li>
   Collaborate with HR and business leaders to understand future leadership needs and create development plans.
  </li>
  <li>
   Design and facilitate leadership development programs, workshops, and seminars.
  </li>
  <li>
   Conduct talent assessments and provide coaching and feedback to high-potential and high-performing employees.
  </li>
  <li>
   Monitor and evaluate the effectiveness of leadership development initiatives and succession plans.
  </li>
  <li>
   Maintain a keen understanding of leadership training trends, developments, and best practices.
  </li>
  <li>
   Bachelor&rsquo;s degree in Human Resources Management (HRM), Psychology, Education, Business, or a related field.
  </li>
  <li>
   At least 10 years in Learning &amp; Development (L&amp;D), preferably in finance or real estate. Must have skills in managing stakeholders, analyzing training needs, and handling vendors.
  </li>
  <li>
   Strong interest in employee education and technology-based learning.
  </li>
  <li>
   Ability to create training content, including online courses.
  </li>
  <li>
   Knowledge of e-learning platforms and Learning Management Systems (LMS).
  </li>
  <li>
   Excellent communication skills, both verbal and written.
  </li>
  <li>
   Strong interpersonal abilities to interact with all company levels.
  </li>
  <li>
   Experience in the banking sector is beneficial.
  </li>
  <li>
   Competence in designing learning programs.
  </li>
  <li>
   Experience in teaching or presenting, ideally as a trainer.
  </li>
  <li>
   Proficiency in English, Arabic is a plus.
  </li>
  <li>
   Leadership qualities and the ability to work
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  For more information about Shamal, please visit our LinkedIn page
 </strong>
 https//www.linkedin.com/company/shamalholding/
 <br/>
 <br/>
 <strong>
  Note
  <br/>
  <br/>
 </strong>
 Due to a high influx of profiles, only shortlisted candidates will be contacted.
</div>


Senior Manager - Organisational Development

Shamal LLC

<div>Overview:
<p>
Shamal Holding is a diversified investment firm that cultivates the extraordinary. Born in Dubai, we curate a unique portfolio of extraordinary investments, experiences and assets to generate meaningful outcomes. The investments we make are strategically chosen and thoughtfully nurtured, mirroring Dubai&rsquo;s ambition, spirit and energy. As a global investor, asset owner and developer we utilise our resources, know-how and connections, to deliver long-term value, wherever we operate.</p><div><br>
As Shamal Holding continues to grow, we&rsquo;re in search of a <b>Senior Manager &ndash; Organisational Development</b>. In this role you will manage the L&amp;D processes, from identifying training needs to designing and delivering educational programs. Currently Shamal is undergoing a process of significant business and cultural change. To meet the demands of this change process Shamal is now focusing on a range of transformational activities. This position plays key role in achieving a high degree of employee engagement.</div><div><br>
</div><div>Organisational Development is also a large part of this role, as this focuses on Succession Planning and Leadership Development across the whole organisation. This individual will also be responsible for execution of strategies to identify and develop future leaders within the organization. This role ensures a robust talent pipeline by aligning leadership competencies with the company&rsquo;s strategic goals</div>
Responsibilities:
<ul><li>Use experience to identify skill gaps and advise on L&amp;D initiatives that support Shamal&rsquo;s strategy</li><li>
Conduct market research and market analysis to identify external vendors and institutions for specialized L&amp;D needs.</li><li>
Support with stakeholder management for program design and execution to meet departmental learning objectives.</li><li>
Applying learning strategies that match the Shamals goals.</li><li>
Having the ability to conduct in-depth training needs analysis and determine the development needs of both individuals and the organization.</li><li>
Use a variety of learning approaches like coaching, job-shadowing, and online courses across Shamal, to help bridge the skills gap, as well as help promote a high-performance working culture
</li><li>Comfortable with designing and conducting e-learning modules, workshops, and other training sessions.</li><li>
Develop short and long-term training plans aligned with Shamals strategic goals, as well as measuring the effectiveness of these development plans and modifying them when necessary.</li><li>
Keep updated with the latest learning trends and technologies.</li><li>
Knowledge of a variety of Learning Management System (LMS), implementation and management of the LMS effectively to foster a learning culture.</li><li>
Update learning and development dashboards monthly for management oversight.</li><li>
Perform Return on Investment evaluations to ensure and improve the quality of L&amp;D initiatives.</li><li>
Guarantee that mandatory training programs comply with regulations and are engaging.</li><li>
Engage with training participants to discuss feedback and build on feedback to ensure that trainings are continuously improved to assess their impact
</li><li>Utilize various training delivery methods.</li><li>
Keep track of the training budget and vendor contracts.</li><li>
Ensure the learning budget is used effectively, focusing on quality and business impact.</li><li>
Vendor Selection: Choose appropriate internal and external vendors for L&amp;D programs that meet the company&rsquo;s goals.</li></ul><div>
 <b>Succession Planning &amp; Leadership Development
</b></div><ul><li>Identifying and developing potential future leaders.</li><li>
Implementing strategies to ensure a smooth transition during role changes.</li><li>
Certification in leadership coaching or talent development programs</li><li>
Comprehensive succession planning process to identify and prepare future leaders.</li><li>
Collaborate with HR and business leaders to understand future leadership needs and create development plans.</li><li>
Design and facilitate leadership development programs, workshops, and seminars.</li><li>
Conduct talent assessments and provide coaching and feedback to high-potential and high-performing employees.</li><li>
Monitor and evaluate the effectiveness of leadership development initiatives and succession plans.</li><li>
Maintain a keen understanding of leadership training trends, developments, and best practices.</li></ul>
Qualifications:
<ul><li>Bachelor&rsquo;s degree in Human Resources Management (HRM), Psychology, Education, Business, or a related field.</li><li>
At least 10 years in Learning &amp; Development (L&amp;D), preferably in finance or real estate. Must have skills in managing stakeholders, analyzing training needs, and handling vendors.</li><li>
Strong interest in employee education and technology-based learning.</li><li>
Ability to create training content, including online courses.</li><li>
Knowledge of e-learning platforms and Learning Management Systems (LMS).</li><li>
Excellent communication skills, both verbal and written.</li><li>
Strong interpersonal abilities to interact with all company levels.</li><li>
Experience in the banking sector is beneficial.</li><li>
Competence in designing learning programs.</li><li>
Experience in teaching or presenting, ideally as a trainer.</li><li>
Proficiency in English, Arabic is a plus.</li><li>
Leadership qualities and the ability to work</li></ul><p><br>
</p><p><b>For more information about Shamal, please visit our LinkedIn page: </b>https://www.linkedin.com/company/shamalholding/</p><p></p><p><b><br>
Note:
</b></p><div>Due to a high influx of profiles, only shortlisted candidates will be contacted.</div></div>

ITCAN

<div><div><p><b>Summary of role</b></p><p>
Are you passionate about creating meaningful workplace experiences while managing diverse talent relations? ITCAN, a leading digital marketing firm, is looking for a Talent Relations Specialist who will be the heartbeat of our employee interactions and policies across multiple regions. Join us in a role where empathy meets efficiency and every day offers a chance to make a positive impact.</p><p></p><p><b>
Responsibilities</b></p><ul>
<li>
Handle daily employee requests and provide timely HR support.</li>
<li>Coordinate the full onboarding process for new hires, including C-level, contracts, document collection, and first-day sessions.</li>
<li>Manage employee exit procedures: EOS calculation, offboarding paperwork, final asset collection, and documentation</li>
<li>Process visa and labor applications (new and renewal), coordinate PRO services</li>
<li>Maintain relationships with MOHRE and manage government-related inquiries</li>
<li>Manage company license renewals and Ejari updates with the relevant authorities</li>
<li>Handle medical insurance enrollments, renewals, claims coordination, and document stamping</li>
<li>Support company equity projects through physical documentation, recordkeeping, and stamping</li>
<li>Oversee asset management across all regions: distribution, tracking, and recovery (laptops, SIMs, etc.)</li>
<li>Monitor in-office attendance and discipline; submit daily attendance reports</li>
<li>Coordinate office space visits, manage coworking access, and provide admin assistance for PR events</li>
<li>Organize onboarding and exit meetings in the DXB office and ensure process compliance</li>
<li>Manage HR system (ZenHR): update employee profiles, titles, salaries, contacts, documents Track leaves, manage approvals, update delegations, and generate reports (leave, attendance, WFO, etc.)</li>
<li>Process payroll support: generate forecasts, WPS processing, and gratuity reports</li>
<li>Prepare HR letters and documents: salary certificates, NOCs, employment verifications</li>
<li>Maintain employee journey and attrition records</li>
<li>Support public holiday announcements and internal event logistics</li>
<li>Coordinate employee travel (visa, ticketing, hotel bookings)</li>
<li>Handle employee warning letters and disciplinary progression plans</li>
<li>Support bank visits, legal verification, and external authority coordination</li>
<li>Suggest and implement updates to HR policies and procedures</li>
</ul><p></p><p><b>
Requirements &amp; Qualifications Education:</b></p><ul>
<li>
Bachelor&rsquo;s in HR, Business, or related field.</li>
<li>Experience: 3+ years in HR or talent relations, multi-regional experience preferred.</li>
<li>Skills: Proficient in HR systems (ZenHR), well-organized, and highly professional.</li>
<li>Soft Skills: Strong communication, problem-solving, and empathy.</li></ul></div></div>
<br><div><div><div><div>Department</div>
<div>Talent Relation
</div><div>Locations</div>
<div>Dubai
</div><div>Remote status</div>
<div>Hybrid</div></div></div></div>

Talent Relations Executive

Easa Saleh Al Gurg Group

<div>
 <p>
  <strong>
   Job overview:
  </strong>
 </p>
 <p>
  As an experienced Human Capital Business Partner (HCBP), you will be responsible for helping attract, develop, and support an exceptional group of people. You will be working closely with the leadership and management team to provide operational HR support, strategic advice, guidance, and best practice solutions for the assigned business vertical of the Group. You will do so in line with Group HCD policies and principles, whilst also creating bespoke initiatives to enhance the employee experience and support the achievement of business strategies. This is a role that combines operational and strategic responsibilities, requiring a solid HR background in addition to sound commercial exposure and mindset to partner with and in&fllig;uence all areas of the business successfully.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Human Capital Business Partner (HCBP) serves as a trusted partner to the business, supporting our business strategies, and delivering the talent and capabilities necessary to make a remarkable impact on Business units' operations and people. Manage talent acquisition strategies, overseeing seamless onboarding processes to attract, recruit, and integrate talent in alignment with business units' goals and values. Drive the implementation and ensure a comprehensive understanding of Talent Management initiatives, including Performance Management, Succession Planning, and Talent Identification, to foster a high-performing and agile workforce that supports the business plans and the achievement of both short-term and long-term strategic objectives.
 </p>
 <p>
  <strong>
   Key Responsibilities
  </strong>
 </p>
 <ul>
  <li>
   Serve as the primary partner to the assigned business. Assist in creating and implementing HR strategies to meet the expectations of Group HCD and business needs.
  </li>
  <li>
   Develop and implement strategies to attract, develop, and retain talent that meets current and future business needs, including identifying and cultivating new capabilities required for future success.
  </li>
  <li>
   Plan and support the delivery of the performance management cycle with Business Unit leadership, and guide performance managers on effectively managing talent and other employee-related issues.
  </li>
  <li>
   Drive people manager development to create clarity and consistency of expectations, accountability, and enriched manager/employee experiences. Partner with people leaders to shape a culture of high employee engagement, high performance, diversity, and inclusion.
  </li>
  <li>
   Plan and support talent learning, development, management, and succession planning across all functions in partnership with key stakeholders of the assigned business and support group initiatives.
  </li>
  <li>
   Ensure the effective delivery of all HC programs and services, and be responsible for HC results in the business, including employee satisfaction and HC service effectiveness.
  </li>
  <li>
   Establish, build, and maintain strong relationships with key Group HC partners from all Centers of Excellence and the People Service team to ensure HC elements are successfully coordinated to meet business needs. This includes relationship management, leadership, HC roles and responsibilities, and service delivery commitments.
  </li>
  <li>
   Regularly review existing job descriptions and update job descriptions for new roles in the Business Units, assigning competencies as per the job family.
  </li>
  <li>
   Identify HC priorities in division/departmental plans, translate business requirements into effective HC practices, and deliver people solutions aligned to business objectives.
  </li>
  <li>
   Ensure key stakeholders are informed and consulted on critical areas such as restructuring, redundancies, retirements, and changes in group policies and procedures.
  </li>
  <li>
   Engage with HC Support Services to ensure regular audits and availability of consistent, accurate, and reliable employee data.
  </li>
  <li>
   Analyze people metrics with the help of the data analytics team to identify HC-related issues and trends, and proactively address them in collaboration with Business Unit leaders and the HC division.
  </li>
  <li>
   Participate in policy development by proactively collaborating with the HR COEs to review and adjust policies as needed.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  <br/>
 </p>
 <p>
  <strong>
   Skills &amp; Qualifications
  </strong>
 </p>
 <ul>
  <li>
   Bachelor&rsquo;s degree in Human Resources, Business Administration, Psychology, or related field (Master&rsquo;s degree or MBA is a plus).
  </li>
  <li>
   Professional HR certification (e.g., CIPD, SHRM) is highly desirable.
  </li>
  <li>
   Minimum 6&ndash;8 years of progressive HR experience, with at least 3 years in a business partnering role.
  </li>
  <li>
   Experience in large organizations / in a Conglomerate or group-level HR functions.
  </li>
  <li>
   Familiarity with HRIS systems, talent management platforms, and digital HR tools.
  </li>
  <li>
   Knowledge of UAE labor laws and regional HR practices.
  </li>
  <li>
   Strong analytical skills to interpret HR data and offer actionable insights for business improvement.
  </li>
  <li>
   Exceptional communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.
  </li>
  <li>
   Cultural awareness and adaptability to work in diverse environments; multilingual candidates are preferred.
  </li>
  <li>
   A proactive and innovative mindset, with a passion for driving change and improving HR practices.
  </li>
 </ul>
 <p>
 </p>
</div>


Human Resources Business Partner

Easa Saleh Al Gurg Group (ESAG)

<div><h4 class="jobSectionHeader"><b>Job Description</b></h4>
<p></p><div><p>As an experienced Human Capital Business Partner (HCBP), you will be responsible for helping attract, develop, and support an exceptional group of people. You will be working closely with the leadership and management team to provide operational HR support, strategic advice, guidance, and best practice solutions for the assigned business vertical of the Group. You will do so in line with Group HCD policies and principles, whilst also creating bespoke initiatives to enhance the employee experience and support the achievement of business strategies. This is a role that combines operational and strategic responsibilities, requiring a solid HR background in addition to sound commercial exposure and mindset to partner with and in&#64258;uence all areas of the business successfully.</p>
<p><b>
Overview
</b></p><p>Human Capital Business Partner (HCBP) serves as a trusted partner to the business, supporting our business strategies, and delivering the talent and capabilities necessary to make a remarkable impact on Business units' operations and people. Manage talent acquisition strategies, overseeing seamless onboarding processes to attract, recruit, and integrate talent in alignment with business units' goals and values. Drive the implementation and ensure a comprehensive understanding of Talent Management initiatives, including Performance Management, Succession Planning, and Talent Identification, to foster a high-performing and agile workforce that supports the business plans and the achievement of both short-term and long-term strategic objectives.</p>
<div>
<h3 class="jobSectionHeader"><div><b>Key Responsibilities</b></div></h3>
<ul><li>Serve as the primary partner to the assigned business. Assist in creating and implementing HR strategies to meet the expectations of Group HCD and business needs.</li>
<li>Develop and implement strategies to attract, develop, and retain talent that meets current and future business needs, including identifying and cultivating new capabilities required for future success.</li>
<li>Plan and support the delivery of the performance management cycle with Business Unit leadership, and guide performance managers on effectively managing talent and other employee-related issues.</li>
<li>Drive people manager development to create clarity and consistency of expectations, accountability, and enriched manager/employee experiences. Partner with people leaders to shape a culture of high employee engagement, high performance, diversity, and inclusion.</li>
<li>Plan and support talent learning, development, management, and succession planning across all functions in partnership with key stakeholders of the assigned business and support group initiatives.</li>
<li>Ensure the effective delivery of all HC programs and services, and be responsible for HC results in the business, including employee satisfaction and HC service effectiveness.</li>
<li>Establish, build, and maintain strong relationships with key Group HC partners from all Centers of Excellence and the People Service team to ensure HC elements are successfully coordinated to meet business needs. This includes relationship management, leadership, HC roles and responsibilities, and service delivery commitments.</li>
<li>Regularly review existing job descriptions and update job descriptions for new roles in the Business Units, assigning competencies as per the job family.</li>
<li>Identify HC priorities in division/departmental plans, translate business requirements into effective HC practices, and deliver people solutions aligned to business objectives.</li>
<li>Ensure key stakeholders are informed and consulted on critical areas such as restructuring, redundancies, retirements, and changes in group policies and procedures.</li>
<li>Engage with HC Support Services to ensure regular audits and availability of consistent, accurate, and reliable employee data.</li>
<li>Analyze people metrics with the help of the data analytics team to identify HC-related issues and trends, and proactively address them in collaboration with Business Unit leaders and the HC division.</li>
<li>Participate in policy development by proactively collaborating with the HR COEs to review and adjust policies as needed.</li>
</ul>
</div></div><p></p><h4 class="jobSectionHeader"><b>Skills</b></h4>
<p></p><div><ul><li><div>Bachelor&rsquo;s degree in Human Resources, Business Administration, Psychology, or related field (Master&rsquo;s degree or MBA is a plus).</div>
</li><li><div>Professional HR certification (e.g., CIPD, SHRM) is highly desirable.</div>
</li><li><div>Minimum 6&ndash;8 years of progressive HR experience, with at least 3 years in a business partnering role.</div>
</li><li><div>Experience in large organizations / in a Conglomerate or group-level HR functions.</div>
</li><li><div>Familiarity with HRIS systems, talent management platforms, and digital HR tools.</div>
</li><li><div>Knowledge of UAE labor laws and regional HR practices.</div>
</li><li><div>Strong analytical skills to interpret HR data and offer actionable insights for business improvement.</div>
</li><li><div>Exceptional communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels.</div>
</li><li><div>Cultural awareness and adaptability to work in diverse environments; multilingual candidates are preferred.</div>
</li><li><div>A proactive and innovative mindset, with a passion for driving change and improving HR practices.</div>
</li>
</ul></div><p></p><h4 class="jobSectionHeader"><b>Education</b></h4>
<div><p>Business Administration / Human Resources Management / Psychology</p></div></div><p></p>
<br><div></div><div><div><h4 class="jobSectionHeader"><b>Job Details</b></h4>
<div><div>Job Location</div>
<div>Dubai, UAE</div>
</div><div><div>Company Industry</div>
<div>Other</div>
</div><div><div>Company Type</div>
<div>Employer (Private Sector)</div>
</div><div><div>Job Role</div>
<div>Human Resources and Recruitment</div>
</div><div><div>Employment Status</div>
<div>Full time</div>
</div><div><div>Employment Type</div>
<div>Full Time Employee</div>
</div></div><div><h4 class="jobSectionHeader"><b>Preferred Candidate</b></h4>
<div><div>Career Level</div>
<div>Mid Career</div>
</div><div><div>Years of Experience</div>
<div>Min: 6 Max: 12</div>
</div><div><div>Degree</div>
<div>Bachelor's degree</div></div></div></div>

HR Business Partner

AECOM

<div><b>Company Description</b><p><b><br>
Work with Us. Change the World.</b></p><p>
At AECOM, we're delivering a better world. Whether improving your commute, keeping the lights on, providing access to clean water, or transforming skylines, our work helps people and communities thrive. We are the world's trusted infrastructure consulting firm, partnering with clients to solve the world&rsquo;s most complex challenges and build legacies for future generations.</p><p>
There has never been a better time to be at AECOM. With accelerating infrastructure investment worldwide, our services are in great demand. We invite you to bring your bold ideas and big dreams and become part of a global team of over 50,000 planners, designers, engineers, scientists, digital innovators, program and construction managers and other professionals delivering projects that create a positive and tangible impact around the world.</p><p>
We're one global team driven by our common purpose to deliver a better world. Join us.</p><b><br>
Job Description</b><p><b><i><br>
This opportunity is part of AECOM&rsquo;s Fursa Program and open exclusively to UAE Nationals holding a valid family book.</i></b></p><p>
AECOM is currently hiring for an Emiratisation Manager, a pivotal role responsible for managing and supporting Emirati employees across the business, partnering with managers to ensure their successful integration, development, and retention. The role combines delivery of Emiratisation targets with hands-on HR support, ensuring compliance with UAE labour regulations and alignment with national workforce development goals.</p><p><b>
Planning &amp; Execution</b></p><ul><li>
Support the Company&rsquo;s Emiratisation strategy in alignment with UAE labour regulations and national workforce development goals.</li><li>
Deliver the bi-annual Emiratisation targets and action plans in coordination with key stakeholders.</li><li>
Monitor and report performance against agreed Emiratisation KPIs and targets, highlighting progress and recommending corrective actions when required.</li></ul><p><b>
Manager &amp; Employee Support</b></p><ul><li>
Act as a point of contact for Emirati employees, providing guidance, advice, and support on HR matters.</li><li>
Partner with managers to help assimilate UAE Nationals into their teams, address workplace challenges, and promote inclusive team culture.</li><li>
Provide coaching to managers on managing performance, career progression, and engagement of Emirati employees.</li></ul><p><b>
Capability Development &amp; Retention</b></p><ul><li>
Identify skills gaps and development needs for Emirati employees and work with Talent Management to design tailored training or mentoring programs.</li><li>
Support career progression initiatives to increase retention and internal mobility of UAE Nationals.</li><li>
Facilitate initiatives that strengthen engagement and recognition of Emirati talent.</li></ul><p><b>
Talent Acquisition Partnership</b></p><ul><li>
Partner with Talent Acquisition to create Emriati attraction strategies and resource pools</li><li>
Represent the company at Emiratisation-related events, career fairs, and forums.</li><li>
Work in conjunction with Talent Acquistion to identify untapped talent pools as well as creating market map of professional level talent available in the market</li></ul><p><b>
Compliance &amp; Reporting</b></p><ul><li>
Ensure all Emiratisation-related activities are fully compliant with UAE labour law and government requirements.</li><li>
Act as a point of contact for government audits and inspections across all entities.</li><li>
Maintain Emiratisation dashboards and produce regular reports for senior management.</li></ul><br>
<b>
Qualifications</b><p><b><br>
Qualification Requirements</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, or related field, or equivalent hands-on HR experience.</li><li>
CIPD qualified or equivalent</li></ul><p><b>
Minimum Experience</b></p><ul><li>
6&ndash;8 years in HR, with a focus on Emiratisation or Nationalisation programs.</li><li>
Demonstrated experience in employee relations, career development, and HR advisory support.</li></ul><p><b>
Specific Skills Required</b></p><ul><li>
Strong knowledge of UAE labour laws and Emiratisation requirements.</li><li>
Ability to influence and coach managers at all levels.</li><li>
Strong relationship-building and stakeholder management skills.</li><li>
Competence in HR systems, reporting tools, and MS Office.</li></ul><br>
<b>
Additional Information</b><div></div><p><b><br>
About AECOM</b></p><p>
AECOM is proud to offer comprehensive benefits to meet the diverse needs of our employees. Depending on your employment status, AECOM benefits may include medical, dental, vision, life, AD&amp;D, disability benefits, paid time off, leaves of absences, voluntary benefits, perks, flexible work options, well-being resources, employee assistance program, business travel insurance, service recognition awards, retirement savings plan, and employee stock purchase plan.</p><p>
AECOM is the global infrastructure leader, committed to delivering a better world. As a trusted professional services firm powered by deep technical abilities, we solve our clients&rsquo; complex challenges in water, environment, energy, transportation and buildings. Our teams partner with public- and private-sector clients to create innovative, sustainable and resilient solutions throughout the project lifecycle &ndash; from advisory, planning, design and engineering to program and construction management. AECOM is a Fortune 500 firm that had revenue of $16.1 billion in fiscal year 2024. Learn more at aecom.com.</p><p><b>
What makes AECOM a great place to work</b></p><p>
You will be part of a global team that champions your growth and career ambitions. Work on groundbreaking projects - both in your local community and on a global scale - that are transforming our industry and shaping the future. With cutting-edge technology and a network of experts, you&rsquo;ll have the resources to make a real impact. Our award-winning training and development programs are designed to expand your technical expertise and leadership skills, helping you build the career you&rsquo;ve always envisioned. Here, you&rsquo;ll find a welcoming workplace built on respect, collaboration and community - where you have the freedom to grow in a world of opportunity.</p><p>
As an Equal Opportunity Employer, we believe in your potential and are here to help you achieve it. All your information will be kept confidential according to EEO guidelines.</p></div>

Emiratisation Manager إماراتيين (خلاصة القيد)

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Emiratisation Manager إماراتيين (خلاصة القيد)