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Mondia Group

<div>The Learning &amp; Development (L&amp;D) Manager 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.
Learning Strategy &amp; Program Design<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>Talent Development &amp; Leadership<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>Performance Management<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>Training Operations<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>Culture &amp; Employee Engagement<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>Requirements<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

SUMWON STUDIOS

<div>
 
 
 Job Title: HRBP
 
 
 
 
 Location: Dubai
 
 
 
 
 Reports To: COO
 
 
 
 
 
 
 
 Company Overview
 
 
 
 
 SUMWON STUDIOS
 
 is a fashion brand group, with an innovative and creative approach to developing &amp; designing direct-to-consumer fashion brands for a diverse global customer base.
 
 
 The current brands we run are
 
 MISSGUIDED
 
 ,
 
 SUMWON
 
 ,
 
 AiiRZ
 
 and
 
 KiZN
 
 .
 
 
 Our team of talented designers, trend forecasters, and industry experts collaborate seamlessly to bring our vision to life.
 
 
 We leverage our expertise in market research, consumer insights, and design excellence to create brands that resonate with consumers. We are proud to have forged a strategic and exclusive relationship with one of the largest fashion retailers in the world. This partnership enables us to expand our reach and distribute our brands to a global audience of over 150 million customers. Where others perceive limits, we perceive opportunities.
 
 
 
 We're building our team - ready to challenge everything and embrace bold, new-age thinking. We honour and celebrate individuality, building an international space where everyone can feel inspired and thrive.
 
 
 
 
 
 
 
 About the Role:
 
 
 
 
 
 
 As the
 
 HRBP
 
 , you will be the strategic partner to our fast-paced, digitally-driven business. You'll own end-to-end HR execution, from performance management to talent development, while ensuring seamless operations that support growth, agility, and a high-performing, inclusive culture.
 
 
 
 
 
 
 
 What you'll do
 
 
 
 
 
 Strategic HR Partnership
 
 
 <ul>
 <li>
 Collaborate with leadership to define people strategies that support aggressive fashion e‑commerce goals.
 </li>
 <li>
 Analyze business needs and workforce data to advise on organizational design, capacity planning, and change initiatives.
 </li>
 <li>
 Embed performance-driven culture through coaching, manager development, and culture change programs.
 </li>
 </ul>
 
 
 Performance Management &amp; Talent Development
 
 
 <ul>
 <li>
 Own performance cycles - goal-setting, check-ins, appraisals, calibration, and follow-ups.
 </li>
 <li>
 Coach managers to establish SMART KPIs and facilitate meaningful performance discussions.
 </li>
 <li>
 Partner with Learning &amp; Development to design upskilling, succession, and leadership pipelines.
 </li>
 </ul>
 
 
 Recruitment &amp; Onboarding
 
 
 <ul>
 <li>
 Support hiring initiatives aligned to growth segments (design, merchandising, marketing, tech).
 </li>
 <li>
 Enhance onboarding flow to ensure speedy integration and early productivity.
 </li>
 </ul>
 
 
 Employee Engagement &amp; Culture
 
 
 <ul>
 <li>
 Launch engagement campaigns and surveys, analyze feedback, and drive action plans.
 </li>
 <li>
 Act as HR champion for core company values: speed, inclusivity, sustainability, and meritocracy.
 </li>
 </ul>
 
 
 Employee Relations &amp; Compliance
 
 
 <ul>
 <li>
 Provide advice on complex employee relations cases; ensure resolution with fairness and compliance.
 </li>
 <li>
 Maintain HR policy framework and ensure adherence to labor laws across regions (e.g., UAE, UK, US).
 </li>
 </ul>
 
 
 HR Analytics &amp; Reporting
 
 
 <ul>
 <li>
 Track key HR metrics (performance distributions, turnover, engagement) and translate insights into action.
 </li>
 <li>
 Share trends and recommendations in leadership forums.
 </li>
 </ul>
 
 
 Change &amp; Organizational Development
 
 
 <ul>
 <li>
 Guide org restructuring, new-market entries, or seasonal ramp-ups with change partners.
 </li>
 </ul>
 
 
 
 
 
 
 What you&rsquo;ll bring
 
 
 
 <ul>
 <li>
 Bachelor's/Master&rsquo;s in HR, Business, Psychology, or related field; CIPD or SHRM certification preferred.
 </li>
 <li>
 5+ years as an HRBP or strategic HR role&mdash;preferably in fast fashion, e‑commerce, retail.
 </li>
 <li>
 Proven track record managing performance frameworks and talent programs.
 </li>
 <li>
 Strong stakeholder management, data fluency (HRIS, analytics tools), and coaching finesse.
 </li>
 <li>
 Agile mindset; thrives in fast-growth, digitally driven, and multi-cultural environments.
 </li>
 </ul>
 
 
 
 
 
 
 What we&rsquo;ll bring
 
 
 
 <ul>
 <li>
 25 working days annual leave (rising to 30 after 1 year)
 </li>
 <li>
 30% employee discount across all SUMWON STUDIOS brands (SUMWON, Missguided, AiiRZ)
 </li>
 <li>
 Ongoing learning and development opportunities
 </li>
 <li>
 Company-wide social events and experiences
 </li>
 <li>
 Creative freedom and space to innovate
 </li>
 <li>
 Work with the best minds in fashion, design, and tech
 </li>
 </ul>
 
 
 
 
 
 
 Why Join Us?
 
 
 
 <ul>
 <li>
 Work in one of the fastest-growing DTC fashion groups globally
 </li>
 <li>
 Be part of building trend-led brands that challenge the status quo
 </li>
 <li>
 Real ownership, real responsibility, real impact
 </li>
 <li>
 A culture that celebrates individuality and rewards creativity
 </li>
 </ul>
</div>

Human Resources Business Partner

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.
 
 
 As Shamal Holding continues to grow, we&rsquo;re in search of a
 
 Senior Manager - Organisational Development
 
 . 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.
 
 
 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
 
 
 <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>
 
 Succession Planning &amp; Leadership Development
 
 
 
 <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
 
 
 
 </li>
 </ul>
 
 For more information about Shamal, please visit our LinkedIn page
 
 https//www.linkedin.com/company/shamalholding/
 
 
 
 Note
 
 
 
 Due to a high influx of profiles, only shortlisted candidates will be contacted.
</div>

Senior Manager - Organisational Development

Shamal LLC

<div>Overview:

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.<div> 
As Shamal Holding continues to grow, we&rsquo;re in search of a Senior Manager &ndash; Organisational Development. 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> 
</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>
 Succession Planning &amp; Leadership Development
</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> 
For more information about Shamal, please visit our LinkedIn page: https://www.linkedin.com/company/shamalholding/ 
Note:
<div>Due to a high influx of profiles, only shortlisted candidates will be contacted.</div></div>

CHANEL

<div>
 
 CHANEL continuously evolves in its search for perfection. The Learning Manager will support excellence in both client experience and style / fashion expertise, in alignment with the strategies of CHANEL Middle East.
 
 
 
 
 Reporting to the Fashion Learning and Style Expertise Manager and rotating between Concourse A and Concourse B boutiques in Dubai Duty Free, this role will define and execute the training strategy for DDF boutiques.
 
 
 
 
 The successful candidate will demonstrate excellent organizational skills, an ability to influence others, and a flair for animating training.
 
 
 
 
 Your main responsibilities are:
 
 
 
 
 Delivering Organized and Impactful Training (40%)
 
 
 
 
 <ul>
 <li>
 In close alignment with the Fashion Learning and Style Expertise Manager, coordinate and implement training sessions/materials
 </li>
 <li>
 Prepare collection trainings, Client Experience training, briefings and other training
 </li>
 <li>
 Deliver training in the boutique, Training Room and Fashion School
 </li>
 <li>
 Propose, agree and organize a training calendar for novelties, and other boutique needs
 </li>
 <li>
 Identifying subject matter experts in the boutique to enrich and/or co-animate training sessions/morning briefs
 </li>
 <li>
 Adapt training content according to the needs /buying of the boutiques, in communication with Management
 </li>
 <li>
 Ensure content is fun, impactful and drives the business
 
 
 
 </li>
 </ul>
 
 Coaching on the Boutique Floor (30%)
 
 
 
 
 <ul>
 <li>
 Coaching Fashion Advisors and other roles on the boutique floor
 </li>
 <li>
 Creating Client Experience action plans in the boutique, using coaching as a business lever
 </li>
 <li>
 Supporting a culture of coaching and feedback in the boutique
 
 
 
 </li>
 </ul>
 
 Supporting &amp; Following up efficiently, Communicating clearly and harmoniously (30%)
 
 
 
 
 <ul>
 <li>
 Communicate and collaborate harmoniously between Middle East &amp; Paris Training Manager, Boutique Management and HR
 </li>
 <li>
 Follows the new starter process with new joiners
 </li>
 <li>
 Ensure teams have done pre-work before attending training sessions
 </li>
 <li>
 Completes refresher training / follow ups to fully embed action plans, and Floor observation to ensure training has been understood / being used
 </li>
 <li>
 Shares regular reporting (qualitative and quantitative) with the Middle East Training Manager, establishing KPIs to measure the effectiveness of training
 
 
 
 </li>
 </ul>
 
 You will bring:
 
 
 
 
 <ul>
 <li>
 Significant experience in a pure training role
 </li>
 <li>
 A proven track record of advanced organisational skills
 </li>
 <li>
 Warm, welcoming humble attitude
 </li>
 <li>
 Eye for detail and good memory
 </li>
 <li>
 Ability to unite and with excellent interpersonal skills
 </li>
 <li>
 Fashion sensibility and attentive to trends and culture
 </li>
 <li>
 Emotional and situational intelligence
 </li>
 <li>
 Reliable, with integrity
 </li>
 <li>
 Passionate about developing others to achieve high performance
 </li>
 <li>
 Excellent observation and listening skills
 </li>
 <li>
 Arabic, Tagalog or Chinese language skills are an advantage
 
 
 
 </li>
 </ul>
 
 You are energised by:
 
 
 
 
 <ul>
 <li>
 Oganized and impactful Training
 </li>
 <li>
 Coaching on the Boutique Floor
 </li>
 <li>
 Excellence in the Boutique
 
 </li>
 </ul>
</div>

Learning Manager - Dubai Duty Free

<div>
 
 
 Job Title:
 
 
 
 
 
 
 
 Assistant Manager &ndash; Emiratization (UAE Nationals Only)
 
 
 
 
 
 
 ⸻
 
 
 
 
 
 
 Location:
 
 
 
 
 
 
 Dubai, UAE
 
 
 
 
 
 ⸻
 
 
 
 
 
 
 Role Overview:
 
 
 
 
 
 
 We are seeking a passionate and experienced
 
 Assistant Manager &ndash; Emiratization
 
 to support our nationalization efforts by driving end-to-end talent acquisition, employee engagement, and career development for Emirati talent. This role plays a key part in executing Emiratization strategy, building strong relationships with national candidates, and representing the company at career fairs, open days, and government-led initiatives.
 
 
 
 
 
 ⸻
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 🌟
 
 Talent Acquisition &amp; Outreach
 
 
 
 &bull; Lead the sourcing, screening, and hiring of UAE Nationals across departments and levels.
 
 
 &bull; Partner with government and educational institutions to build strong Emirati talent pipelines.
 
 
 &bull; Coordinate and represent the company at
 
 career fairs, open days, and national recruitment events
 
 .
 
 
 &bull; Develop tailored recruitment campaigns and outreach plans in alignment with the Emiratization strategy.
 
 
 
 
 
 🤝
 
 Employee Relations &amp; Development
 
 
 
 &bull; Serve as the point of contact for all UAE National employees regarding onboarding, support, and career progression.
 
 
 &bull; Collaborate with line managers to ensure proper onboarding, training, and development plans are in place.
 
 
 &bull; Address and resolve employee concerns in alignment with company values and UAE labor law.
 
 
 &bull; Monitor engagement and retention of Emirati talent and propose improvement strategies.
 
 
 
 
 
 📊
 
 Reporting &amp; Compliance
 
 
 
 &bull; Maintain and regularly update Emiratization data, dashboards, and reports for internal and external stakeholders.
 
 
 &bull; Ensure compliance with all government regulations related to Emiratization targets and reporting.
 
 
 &bull; Coordinate with internal HR teams to align nationalization efforts with broader HR strategies.
 
 
 
 
 
 ⸻
 
 
 
 
 
 
 Requirements:
 
 
 
 &bull;
 
 UAE National (with valid passport and family book)
 
 
 
 &bull; Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
 
 
 &bull;
 
 3-4 years of experience
 
 in Human Resources, with a strong focus on talent acquisition and employee relations.
 
 
 &bull; Proven experience in Emiratization or nationalization programs.
 
 
 &bull; Strong knowledge of UAE labor law and national hiring mandates.
 
 
 &bull; Excellent interpersonal, communication, and stakeholder management skills.
 
 
 &bull; Willingness to travel locally for career fairs, open days, and outreach events.
 
 
 &bull; Proficiency in both Arabic and English (written and spoken).
 
 
 
 
 
 ⸻
 
 
 
 
 
 
 Preferred Attributes:
 
 
 
 &bull; Experience building partnerships with universities and government entities.
 
 
 &bull; Familiarity with ATS (Applicant Tracking Systems) and HR reporting tools.
 
 
 &bull; Proactive, empathetic, and solutions-oriented approach to HR.
 
 
 
 
 
 ⸻
 
</div>

Assistant Manager - Emiratization

Easa Saleh Al Gurg Group

<div>
 
 
 Job overview:
 
 
 
 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.
 
 
 
 
 
 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.
 
 
 
 Key Responsibilities
 
 
 <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>
 
 
 
 
 
 
 
 
 Skills &amp; Qualifications
 
 
 <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>
 
 
</div>

Explore 3986+ Talent development manager in Dubai this September. Find roles across top companies and apply now to boost your career.

3986 talent development manager jobs IN Dubai

Learning & Development Manager

Human Resources Business Partner

Senior Manager - Organisational Development

Senior Manager - Organisational Development

Learning Manager - Dubai Duty Free

Assistant Manager - Emiratization

Human Resources Business Partner