talent management lead

Urban Ridge Supplies

Overview Job Objective: Manage and lead the development and implementation of a robust Talent Management strategy within Abu Dhabi Accountability Authority (ADAA) including but not limited to Learning and Development, Performance Management, and Career Management in line with global best practices to support ADAA's objectives. Key Responsibilities <ul><li>Strategy and Planning <ul><li>Develop and manage the implementation and update of the section related policy, procedures manual, delegation of authority, systems user manuals and standard forms, and ensure compliance across the Authority and alignment with ADAA's overall policies and procedures.</li><li>Develop and manage the implementation, and update of the section's strategic, budget and procurement, and operational plans ensuring alignment with the department and sector's strategy and objectives, and ADAA's mission and vision.</li><li>Ensure effective cascading of the department and sector' strategy and objectives, and ADAA's mission and vision into the section's strategic, budget and procurement, and operational plans to achieve ADAA's overall objectives.</li><li>Develop the section's Key Performance Indicators (KPIs) in line with ADAA's overall objectives and ensure individual KPIs are met to improve efficiency and effectiveness.</li></ul></li><li>Talent Management Strategy <ul><li>Develop and manage the effective and efficient implementation of a talent management strategy focusing on workforce capabilities, skills and competencies, learning and development, assessment, performance review, succession planning, career development and talent mobility in coordination with the concerned ADAA's organizational units to drive continuous improvement in line with the current and future requirements of ADAA.</li><li>Conceptualize and lead the shaping of a learning culture that reflects ADAA values and drives performance, collaboration, thought leadership and learning.</li><li>Provide thought leadership to HR team and business leaders to ensure the best development solutions are leveraged to meet the needs of the Authority; design programs that motivate, reward, retain and produce desired business results.</li><li>Manage the effective implementation of the Emiratisation strategy by the developing UAE national employees and enhancing their efficiency and skills.</li><li>Drive the development, implementation of an organization-wide competency model that can be leveraged at all points in the employee lifecycle.</li></ul></li><li>Learning and Development <ul><li>Manage and lead the preparation and implementation of the employees' annual training and development plan and allocate budgets in accordance with the needs of the respective ADAA's organizational units.</li><li>Design and manage the delivery of training programs and professional development programs to improve the performance of employees in order to achieve ADAA's objectives and raise the efficiency of the workforce.</li><li>Manage and lead the training needs analysis in cooperation with ADAA's organizational units to identify gaps and design individual development plans for the employees.</li><li>Manage the implementation of the state-of-the-art Learning Management System (LMS) which will support the establishment of a modern Learning and Development function in ADAA.</li><li>Manage and lead the competencies and skills assessment of employees to identify areas for improvement, and development of necessary training programs to enhance their competencies level.</li></ul></li><li>Performance Management <ul><li>Manage ADAA's performance management system including planning and implementation of performance management cycle in accordance with the HR policies and procedures and in line with HR Strategy.</li></ul></li><li>Career Management <ul><li>Manage the development and implementation of job succession plan in coordination with ADAA's organizational units in accordance with HR strategy, policies and procedures.</li><li>Manage the development and implementation of ADAA's career planning, coaching and mentoring programs in line with the overall HR strategy, and ADAA's vision and mission.</li><li>Manage and lead talent identification of High Potential (HIPO) employee who need to be nurtured and groomed for career progression whilst driving employee development initiatives to support employee growth across the Authority</li><li>Talent Management and Development</li><li>Manage the effective achievement of assigned section operational goals through effective leadership by setting individual objectives, managing performance within the section, and developing and motivating the team to maximize performance.</li><li>Monitor a section's training plan to ensure that the team attends all trainings and development activities required for the role for continuous performance improvements.</li><li>Conduct performance evaluation of subordinates against KPIs by monitoring individual performance, reviewing progress reports, recommending corrective actions and providing overall assessment to support the achievement of ADAA's overall objectives.</li><li>Manage team workload within the section through the appropriate delegation of work.</li><li>Motivate subordinates, especially focusing on developing capabilities of UAE National employees, to develop a motivated and high performance team.</li><li>Corporate</li><li>Ensure employee adherence and compliance with all ADAA corporate policies, procedures and guidelines (HR, IT, Procurement, Finance, Health and Safety etc.) within the assigned section.</li><li>Manage and review section's related correspondence such as e-mails, memos, and letters to ensure professionalism, completeness and accuracy of information.</li><li>Manage the retention, documentation, preservation, and archive of section's related physical and electronic records in accordance with relevant policies and procedures.</li><li>Manage any section related queries and ensure that required response and support are provided to relevant ADAA's organizational units and employees as and when required.</li><li>Ensure relevant technologies used within ADAA are utilized by employees in order to optimize work efficiency.</li><li>Ensure compliance with ADAA's values, Code of Business Conduct and ethics at all times to support the establishment of a value driven culture within the Authority.</li><li>Ensure the implementation of the relevant health and safety legislation, policies and procedures, in the performance of duties within the assigned section.</li><li>Lead the identification of opportunities for continuous improvement and sustainability of systems, processes and practices considering global standards, productivity improvement and cost reduction.</li><li>Ensure that all reports are prepared accurately, submitted timely and meet ADAA requirements and quality standards.</li></ul> Qualifications <ul><li>Bachelor's degree in relevant field</li><li>Chartered Institute of Personnel and Development (CIPD) Level 3 Associate Diploma in Learning and development.</li><li>10 - 12+ years of relevant experience in the field of "Employee Development" with preferably 6 years in supervisory role.</li></ul> Additional Information <ul><li>Job Id: Lsu7JbZwEmpGxQbrSG46MAb6LYQY3SxfGIXC8u9lwSOn4nn5oNklipIHV4murfpnsTQ4fQE1zTVExILSHHxkYR3IOuy+8cczfQ </li><li>Seniority level: Mid-Senior level</li><li>Employment type: Full-time</li><li>Job function: Business Development and Sales</li><li>Industries: Wholesale Building Materials</li></ul>Abu Dhabi, Abu Dhabi Emirate, United Arab Emirates</li></ul><img src="https://www.jobg8.com/Tracking.aspx?oz7KrmCIbPQN8BMRAKsY%2ba6EyAiY9eq4e" width="0" height="0" />

Employee Development Principal Consultant

DUBAI PROPERTIES GROUP LLC

Human Capital Strategy & Governance:<ul><li>Lead and align Group Services’ HR strategy with Dubai Holding’s corporate people agenda.</li><li>A Drive workforce planning, talent acquisition, engagement, and culture initiatives</li><li>Ensure compliance with labor laws, HR governance, and manage HR budgets</li><li>Leverage HR analytics and technology for data-driven decision-making and improvements.</li></ul>Learning, Development & Capability Building<ul><li>Develop and execute a tailored learning strategy aligned with group priorities to build a future-ready workforce</li><li>Manage training programs, budgets, certifications, and vendor partnerships for quality and cost-efficiency</li><li>Identify skill gaps and create targeted development and leadership programs to build internal talent pipelines</li><li>Foster a culture of continuous learning, integrating development into employee engagement and retention efforts.</li></ul>Talent Management & Engagement<ul><li>Oversee performance management, succession planning, and recognition programs to develop and retain high-potential talent</li><li>Foster a culture of continuous feedback, coaching, and transparent performance processes</li><li>Enhance employee value proposition and engagement through targeted initiatives and actionable feedback</li></ul>Compensation & Benefits<ul><li>Collaborate on salary reviews, promotions, market benchmarking, incentives, and payroll governance</li><li>Manage payroll forecasting, cost analysis, and ensure financial accuracy and compliance</li><li>Implement reward systems that support performance and employee retention</li></ul>Employee Relations & HR Operations<ul><li>Ensure timely and compliant HR operations including onboarding, contracts, visa processing, and payroll</li><li>Manage grievance and disciplinary cases fairly, ensuring risk mitigation and due process</li><li>Oversee accurate HR documentation, audits, and exit procedures</li></ul>Continuous Improvement & HR Analytics<ul><li>Use workforce analytics to provide insights on attrition, succession, and talent trends for strategic decisions</li><li>Track key HR metrics to monitor organizational health and performance</li><li>Drive process improvements and leverage technology to enhance HR service delivery</li></ul>People Leadership<ul><li>Lead, mentor, and develop the HR team to build a high-performance culture</li><li>Enhance team capabilities through training, coaching, and challenging proj</li></ul>

Executive Director Human Capital

Northwestern Mutual

<div>About the Role:
The Workday Configuration Lead will join our Workday technology team at Northwestern Mutual. Manage the Workday Technology team relationship with the Talent Management and Development team, as well as the roadmap of all Talent Management and Learning Workday projects. Work closely with other workstream leads to maintain a cohesive and effective roadmap for the Workday ecosystem. On the team, we love all things data, tools, and processes. We prioritize the user and customer experience. We use data to guide and inform our business decisions while remaining open to experimentation and iteration. Unsatisfied with what is, we are continuously questioning if something could be better, embracing diverse and entrepreneurial thought processes. We believe in encouraging a positive working environment of empowerment, inclusion, and engagement while coaching and mentoring new leaders within the organization.
What You'll Do:<ul><li>
Key participant in the development and improvement of Talent Management module to drive business strategies across the organization.</li><li>
Manage the daily workload and roadmap of the functional configuration team</li><li>
Identify, recommend and track opportunities for process and operational improvements.</li><li>
Collaborate with the Workday Community and the Area User Groups to resolve issues found within Talent Management domains. Proactively remains informed about Workday improvements and contribute to the future roadmap development of workstream.</li><li>
Participates in and leads multi-functional project teams to provide and implement effective system solutions to human resources.</li><li>
Oversees development of standardized processes; evaluates current processes and makes adjustment as needed including but not limited to technical processes, data integrity, systems integration and communication methods.</li><li>
Provide guidance on third-party interface requirements. Serve as the point of contact for future support for Workday provided by the Workday production support team and both internal and external partners</li><li>
Partner with our HR IT in research and resolution of HR system issues as well as testing and implementation of new system functionality.</li><li>
Collaborate with all multi-functional teams to ensure effective system set up and efficient processes both internally and externally between systems and vendors.</li><li>
Maintain data accuracy and integrity within system through regular review and audit of data.</li><li>
Create and update documentation of existing and new guidelines for operations and system processes.</li><li>
Deliver training to HR staff and employees on new functionality and updates on existing processes occurring throughout the year.</li><li>
Act as a consultant to partners in the development of project concepts by assisting in development of business case, feasibility, scope, resource requirements, and budget.</li><li>
Facilitate clear and concise status updates for key project partners including direct communications with project sponsors and steering committees.</li></ul>
What You'll Bring to the Role:
<ul><li>Bachelor&rsquo;s degree in a Business, Information Systems or Computer Science or equivalent experience.</li><li>
5 &ndash; 10 years of HR Systems integrations and maintenance, of which 3-5 supporting or working with Talent Management module in Workday.</li><li>
Ability to manage multi-functional team members and serve as a SME for the team.</li><li>
Ability to develop, manage and effectively communicate and implement business and COE technology requirements in Workday ecosystem.</li><li>
High level of professionalism and confidentiality in dealing with confidential data and business information and initiatives.</li><li>
Possess functional knowledge of HR core business processes as well as strong systems analytics and support background.</li><li>
Demonstrated ability to communicate, present and influence credibly and effectively at all levels of the organization, including executives.</li><li>
Proven ability to manage multiple projects while remaining focused on detail.</li><li>
Excellent listening, negotiation and presentation skills. Strong organizational and time-management skills, proven ability to prioritize and deliver results on time.</li><li>
Strong desire to work with clients and provide exceptional client experiences.</li><li>
Ability to handle various tasks concurrently and meet deadlines, despite conflicting demands.</li></ul>
#LI-Remote, #LI-Hybrid, #LI-Onsite
Compensation Range:<div><div><div><div><div><div><div>
Pay Range - Start:</div></div></div></div></div></div></div>
$92,750.00
Pay Range - End:
$172,250.00<div><div><div><div><div><div><div><div><div><div><div><div><div><div>
Geographic Specific Pay Structure:</div></div></div></div></div></div></div></div></div></div></div></div></div></div>
205 - Structure 110: 102,060.00 USD - 189,540.00 USD
205 - Structure 115: 106,680.00 USD - 198,120.00 USD
We believe in fairness and transparency. It&rsquo;s why we share the salary range for most of our roles. However, final salaries are based on a number of factors, including the skills and experience of the candidate; the current market; location of the candidate; and other factors uncovered in the hiring process. The standard pay structure is listed but if you&rsquo;re living in California, New York City or other eligible location, geographic specific pay structures, compensation and benefits could be applicable, click here to learn more.
Grow your career with a best-in-class company that puts our clients' interests at the center of all we do. Get started now!
Northwestern Mutual is an equal opportunity employer who welcomes and encourages diversity in the workforce. We are committed to creating and maintaining an environment in which each employee can contribute creative ideas, seek challenges, assume leadership and continue to focus on meeting and exceeding business and personal objectives.<h3 class="jobSectionHeader">
FIND YOUR FUTURE</h3>

We&rsquo;re excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and our commitment to a culture of belonging.<ul>
<li>
Flexible work schedules</li><li>
Concierge service</li><li>
Comprehensive benefits</li><li>
Employee resource groups</li></ul></div>

Workday Configuration Lead

Qiddiya Investment Company

<div><h3 class="jobSectionHeader">About Qiddiya Investment Company:</h3>
As part of Saudi Arabia's Vision 2030 initiative, Qiddiya is set to become a transformative destination located just outside Riyadh, combining entertainment, sports, arts, and education, all underpinned by innovative urban design. The mission of Qiddiya is not only to offer world-class experiences but also to create job opportunities and contribute to the growth and sustainability of the local economy.
<h3 class="jobSectionHeader">About the Role:</h3>
We are looking for an experienced Associate Director - HR Business Partner (HRBP) to join our dynamic team and lead our HR strategy in alignment with Qiddiya&rsquo;s goals. The HRBP will serve as a trusted advisor to senior leadership and drive initiatives that foster a high-performance culture and enhance employee engagement across the organization. This role requires a strategic thinker who can influence and execute HR solutions that support business growth, employee retention, and talent development.<h3 class="jobSectionHeader">
Key Responsibilities:</h3><ul>
<li>Provide strategic HR leadership and support to designated business units, acting as a key partner to senior management.</li>
<li>Drive organizational change initiatives and cultural transformation by aligning employee policies and practices with business objectives.</li>
<li>Lead talent management processes including recruitment, performance management, and succession planning.</li>
<li>Identify and address employee relations issues, ensuring a positive work environment that encourages employee engagement and productivity.</li>
<li>Implement HR programs and initiatives, including training and development, employee wellness, and engagement activities.</li>
<li>Analyze HR metrics and provide actionable insights to management for decision-making purposes.</li>
<li>Collaborate with the HR team to develop and execute HR policies and procedures in compliance with local labor laws.</li>
<li>Stay up-to-date with industry best practices and innovations in HR management.</li>
</ul>
Requirements<ul>
<li>
Bachelor&rsquo;s degree in Human Resources Management, Business Administration, or a related field; a Master&rsquo;s degree or HR certification is a plus.</li>
<li>Minimum of 10 years of progressive HR experience, with at least 5 years in a strategic HRBP role.</li>
<li>Proven experience in organizational development, talent management, and change management.</li>
<li>Strong understanding of local labor laws and regulations.</li>
<li>Excellent communication, interpersonal, and leadership skills, with the ability to influence at all levels of the organization.</li>
<li>Analytical mindset with a data-driven approach to problem-solving.</li>
<li>Ability to navigate a fast-paced environment while managing multiple projects and priorities.</li>
<li>A strong passion for fostering employee engagement and unlocking talent potential.</li>
</ul>
Benefits
Offering a comprehensive compensation and benefits package.</div>

Associate Director - HRBP

Enova by Veolia

<div>
 
 
 Job Summary
 
 
 
 Acts as a strategic partner to business leaders by aligning human resources initiatives with operational goals. Supports workforce planning, talent management, and organizational development to drive performance and engagement. Ensures compliance with HR policies and labor regulations while fostering a positive work environment.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Align HR strategies with organizational objectives to drive success, ensuring that HR initiatives directly support business goals.
 </li>
 <li>
 Advise senior leadership on people management strategies, with a focus on improving overall organizational effectiveness and performance.
 </li>
 <li>
 Provide expert guidance on employee relations matters, including conflict resolution, disciplinary actions, and grievance management, while ensuring compliance with labor laws and company policies.
 </li>
 <li>
 Manage and facilitate organizational change initiatives, ensuring smooth transitions, minimizing resistance, and maintaining high levels of employee engagement throughout change processes.
 </li>
 <li>
 Advise on HR policies and ensure their alignment with legal regulations, mitigating risks associated with non-compliance and providing clarity to stakeholders on HR procedures.
 </li>
 <li>
 Analyze HR metrics (e.g., turnover rates, employee engagement, retention) to generate actionable insights that drive continuous improvement in HR practices and organizational performance.
 </li>
 <li>
 Oversee and manage the onboarding process for new hires, ensuring a smooth integration into the company, facilitating training, and ensuring compliance with company policies and regulations.
 </li>
 <li>
 Manage the offboarding process for exit employees, ensuring that exit interviews are conducted, documentation are processed, and any necessary actions are taken to ensure compliance and proper knowledge transfer.
 </li>
 <li>
 Drive initiatives that promote a positive workplace culture, focusing on diversity, equity, and inclusion, while fostering an environment where all employees feel valued and supported.
 </li>
 <li>
 Lead the design and implementation of leadership development programs to enhance employee skills and capabilities, ensuring succession planning is aligned with future business needs.
 </li>
 <li>
 Support the performance management process by guiding managers in setting clear goals, providing performance feedback, and addressing underperformance issues to foster employee growth and accountability.
 </li>
 <li>
 Oversee the development and management of competitive compensation and benefits programs, conducting regular market analysis to ensure alignment with industry standards and employee satisfaction.
 </li>
 <li>
 Manage the grading and benchmarking of roles within the organization, ensuring that positions are accurately classified and that compensation is competitive and equitable across all levels.
 </li>
 <li>
 Design and lead employee engagement initiatives that enhance employee experience, boost morale, and align with the organization&rsquo;s core values.
 </li>
 <li>
 Lead HR process improvement projects to enhance the efficiency and effectiveness of HR operations, ensuring HR practices align with the broader strategic goals of the organization.
 </li>
 <li>
 Abide by the Health, Safety, Environmental and Quality, (HSEQ) policy, procedures necessary for the good conduct and safety of the workplace. It is a requirement and moral obligation of each employee to be actively committed and accountable to the compliance of the company's HSEQ policy, operating procedures, as well as being compliant to local legislation. The Employee shall seek clarification and guidance in specific cases or whenever one feels necessary.
 </li>
 <li>
 Develop a pro-active working relationship with all authorities and assist in establishing areas for service improvement.
 </li>
 </ul>
 
 
 
 
 
 Minimum Qualifications
 
 
 <ul>
 <li>
 Bachelor's degree in business administration or related field. Masters in human resources or Organization Psychology is preferred. Relevant HR certification (e.g., SHRM-SCP, PHR, CIPD) is preferred.
 </li>
 </ul>
 
 
 
 
 
 Minimum Experience
 
 
 <ul>
 <li>
 12+ years of experience in Human Resources, including 5 years in leadership roles.
 </li>
 </ul>
 
 
 
 
 
 Job Specific Skills
 
 
 <ul>
 <li>
 Strong interpersonal skills for building relationships with leadership and employees.
 </li>
 <li>
 Ability to independently manage HR initiatives, including employee relations and talent management.
 </li>
 <li>
 Strategic thinker who aligns HR practices with business goals.
 </li>
 <li>
 Excellent communication skills, both written and verbal, with fluency in Arabic.
 </li>
 <li>
 Deep understanding of cultural diversity and fostering an inclusive workplace.
 </li>
 <li>
 Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint).
 </li>
 <li>
 Effective time management with the ability to meet deadlines.
 </li>
 <li>
 Focus on delivering high-quality HR solutions.
 </li>
 <li>
 Experience in change management and driving employee engagement.
 </li>
 <li>
 Ability to influence and coach senior leaders on HR decisions.
 </li>
 <li>
 Strong knowledge of HR compliance and labor laws.
 </li>
 </ul>
 
 
</div>

Human Resources Business Partner

Accenture

Skill required: Talent &amp; HR - Talent Management 
Designation: Portfolio Delivery Lead Senior Manager 
Qualifications:Any Graduation
 
Years of Experience:16 to 25 years
 
About Accenture 
Accenture is a global professional services company with leading capabilities in digital, cloud and security.Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song&mdash; all powered by the world&rsquo;s largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. We embrace the power of change to create value and shared success for our clients, people, shareholders, partners and communities.Visit us at www.accenture.com
 
What would you do? Improve workforce performance and productivity, boosts business agility, increases revenue and reduces costs Talent &amp; HR process Support workforce behavior in alignment with the organization`s business strategy by designing, developing, implementing, and executing key HR processes: strategic planning; supply demand; hiring and sourcing; on-boarding and integration; training and development; objective-setting and performance management; and compensation and rewards. 
What are we looking for? NA NA
 
Roles and Responsibilities: &bull;In this role you are required to identify and assess complex problems for area(s) of responsibility &bull; The individual should create solutions in situations in which analysis requires in-depth knowledge of organizational objectives &bull; Requires involvement in setting strategic direction to establish near-term goals for area(s) of responsibility &bull; Interaction is with senior management levels at a client and/or within Accenture, involving negotiating or influencing on significant matters &bull; Should have latitude in decision-making and determination of objectives and approaches to critical assignments &bull; Their decisions have a lasting impact on area of responsibility with the potential to impact areas outside of own responsibility &bull; Individual manages large teams and/or work efforts (if in an individual contributor role) at a client or within Accenture &bull; Please note that this role may require you to work in rotational shifts
 
Any Graduation

Portfolio Delivery Lead Senior Manager

Abu Dhabi Accountability Authority

Press Tab to Move to Skip to Content LinkSelect how often (in days) to receive an alert:Date: Aug 2, 2025Company: Abu Dhabi Accountability AuthorityJob Objective Direct and guide the development and implementation of the HR strategy, objectives, and growth plans to enable the attraction, engagement, development, and retention of a qualified workforce within AbuDhabi Accountability Authority (ADAA), to support realization of corporate plans in order to achieve corporate strategic objectives.Key Responsibilities/Duties A. Strategy and Planning • Direct and lead the development and implementation of the department related policies, systems, procedures manual, Delegation of Authority, system user manuals and standard forms to ensure compliance across the Authority and alignment with ADAA's overall policies and procedures. • Ensure effective cascading of the sector strategy into the department's strategic and operational plans to achieve ADAA's overall objectives. • Develop and direct the implementation of the department strategic, budget and procurement, and operational plans, and monitor corporate performance ensuring alignment with the sector strategy, ADAA's vision, mission and corporate objectives. • Forecast and develop department budget and direct the monitoring of financial performance against the budget to ensure areas of unsatisfactory performance are identified, and potential areas of cost reduction or performance improvement opportunities are capitalized upon. • Develop the department Key Performance Indicators (KPIs) in line with ADAA's overall objectives and ensure that sections meet KPIs in order to improve efficiency and effectiveness.B. Operations (with sub-headings) HR Strategy and Organization Effectiveness: • Provide leadership, management, and vision to ensure that ADAA has the strategic human resource infrastructure in place, aligned to future direction. • Provide overall leadership and strategic guidance to ensure conceptualization, implementation, review and sustenance of workforce planning, organizational effectiveness, Emiratization andemployee engagement strategies and initiatives to achieve HR excellence. • Provide subject matter expertise and contribute to the design, planning and execution of company-wide transformational programs and initiatives and ensure alignment with set plans to achieve objectives to drive performance and positive change across the organization. • Contribute to the development of the organizational governance framework and advise Senior Management on related matters to enable smooth strategic decision making. • Oversee the periodic review of the organizational structure in consultation with concerned line managers, to ensure that it reflects the strategic and operational needs of the organization. • Direct the updating of the functional accountabilities of the organization, reflecting any changes in the organization structure and grouping of functions, to ensure the documents are up to date and accessible when required. • Manage the consolidation and development of ADAA's overall manpower plan to ensure all resourcing requirements are captured and fulfilled through appropriate recruitment plans.Performance and Reward: • Drive a performance-based organization by developing a rigorous innovative performance management framework containing best practice elements.• Oversee the employees' performance management system at ADAA and guide the effective and efficient implementation by all parties, to enable the accurate and fair evaluation of employee performance, and the enhancement of the ADAA's business performance. • Ensure the performance management system is linked to other HR processes such as promotions, career development, etc. to develop a performance-based culture. • Ensure that ADAA's reward and benefits framework is competitive enough to attract, retain and motivate the appropriate talent from the local and international job market.Talent Acquisition: • Oversee the development of the annual recruitment plan to outline strategies and approaches for identifying and selecting high caliber talent into required roles in a timely manner. • Oversee the implementation of selection and recruitment strategies and monitor the recruitment processes across the ADAA to recruit competent and proficient personnel. Talent Management: • Develop and advocate a culture of continuous learning and provide overall strategic direction of learning and workforce development within ADAA. • Direct the development and implementation of training and development plans as per the identified needs to ensure that the right Learning and Development framework is in place to develop managerial and technical capability that will enable ADAA achieve its objectives. • Oversee the development and implementation of a succession planning framework that structures the flow of high potential employees into managerial and leadership roles through structured career moves and capability building interventions. HR Support Services: • Oversee the overall HR transactional services such as time management, HR data management, ERP, etc. to facilitate efficient operations of the HR function.• Manage the development and improvements of Human Resources Information Systems (HRIS), HR Matrix and HR Processes & Flow Charts. • Manage the design and delivery of "surveys and questionnaires" regarding "Salary, Employee Satisfaction, and Code of Conduct etc." • Ensure that any employee relations issues, including complaints/ grievances, are addressed through appropriate processes and that disciplinary actions are taken promptly, fairly and inaccordance with company policy and local labor laws.Business Partnering: • Direct the provision of expertise and support to respective sectors for HR activities such as recruitment, resourcing, performance management and employee relations, to achieve the HC strategy and transformation as part of the overall organizational strategy.C. Talent Management and Development• Direct the effective achievement of department operational goals through effective leadership and by setting department objectives, managing performance within the department, and developing and motivating the team to maximize performance. • Oversee and lead talent development initiatives in coordination with the Human Resources Department and discipline experts and thereby ensure the availability of talent to fit ADAA's requirements. • Act as a role model and ensure the team adheres to organizational values and ethics to establish a value-driven culture within the Authority. • Share professional expertise and knowledge to build internal intellectual capital and facilitate knowledge sharing across the Authority. • Manage, mentor, guide and coach section heads by using effective leadership strategies, providing directions and ensuring proper execution of all initiative undertaken by ADAA to the highest standards.D. Corporate• Oversee and direct periodic organizational structure change and to ensure optimal resource utilization. • Direct change management through continuous improvement of department systems, processes and practices taking into account global standards and changes in the business environment, which demand proactive action plans. • Ensure that all department reports are prepared timely and accurately and meet ADAA requirements, and quality standards. • Oversee department adherence and compliance with all ADAA corporate policies, procedures and guidelines (HR, IT, Procurement, Finance, Health and Safety etc.) and code of business conduct.E. General• The level of performance should reflect the academic qualification, type of courses in the field of specialization, employee job level, and the level of productivity. • The academic and professional certificates required and approved by ADAA should be acquired within the period specified and based on the employee's Individual Development Plan. • Perform the task and responsibilities independently unless an approval or directive was obtained to delegate the task to other employees in case of incapability to perform the tasks and responsibilities. • Ensure teamwork, collaboration and dedication in performing duties. • Showcase a strong leadership to the team members. • Knowledge and awareness about the capabilities of the subordinates and showcase a strong knowledge in the field of specialization. • Provide the required support and guidance to the subordinates. • Take responsibility of the decisions made.Requirements• Bachelor's degree in relevant field• Chartered Institute of Personnel Development (CIPD) Level 7 Advanced Diploma in Strategic Learning and Development • Society of Human Resources Management Senior Certified Professional (SHRM SCP)• 12+ years of relevant experience in Human Resource Management out of which 8 years in managerial role.<img src="https://www.jobg8.com/Tracking.aspx?9aHZvzrW%2fNVhk26%2f0qyk5BmUQAjv4PYsa" width="0" height="0" />

Consultant Human Resources

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