talent management manager

<div><p><b>Line of Service
</b></p>Internal Firm Services
<p></p><p><b>Industry/Sector
</b></p>Not Applicable
<p></p><p><b>Specialism
</b></p>Business Operations
<p></p><p><b>Management Level
</b></p>Manager
<p></p><p><b>Job Description &amp; Summary
</b></p>As a Talent Management Manager you will architect and champion a skills&#8209;first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.
<br>
Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence&mdash;ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting&#8209;edge assessments and behaviour&#8209;led rituals into people processes so our workforce remains future&#8209;ready, engaged and empowered.
<p></p><div><div><p><b>Key Responsibilities
</b></p></div><div><p><b>Skills Strategy &amp; Governance
</b></p></div><div><ul><li><p>Craft and continually refine the firm&#8209;wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.
</p></li></ul></div><div><ul><li><p>Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
</p></li></ul></div><div><ul><li><p>Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.
</p></li></ul></div><div><ul><li><p>Partner with Tech and HRIS teams to embed a single &ldquo;skills source of truth&rdquo; across talent systems.
</p></li></ul></div><div><p><b>Career Architecture &amp; Mobility
</b></p></div><div><ul><li><p>Design transparent, skills&#8209;based career pathways that allow people to pivot, upskill and thrive in an uncertain market.
</p></li></ul></div><div><ul><li><p>Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.
</p></li></ul></div><div><ul><li><p>Coach l eaders to integrate skills signals into workforce planning, succession and reward decisions.
</p></li></ul></div><p></p><div><p><b>Assessment Design &amp; Validation
</b></p></div><div><ul><li><p>Lead development of world&#8209;class, psychometrically sound assessments (e.g., role&#8209;capability batteries, situational judgement tests, credentialing rubrics).
</p></li></ul></div><div><ul><li><p>Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.<br>
</p></li></ul></div></div><p></p><div><div><p><b>Learning Culture &amp; Initiatives
</b></p></div><div><ul><li><p>Embed PwC Professional behaviours into everyday rituals&mdash;e.g., start&#8209;of&#8209;meeting reflections, &ldquo;Wins &amp; Learns&rdquo; huddles, peer shout&#8209;outs&mdash;so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
</p></li></ul></div><div><ul><li><p>Deploy (in partnership with the career development team) micro&#8209;learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
</p></li></ul></div><div><ul><li><p>Co&#8209;create firm&#8209;wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
</p></li></ul></div><div><ul><li><p>Integrate social, experiential and stretch&#8209;assignment learning into onboarding, academies and leadership programmes .
</p></li></ul></div><div><ul><li><p>Partner with Inclusion &amp; Well&#8209;being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
</p></li></ul></div><div><p><b>Skills Data &amp; Insights
</b></p></div><div><ul><li><p>Build dashboards that surface real&#8209;time skills supply vs. demand, identifying gaps, future&#8209;critical capabilities and reskilling ROI.
</p></li></ul></div><div><ul><li><p>Translate analytics into evidence&#8209;based recommendations for investment, vendor selection and programme optimization.
</p></li></ul></div><div><ul><li><p>Report regularly to the People Leadership Team, highlighting risk areas and success stories.
</p></li></ul></div><p></p><div><p><b>Stakeholder Engagement &amp; Change
</b></p></div><div><ul><li><p>Influence senior partners to shift from role&#8209;based to skills&#8209;based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
</p></li></ul></div><div><ul><li><p>Facilitate communities of practice that share success stories, peer coaching and emerging&#8209;skills alerts.
</p></li></ul></div></div><p></p><p><b>Required Skills, Knowledge &amp; Experience
</b></p><ul><li>10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
</li><li>Proven track record designing and implementing skills frameworks &amp; culture initiatives at scale.
</li><li>Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
</li><li>Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
</li><li>Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
</li><li>Bachelor&rsquo;s degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
</li></ul><p></p><p><b>Personal Attributes
</b></p><p></p><ul><li>Systems thinker able to connect strategy, data and human&#8209;centred design.
</li><li>Continuous learner who experiments with emerging talent technologies and methodologies.
</li><li>Resilient, solutions&#8209;oriented and adept at navigating change.
</li><li>Culturally agile, with a collaborative mindset aligned to PwC&rsquo;s values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
</li></ul><p></p><p><b>Education </b><i>(if blank, degree and/or field of study not specified)
</i></p>Degrees/Field of Study required:
<p></p>Degrees/Field of Study preferred:
<p></p><p><b>Certifications </b><i>(if blank, certifications not specified)
</i></p><p></p><p><b>Required Skills
</b></p><p></p><p><b>Optional Skills
</b></p>Accepting Feedback, Accepting Feedback, Active Listening, Adaptability, Analytical Thinking, Career Development, Change Management, Coaching and Feedback, Communication, Confidential Information Handling, Continuous Learning, Creativity, Data Analysis, Data-Driven Decision Making (DIDM), Data Reporting, Development Collaboration, Embracing Change, Emotional Regulation, Empathy, Employee Performance Management, Human Resources (HR) Policies, Human Resources (HR) Project Management, Human Resources Management (HRM), Inclusion, Intellectual Curiosity {+ 19 more}
<p></p><p><b>Desired Languages </b><i>(If blank, desired languages not specified)
</i></p><p></p><p><b>Travel Requirements
</b></p>0%
<p></p><p><b>Available for Work Visa Sponsorship?
</b></p>Yes
<p></p><p><b>Government Clearance Required?
</b></p>Yes
<p></p><p><b>Job Posting End Date</b></p></div><p></p>

Talent Management – Manager

PwC Middle East Enterprise Solutions

<div>
 <strong>
  Description
  <br/>
  <br/>
 </strong>
 Established in the region for 40 years, PwC has around 12,000 people in 12 countries across the region: Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, the Palestinian territories, Qatar, Saudi Arabia and the United Arab Emirates.
 <br/>
 <br/>
 Our regional team operates across the Middle East bringing international experience delivered within the context of the region and its culture. We can bring the collective knowledge and experience of more than 370,000 people across the entire global PwC network in advisory, assurance and tax to help you find the value you are looking for.
 <br/>
 <br/>
 <strong>
  Line of Service
  <br/>
  <br/>
 </strong>
 Internal Firm Services
 <br/>
 <br/>
 <strong>
  Industry/Sector
  <br/>
  <br/>
 </strong>
 Not Applicable
 <br/>
 <br/>
 <strong>
  Specialism
  <br/>
  <br/>
 </strong>
 Business Operations
 <br/>
 <br/>
 <strong>
  Management Level
  <br/>
  <br/>
 </strong>
 Manager
 <br/>
 <br/>
 <strong>
  Job Description &amp; Summary
  <br/>
  <br/>
 </strong>
 As a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.
 <br/>
 <br/>
 Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence&mdash;ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.
 <br/>
 <br/>
 <strong>
  Key Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Skills Strategy &amp; Governance
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.
  </li>
  <li>
   Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
  </li>
  <li>
   Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.
  </li>
  <li>
   Partner with Tech and HRIS teams to embed a single &ldquo;skills source of truth&rdquo; across talent systems.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Career Architecture &amp; Mobility
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market.
  </li>
  <li>
   Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.
  </li>
  <li>
   Coach leaders to integrate skills signals into workforce planning, succession and reward decisions.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Assessment Design &amp; Validation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
  </li>
  <li>
   Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Learning Culture &amp; Initiatives
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Embed PwC Professional behaviours into everyday rituals&mdash;e.g., start‑of‑meeting reflections, &ldquo;Wins &amp; Learns&rdquo; huddles, peer shout‑outs&mdash;so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
  </li>
  <li>
   Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  </li>
  <li>
   Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
  </li>
  <li>
   Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes.
  </li>
  <li>
   Partner with Inclusion &amp; Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Skills Data &amp; Insights
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
  </li>
  <li>
   Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.
  </li>
  <li>
   Report regularly to the People Leadership Team, highlighting risk areas and success stories.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Stakeholder Engagement &amp; Change
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
  </li>
  <li>
   Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Required Skills, Knowledge &amp; Experience
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
  </li>
  <li>
   Proven track record designing and implementing skills frameworks &amp; culture initiatives at scale.
  </li>
  <li>
   Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
  </li>
  <li>
   Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
  </li>
  <li>
   Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
  </li>
  <li>
   Bachelor&rsquo;s degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Personal Attributes
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Systems thinker able to connect strategy, data and human‑centred design.
  </li>
  <li>
   Continuous learner who experiments with emerging talent technologies and methodologies.
  </li>
  <li>
   Resilient, solutions‑oriented and adept at navigating change.
  </li>
  <li>
   Culturally agile, with a collaborative mindset aligned to PwC&rsquo;s values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Education
 </strong>
 <em>
  (if blank, degree and/or field of study not specified)
  <br/>
  <br/>
 </em>
 <strong>
  Degrees/Field Of Study Required
  <br/>
  <br/>
 </strong>
 Degrees/Field of Study preferred:
 <br/>
 <br/>
 <strong>
  Certifications
 </strong>
 <em>
  (if blank, certifications not specified)
  <br/>
  <br/>
 </em>
 <strong>
  Required Skills
  <br/>
  <br/>
 </strong>
 <strong>
  Optional Skills
  <br/>
  <br/>
 </strong>
 Accepting Feedback, Accepting Feedback, Active Listening, Adaptability, Analytical Thinking, Career Development, Change Management, Coaching and Feedback, Communication, Confidential Information Handling, Continuous Learning, Creativity, Data Analysis, Data-Driven Decision Making (DIDM), Data Reporting, Development Collaboration, Embracing Change, Emotional Regulation, Empathy, Employee Performance Management, Human Resources (HR) Policies, Human Resources (HR) Project Management, Human Resources Management (HRM), Inclusion, Intellectual Curiosity {+ 19 more}
 <br/>
 <br/>
 <strong>
  Desired Languages
 </strong>
 <em>
  (If blank, desired languages not specified)
  <br/>
  <br/>
 </em>
 <strong>
  Travel Requirements
  <br/>
  <br/>
 </strong>
 0%
 <br/>
 <br/>
 <strong>
  Available for Work Visa Sponsorship?
  <br/>
  <br/>
 </strong>
 Yes
 <br/>
 <br/>
 <strong>
  Government Clearance Required?
  <br/>
  <br/>
 </strong>
 Yes
 <br/>
 <br/>
 <strong>
  Job Posting End Date
 </strong>
</div>


BNP Paribas

<div><h2 class="jobSectionHeader"><b>QUALIFICATIONS:</b></h2><ul><li>
Undergraduate from preferably Engineering, Economy, Business Administration, or in a similar area (MBA or Double Major is an additional asset)</li><li>
Minimum 5 years of experience in HR preferably in Career and Talent Management</li><li>
Advanced level of spoken and written English</li><li>
Strong analytical/interpersonal skills</li><li>
Proficiency in MS Office applications and other digital systems</li><li>
Multi-task handling</li><li>
Eager to be a part of teamwork</li></ul><p><b>
Key Responsibilities:</b></p><ul><li>
Conducting all talent management activities in line with the company&rsquo;s talent strategy: Identifying and managing talent pools, coordinating local and global development programs with the Learning &amp; Development team to support career growth.</li><li>
Designing, launching, and managing the Employee Surveys in partnership with BNP Paribas: Preparing survey questions, analyzing results, preparing management presentations, communicating findings with leaders, and coordinating the entire process with Global teams.</li><li>
Preparing and implementing succession plans for critical roles.</li><li>
Designing and organizing assessment programs.</li><li>
Managing promotion and job rotation processes with ownership.</li><li>
Creating and implementing tailored career management processes, aligned with business needs and aimed at job enrichment and long-term development.</li><li>
Driving initiatives to foster a sense of belonging and engagement across the organization.</li><li>
Conducting young talent attraction activities through top talent sourcing, campus programs, and employer branding initiatives in line with EVP.</li></ul></div>

Career and Talent Management Manager

Onstage International DMCC

<p>We&rsquo;re looking for a <b>highly motivated, sales-driven, and organized Business Manager</b> to join our team. This exciting role blends <b>talent management, event coordination, mobile content creation</b>, and <b>sales outreach</b> &mdash; perfect for someone with a strong commercial mindset and a passion for entertainment, influencers, and live events.</p><p>If you're confident pitching talent to brands, capturing video content at events, and driving bookings from first contact to close &mdash; we want to hear from you!</p><p>Key Responsibilities</p><p><b>Talent Management &amp; Promotion</b></p><ul><li>Manage, develop, and promote a roster of high-profile and emerging talent.</li><li>Capture video content at events using mobile for social media and marketing.</li><li>Help prepare marketing materials and talent portfolios (bios, decks, reels).</li><li>Identify and onboard new talent in entertainment, lifestyle, and fashion sectors.</li><li>Negotiate and manage talent contracts, ensuring full compliance.</li></ul><p><b>Event Coverage &amp; Coordination</b></p><ul><li>Oversee talent logistics for events, shoots, and live appearances.</li><li>Attend events to support talent and record behind-the-scenes content.</li><li>Coordinate with organizers to ensure smooth event delivery and brand representation.</li><li>Track and follow up on event performance, leads, and deliverables.</li></ul><p><b>Client &amp; Sales Outreach</b></p><ul><li>Actively prospect and pitch talent to agencies, brands, and corporate clients.</li><li>Convert leads into confirmed bookings through compelling proposals and relationship-building.</li><li>Customize sales pitches based on client needs, goals, and event briefs.</li><li>Maintain a strong pipeline and consistently meet or exceed sales targets.</li></ul><p><b>Business &amp; Admin Support</b></p><ul><li>Provide high-level support to the Managing Director, including calendar, travel, and meeting coordination.</li><li>Maintain organized records of bookings, contracts, and event performance.</li><li>Work closely with marketing and finance to ensure smooth business operations.</li></ul><p>Skills &amp; Experience</p><ul><li><b>2+ years in sales, talent management, events, or influencer marketing.</b></li><li>Proven experience in <b>client acquisition and closing sales deals.</b></li><li>Excellent communication, negotiation, and relationship-building skills.</li><li>Confident filming and editing mobile videos for reels/stories.</li><li>Familiar with <b>social media trends and platforms (Instagram, TikTok, YouTube)</b>.</li><li>Strong organizational skills and ability to multitask under pressure.</li><li>Proficient in <b>Google Suite, Canva, CRM tools, and MS Office.</b></li></ul><p><b>Location:</b> Dubai<br/><b>Visa:</b> Must be on own visa (freelance/spouse/family sponsorship).</p><p><b>PS: Application will be considered only if you have event/talent management or sales experience</b></p><p>Job Type: Full-time</p><p>Pay: Up to AED3,000.00 per month</p>

Business Manager – Talent Management, Sales & Events (Dubai Based)

Six Flags Qiddiya City and Aquarabia

<div><p>The Senior Associate - Talent Management with previous experience in Learning &amp; Development (L&amp;D) will play a key role in designing, implementing, and evaluating talent development programs that enhance employee capabilities and drive business success. This role requires a strong background in Learning &amp; Development (L&amp;D), talent management strategies, and stakeholder engagement to ensure a high-impact learning culture.</p><p></p><p><b>
Key Responsibilities
</b></p><p><b>Learning &amp; Development:</b></p><ul>
<li>Design, develop, and implement learning programs, including leadership development, technical skills training, and soft skills enhancement.</li>
<li>Conduct training needs assessments and recommend tailored learning solutions.</li>
<li>Facilitate training sessions (in-person and virtual) and evaluate their effectiveness.</li>
<li>Collaborate with internal stakeholders to create career development programs aligned with business goals.</li>
<li>Leverage digital learning tools and platforms to enhance accessibility and effectiveness</li>
</ul><p></p><p><b>Talent Management &amp; Employee Development:</b></p><ul><li>
Contribute to talent development efforts by implementing leadership programs, graduate development programs (GDPs), and personalized training initiatives.</li></ul><ul>
<li>Drive employee engagement through career development initiatives and mentorship programs.</li>
<li>Develop competency frameworks and learning roadmaps for different roles.</li>
<li>Partner with business leaders and HR teams to assess and address talent gaps.</li>
</ul><p></p><p><b>Program Management &amp; Analytics:</b></p><ul>
<li>Track and analyze key learning metrics and report insights for continuous improvement.</li>
<li>Ensure alignment of learning programs with business objectives and industry best practices.</li>
<li>Manage relationships with external training vendors and consultants.</li>
<li>Stay updated on emerging trends in talent development and incorporate innovative approaches.</li>
</ul><p><b>Requirements</b></p><p><b>
Education:</b> Bachelor's degree in Human Resources, Business Administration, or a related field.</p><p><b>
Experience:</b> 4-6 years of experience in talent management, human resources, or organizational development.</p><p><b>
Skills:</b></p><ul>
<li>Strong knowledge of talent management principles and best practices.</li>
<li>Excellent communication and interpersonal skills.</li>
<li>Proficient in data analysis and talent assessment methodologies.</li>
<li>Ability to develop engaging training and development programs.</li>
<li>Strong problem-solving and decision-making abilities.</li>
<li>Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).</li>
</ul><p><b>Core Competencies:</b></p><ul>
<li>Strategic Thinking</li>
<li>Collaboration and Teamwork</li>
<li>Leadership Development</li>
<li>Change Management.</li></ul></div>

Senior Associate - Talent Management

Deloitte

<div></div><div><div><div><div><div><div><div><h1 class="jobSectionHeader"><p><b>Job Title: Business Advisor USI
</b></p><p><b>Career Level:</b><b> </b><b>5</b><b>
</b></p><p><b>Channel/Function: Talent Business Advisor, Audit</b></p><p><b>
Designation: Manager</b></p><p><b>
Location: Gurugram</b></p><p></p><p><br>
Key Role Description:
</p><p>The Business Advisor is responsible for partnering with key decision making business leaders in a particular service area, service line, region, industry and / or enabling area to craft, execute and drive the delivery of the Talent strategy. As the Business Advisor assigned to leaders they will serve as the single point of contact for all Talent related initiatives and activities. This individual will provide strategic and consultative Talent services to business leaders while managing the overall delivery of Talent services from the Business Advisor organization. The Business Advisor will identify and counsel the business on Talent issues that affect the success of the business and how Talent can help drive business performance. Furthermore, this individual will help to develop and retain critical talent and will build a reputation as a trusted advisor.</p><p></p><p><br>
Job Responsibilities:</p><p></p><p>
&sect; Develop and deploy Talent programs to ensure that Talent resources and service are aligned with the business strategy
</p><div>&#8210; Liaise with various FSS Talent steering committees and facilitate their engagement into the appropriate Talent governance bodies, processes and tools</div><div>
&#8210; Collaborate with the COEs on Green Dot strategies that may influence the FSS approach</div><div>
&#8210; Collaborate with the COEs and Core Talent Services to develop solutions that seamlessly address key business issues
</div><div></div><ul><li>&sect; Partner with the business to identify, develop and deploy Talent to ensure that Talent resources and services are aligned with the business strategy</li></ul><div>
&#8210; Collaborate with business leadership to forecast and plan for short-, medium-, and long-term headcount needs, for both growth and reductions</div><div>
&#8210; Develop an effective workforce development plan and collaborate with the Acquisition and Development COEs and the deployment team to implement</div><div>
&#8210; Partner with the business leaders and Deployment Advisor to ensure that resource management practices and protocols support and drive the client&rsquo;s business, market and talent strategies</div><div>
&#8210; Collaborate with leaders and the Deployment Advisor to develop deployment solutions and ensure process consistency as needed
</div><div>&#8210; Collaborate with Development CoE and Chief Learning Officers (CLOs) to provide input to the FSS Talent development strategies to ensure a development culture</div><div>
&#8210; Partner with Business and CLOs on the creation and execution of Level Development programs that deliver education, experiences, and exposure opportunities</div><div></div><p>
&sect; Collaborate with the various COEs on Talent initiatives that impact the business (e.g. Diversity and Inclusion, Global Mobility, Development, Alumni Relations)</p><p>
&sect; Align compensation / rewards to the business strategies / industries and collaborate with the Total Rewards COE on compensation scenarios and year-end compensation activities
</p><p>&sect; Partner with the business and Development COE to plan for and drive the annual performance management process (goal setting, mid-year and year-end)</p><p>
&sect; Enable organizational changes including growth, M&amp;A, divestitures and process change
</p><p>&sect; Redesign organizational structures around strategic objectives and consult with the business to realign the deployment of Talent; build change capability within the business
</p><p>&#8210; Advise business on Talent related impact of strategic business/organizational changes and drive associated change management efforts</p><p>
&sect; Identify, evaluate and manage Talent risks that may arise and collaborate with TR&amp;C as appropriate to mitigate issues</p><p>
&sect; Work with business leaders and FSS communications team to establish regular cadence/calendar of talent communications and collaborate with the Strategy and Communication COE to determine the strategy for providing key messaging to the business</p><p>
&sect; Develop change management plan for launch of new Talent initiatives</p><p>
&sect; Review and manage the FSS Talent budget in accordance with the overall Talent budget requirements</p><p>
&sect; Serve as a cultural steward and continuously monitor and communicate organizational culture and engagement to the business to foster a culture that creates competitive advantage for the business while ensuring Talent services are aligned with culture and various compliance regulations</p><p>
Qualifications:</p><p>
&sect; Minimum of 7 &ndash; 10 years of Human Resources leadership experience</p><p>
&sect; Undergraduate degree required (any)</p><p>
&sect; MBA from a Premier B School</p><p>
&sect; Professional certification (PHR or SPHR) preferred
</p><p>&sect; Demonstrated accomplishments in the following areas:</p><p>
&#8210; Working with an executive team is a trusted business advisory capacity in influence, articulate, and implement the business and Talent strategy</p><p>
&#8210; Thought leadership (includes innovation/creativity, leveraging best practices and outside eminence)</p><p>
&#8210; Problem solving skills</p><p>
&#8210; Change management</p><p>
&#8210; Operational excellence (includes ROI, budgeting/operations, metrics, etc.)</p><p>
&#8210; Project management (includes crisis and change management activities)</p><p>
&#8210; Leveraging HR technology to deliver value</p><p>
&#8210; Quality and risk management</p><p>
&sect; Demonstrated capabilities in:</p><p>
&#8210; Communication &ndash; excellent written/verbal communication as well as listening and facilitation skills.</p><p>
&#8210; Consulting skills (client service orientation, conflict resolution, analysis/synthesis of information, negotiation, etc.)</p><p>
&#8210; Leadership and executive presence as demonstrated in ability to assess talent, influencing/persuading, confidence, courage, agility, visibility and approachability</p><p>
&#8210; Professional judgment (including practical approach, appropriate risk taking and political savvy)</p><p>
&sect; Proficient Microsoft Office skills</p></h1><h1 class="jobSectionHeader"><b><br>
How you will grow</b></h1><p>
At Deloitte, we have invested a great deal to create a rich environment in which our professionals can grow. We want all our people to develop in their own way, playing to their own strengths as they hone their leadership skills. And, as a part of our efforts, we provide our professionals with a variety of learning and networking opportunities&mdash;including exposure to leaders, sponsors, coaches, and challenging assignments&mdash;to help accelerate their careers along the way. No two people learn in the same way. So, we provide a range of resources, including live classrooms, team-based learning, and eLearning. Deloitte University (DU): The Leadership Center in India, our state-of-the-art, world-class learning center in the Hyderabad office, is an extension of the DU in Westlake, Texas, and represents a tangible symbol of our commitment to our people&rsquo;s growth and development. Explore DU: The Leadership Center in India.</p><p></p><p><b><br>
About Deloitte</b></p><p>
Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (&ldquo;DTTL&rdquo;), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as &ldquo;Deloitte Global&rdquo;) does not provide services to clients. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the &ldquo;Deloitte&rdquo; name in the United States and their respective affiliates. Certain services may not be available to attest clients under the rules and regulations of public accounting. Please see www.deloitte.com/about to learn more about our global network of member firms.</p><h1 class="jobSectionHeader"><b>
Benefits</b></h1><p>
At Deloitte, we know that great people make a great organization. We value our people and offer employees a broad range of benefits. Learn more about what working at Deloitte can mean for you.</p><div></div><h1 class="jobSectionHeader"><b>
Deloitte&rsquo;s culture</b></h1><p>
Our positive and supportive culture encourages our people to do their best work every day. We celebrate individuals by recognizing their uniqueness and offering them the flexibility to make daily choices that can help them to be healthy, centered, confident, and aware. We offer well-being programs and are continuously looking for new ways to maintain a culture that is inclusive, invites authenticity, leverages our diversity, and where our people excel and lead healthy, happy lives. Learn more about Life at Deloitte.</p><div></div><h1 class="jobSectionHeader"><b>
Corporate citizenship</b></h1><p>
Deloitte is led by a purpose: to make an impact that matters. This purpose defines who we are and extends to relationships with our clients, our people, and our communities. We believe that business has the power to inspire and transform. We focus on education, giving, skill-based volunteerism, and leadership to help drive positive social impact in our communities. Learn more about Deloitte&rsquo;s impact on the world.</p><div></div><p><b><i>
Disclaimer: Please note that this description is subject to change basis business/engagement requirements and at the time of joining or during the course of your tenure.</i></b></p><br>
</div><div><div><div><b>Our purpose</b></div><br>
<div></div>
Deloitte&rsquo;s purpose is to make an impact that matters for our people, clients, and communities. At Deloitte, purpose is synonymous with how we work every day. It defines who we are. Our purpose comes through in our work with clients that enables impact and value in their organizations, as well as through our own investments, commitments, and actions across areas that help drive positive outcomes for our communities.</div>
</div><div><div><div><b>Our people and culture</b></div><br>
<div></div>
Our inclusive culture empowers our people to be who they are, contribute their unique perspectives, and make a difference individually and collectively. It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our clients' most complex challenges. This makes Deloitte one of the most rewarding places to work.</div>
</div><div><div><div><b>Professional development</b></div><br>
<div></div>
At Deloitte, professionals have the opportunity to work with some of the best and discover what works best for them. Here, we prioritize professional growth, offering diverse learning and networking opportunities to help accelerate careers and enhance leadership skills. Our state-of-the-art DU: The Leadership Center in India, located in Hyderabad, represents a tangible symbol of our commitment to the holistic growth and development of our people. Explore DU: The Leadership Center in India.</div>
</div><div><div><b>Benefits to help you thrive</b><br>
</div><div>
At Deloitte, we know that great people make a great organization. Our comprehensive rewards program helps us deliver a distinctly Deloitte experience that helps that empowers our professionals to thrive mentally, physically, and financially&mdash;and live their purpose. To support our professionals and their loved ones, we offer a broad range of benefits. Eligibility requirements may be based on role, tenure, type of employment and/ or other criteria. Learn more about what working at Deloitte can mean for you.</div><div></div>
</div><div><div><b>Recruiting tips</b></div><br>
<div></div>
From developing a stand out resume to putting your best foot forward in the interview, we want you to feel prepared and confident as you explore opportunities at Deloitte. Check out recruiting tips from Deloitte recruiters.
</div></div></div></div></div></div><p></p><div><div><div><p>Requisition code: 309305</p></div></div></div></div>

Manager - Talent Business Advisory (Audit) - Gurugram

Wynn Al Marjan Island

<div>
 <strong>
  About Wynn Al Marjan Island
  <br/>
  <br/>
 </strong>
 On schedule to open in the United Arab Emirates in early 2027, Wynn Al Marjan Island has been created as an opulent and entertaining beachside destination for discerning guests to play and relax. Located less than 50 minutes from Dubai International Airport, this integrated resort offering 1,530 rooms and suites, 22 restaurants and lounges, a theater, nightclub, and five-star spa is currently under construction on a picturesque island that gracefully curves into the Arabian Gulf.
 <br/>
 <br/>
 <strong>
  About The Position
  <br/>
  <br/>
 </strong>
 Wynn Al Marjan Island is currently seeking Talent Acquisition Manager to join the resort&rsquo;s Talent Acquisition t eam.
 <br/>
 <br/>
 <strong>
  The Primary Duties And Responsibilities Of This Role Are
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Create and implement effective recruitment strategies to attract top talent, aligning with the company's goals and workforce needs
  </li>
  <li>
   Oversee the entire recruitment process, including job postings, application management, and interview coordination
  </li>
  <li>
   Work closely with hiring managers and department heads to understand staffing needs and develop tailored recruitment plans
  </li>
  <li>
   Utilize various sourcing methods, including social media, job boards, and networking events, to identify and attract potential candidates
  </li>
  <li>
   Ensure all recruitment activities comply with legal regulations and company policies
  </li>
  <li>
   Produce, track and report key recruitment metrics, such as time-to-hire and cost-per-hire, to measure the effectiveness of recruitment strategies
  </li>
  <li>
   Train, mentor, and oversee the recruitment team, ensuring they follow best practices and maintain high standards
  </li>
  <li>
   Implement employer branding initiatives to enhance the company's image and attract high-quality candidates
  </li>
  <li>
   Build and maintain relationships with recruitment agencies, educational institutions, and other external partners
  </li>
  <li>
   Brief and manage recruitment agencies, ensuring adherence to best practices
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  About You
  <br/>
  <br/>
 </strong>
 The ideal candidate for this position will have the following experience and qualifications
 <br/>
 <br/>
 <ul>
  <li>
   A bachelor's degree in Human Resources, Business Administration, Psychology, or a related field
  </li>
  <li>
   At least 5-7 years of experience in recruitment or human resources
  </li>
  <li>
   Proven experience in leading and managing a recruitment team
  </li>
  <li>
   Experience in developing and implementing recruitment strategies that align with organizational goals
  </li>
  <li>
   Experience in collaborating with senior management and department heads to understand staffing needs and develop tailored recruitment plans
  </li>
  <li>
   Familiarity with Applicant Tracking Systems (ATS) and HR databases
  </li>
  <li>
   Understanding of labor laws and regulations to ensure all recruitment activities are compliant
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  About Wynn Al Marjan Island&rsquo;s Benefits
  <br/>
  <br/>
 </strong>
 We offer an attractive salary, paid in Dirhams (AED), the local currency of the UAE. In addition, we offer an excellent leave policy, a healthcare package and as well as life insurance, incentive programs, and other employee benefits. The result is a package that makes this role highly attractive to outstanding applicant s seeking a career with Wynn Resorts, among the most renowned and celebrated brands in the global hospitality industry.
</div>


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