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Ambitek UAE

<div>
 
 A leading private real estate developer is taking its senior hiring off the agency market and standing up a five-person search team in Dubai.
 
 
 
 
 
 We&rsquo;re looking for someone who understands what real search actually looks like:
 
 
 
 
 
 &rarr; A blank page and a new mandate
 
 
 &rarr; Building and mapping the market properly
 
 
 &rarr; Identifying the right people before approaching them
 
 
 &rarr; Engaging senior professionals who are not actively looking
 
 
 &rarr; Selling the opportunity, the business and the vision
 
 
 &rarr; Communicating confidently with people who are highly paid and have no reason to take your call
 
 
 
 
 
 The ability to operate credibly and articulate at executive level is non-negotiable.
 
 
 
 
 
 Preference given to those trained at established international consultancies such as NES Fircroft, Michael Page, Robert Walters, Adecco or equivalent. Property, construction or engineering exposure helps.
 
</div>

Talent Acquisition Manager

Majid Al Futtaim

<div>
 
 
 ROLE SUMMARY
 
 
 
 The People &amp; Organization Manager &ndash; Emirati partners with business leaders and employees to drive people strategies that support organizational goals and business performance. The role provides guidance on workforce planning, talent and performance management, employee engagement, organizational effectiveness, &amp; Emiratization initiatives while ensuring consistent application of policies and a positive employee experience. By leveraging data-driven insights and collaborating with key stakeholders
 
 
 
 
 
 
 ROLE PROFILE
 
 
 <ul>
 <li>
 Partner with business leaders to develop and execute People &amp; Organization strategies that support business objectives, organizational effectiveness, and cultural transformation.
 </li>
 <li>
 Act as a trusted advisor on employee lifecycle matters, policies, procedures, and organizational changes, ensuring consistent application of P&amp;O frameworks.
 </li>
 <li>
 Support talent and performance management processes, including succession planning, talent reviews, career development, and identification of high-potential employees.
 </li>
 <li>
 Drive employee engagement initiatives and ensure effective execution of key people processes such as performance reviews, talent assessments, and salary planning.
 </li>
 <li>
 Analyze workforce data, headcount trends, and organizational requirements to provide insights and recommendations that support workforce planning and decision-making.
 </li>
 <li>
 Partner with Talent Acquisition and hiring managers to support recruitment, onboarding, integration, and exit management activities while enhancing the employee experience.
 </li>
 <li>
 Lead workforce transition initiatives by managing project plans, governance, compliance requirements, employee communications, and change management activities.
 </li>
 <li>
 Support Emiratization objectives by attracting, developing, and retaining Emirati talent, while monitoring progress, compliance, and key people-related performance indicators.
 </li>
 </ul>
 
 
 
 
 
 REQUIREMENTS
 
 
 <ul>
 <li>
 Demonstrates strong leadership capabilities, including accountability, strategic thinking, decision-making, trust building, resilience, talent development, customer focus, innovation, and change leadership.
 </li>
 <li>
 Possesses strong business acumen with the ability to leverage data, AI, and digital tools to support people and business decisions.
 </li>
 <li>
 Experienced in program and project management, including policy implementation, governance, and delivery of complex people initiatives.
 </li>
 <li>
 Brings a minimum of 8+ years of experience across Human Resources / People &amp; Organization functions, with significant exposure to Business Partnering roles supporting diverse business areas.
 </li>
 <li>
 Has experience working within a Shared Services Center (SSC) environment and contributing to large-scale HR transformation, transition, and change management projects.
 </li>
 <li>
 Holds a Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field, with strong knowledge of local labor laws, HR policies, and compliance requirements.
 </li>
 </ul>
 
 
</div>

Human Resources Manager | Emirati Talent

Confidential Company

<div>
 
 We are partnering on a confidential search for a
 
 Senior Manager &ndash; Talent &amp; Organisation Performance
 
 to join a large, diversified organization based in Dubai.
 
 
 
 
 
 This is an opportunity for an experienced Talent Management / Organization Development professional who enjoys
 
 building, not simply maintaining
 
 .
 
 
 
 
 
 The role will shape and implement enterprise-wide people frameworks spanning Performance Management, Organization Development and Talent Management, translating business strategy into scalable people practices across a complex, multi-business environment.
 
 
 
 
 
 
 
 What will you own?
 
 
 
 <ul>
 <li>
 Design and continuously improve the
 
 Performance Management framework,
 
 including objectives, ratings, calibration, governance and reporting.
 </li>
 <li>
 Develop an Organizational Balanced Scorecard, translating business strategy into measurable business and individual objectives.
 </li>
 <li>
 Build and evolve Job Architecture, including job families, levels, role profiles and governance.
 </li>
 <li>
 Lead job evaluation and benchmarking, ideally using Mercer IPE and/or Korn Ferry Hay, in partnership with Total Rewards.
 </li>
 <li>
 Establish frameworks for critical roles, critical talent, talent reviews and succession planning.
 </li>
 <li>
 Translate talent decisions into practical development, mobility, retention and workforce actions.
 </li>
 <li>
 Lead people transformation initiatives from design through implementation, change and adoption.
 </li>
 <li>
 Leverage people analytics, AI and automation to strengthen decision-making and improve people processes.
 </li>
 <li>
 Partner with senior stakeholders across the organisation, bringing structure, insight and challenge to complex people topics.
 </li>
 </ul>
 
 
 
 
 
 
 What are we looking for?
 
 
 
 
 
 You will ideally bring:
 
 
 <ul>
 <li>
 5 - 8+ years of relevant experience across Talent Management, Organisation Development, HR Strategy or people transformation.
 </li>
 <li>
 Experience gained within a Centre of Excellence, consulting environment or complex enterprise organization.
 </li>
 <li>
 A strong track record of building and implementing people frameworks from the ground up, not only operating existing processes.
 </li>
 <li>
 Hands-on experience across Performance Management, succession/critical talent and Job Architecture/job evaluation.
 </li>
 <li>
 Demonstrable experience developing or implementing organizational Balanced Scorecards across multiple business areas.
 </li>
 <li>
 Practical exposure to Mercer IPE and/or Korn Ferry Hay methodologies.
 </li>
 <li>
 Strong understanding of the connection between Talent, OD and Total Rewards.
 </li>
 <li>
 Excellent senior stakeholder management, facilitation and influencing capability.
 </li>
 <li>
 Strong analytical and commercial judgement, with genuine curiosity around AI, automation, workforce analytics and the future of work.
 </li>
 </ul>
 
 
 
 
 
 
 Why consider this opportunity?
 
 
 
 
 This is not a traditional operational HR position.
 
 
 You will have the opportunity to build core people infrastructure, influence senior-level decisions and create scalable frameworks that connect business strategy, organizational capability and talent outcomes.
 
 
 So, If your experience sits at the intersection of Talent Management, Organization Development and Performance, and you have a track record of building enterprise frameworks from the ground up, we would be interested in hearing from you.
 
</div>

Senior Manager – Talent & Organisation Performance

Plateful

<div>About Plateful
Plateful is a fast-growing DTC kitchen brand building a premium portfolio of cookware and food storage products for customers across the US.
We've grown to a team of 60+ people across multiple functions and are continuing to scale. As we enter our next stage of growth, we're looking for a Head of People &amp; Talent who can help strengthen our people function across the organization.
Why This Role
As we scale from $100M toward $500M by 2029, systems matter more than heroics. This role will help build the people systems, processes, and structure that allow Plateful to scale without losing speed, accountability, or culture.
Our recruiting infrastructure is already in place, including Workable and an established hiring process. The opportunity now is to refine, improve, and scale what we've built while expanding the role beyond recruiting into broader HR and people operations.
You'll help us build the systems and processes that allow us to attract strong talent, make better hiring decisions, retain high performers, support managers, and build a strong company culture as we continue to grow.
This is a hands-on role for someone who can identify what isn't working, improve it, and build better ways of working.
The Role
As Head of People &amp; Talent, you'll own the full talent and people function across Plateful. You'll work closely with the CEO, department heads, and managers to ensure we hire the right people, support their development, measure performance, and create an environment where strong people can thrive.
What You'll OwnTalent Acquisition<ul><li>
Own and continuously improve Plateful's full-cycle recruiting process across marketing, operations, technology, creative, sales, and other functions.</li><li>
Audit and refine our existing recruiting workflows, interview structures, scorecards, hiring manager briefings, and offer processes.</li><li>
Partner closely with hiring managers to define what great looks like for each role and maintain a high hiring bar.</li><li>
Own sourcing, screening, interviewing, coordination, and closing for key positions.</li><li>
Manage external recruiting partners and agencies when needed.</li><li>
Track hiring performance and continuously improve speed, quality, and candidate experience.</li><li>
Build and eventually manage a small internal recruiting team as hiring volume grows.</li></ul>
HR &amp; People Operations<ul><li>
Establish and implement HR best practices across the organization.</li><li>
Develop systems that support member retention, engagement, and performance.</li><li>
Establish recurring manager and member check-ins to identify issues early and maintain strong communication.</li><li>
Partner with department heads to develop performance scorecards that provide clear visibility into individual and team performance.</li><li>
Help managers identify performance gaps, recognize strong performers, and address areas for improvement.</li><li>
Develop structured processes for performance reviews, career development, compensation reviews, and member feedback.</li><li>
Partner with managers to address people-related issues and support effective team management.</li><li>
Help create and maintain policies, processes, and documentation as the company continues to scale.</li><li>
Organize initiatives that strengthen team connection, including company events and offsites as the organization grows.</li></ul>
Culture &amp; People Development<ul><li>
Help shape and protect Plateful's culture as the company grows.</li><li>
Develop strong instincts for identifying people who demonstrate ownership, accountability, and alignment with the company's values.</li><li>
Help managers build teams that are productive, engaged, and capable of operating independently.</li><li>
Create systems that help high performers grow while identifying areas where additional support or improvement is needed.</li><li>
Act as a trusted partner to leadership on people and organizational matters.</li></ul>
AI &amp; Process Improvement<ul><li>
Be highly comfortable with AI and use AI tools to improve recruiting, HR, communication, documentation, analysis, and day-to-day productivity.</li><li>
Identify opportunities to automate repetitive processes and improve operational efficiency.</li><li>
Continuously evaluate and improve the systems supporting the people function.</li><li>
Bring a modern, AI-native approach to People &amp; Talent.</li></ul> 

Requirements 

Who We're Looking For
You're someone who genuinely enjoys building things.
You understand that sustainable growth comes from strong systems, not individual heroics. You see a broken process and want to improve it. You see a great candidate and know how to recognize them. You care about whether people succeed after they are hired, not just whether the offer is signed.
You're comfortable working directly with leadership, moving quickly, taking ownership, and figuring things out without needing to be told exactly what to do.
Most importantly, you enjoy the challenge of building something great. You're energized by solving problems, improving systems, creating structure, and helping people perform at their best.
What We're Looking For<ul><li>
3+ years of full-cycle recruiting experience, preferably within a high-growth startup or fast-paced environment.</li><li>
Experience hiring across multiple functions, including marketing, operations, creative, sales, and technical roles.</li><li>
Experience supporting distributed or remote teams.</li><li>
Proven experience building or significantly improving recruiting and HR processes.</li><li>
Strong understanding of member retention, engagement, performance management, and people operations.</li><li>
Strong instinct for culture, ownership, and identifying high-performing talent.</li><li>
Highly proactive, resourceful, and comfortable taking ownership without constant direction.</li><li>
AI-native mindset: actively uses AI tools to improve the way you work and is comfortable finding new ways to leverage AI.</li><li>
Strong communication and interpersonal skills.</li><li>
Highly organized and able to manage multiple priorities in a fast-moving environment.</li><li>
Comfortable working directly with founders, executives, and hiring managers.</li><li>
Willingness to be hands-on. This is not a role where you'll simply delegate the work to a large HR team.</li><li>
Ability to work CET/EET-aligned hours.</li><li>
Dubai-based candidates are ideal, but remote candidates will also be considered.</li></ul>
What This Role Is Not<ul><li>
Not a recruiting coordinator role. You will own outcomes, not simply schedule interviews.</li><li>
Not a traditional corporate HR role. We move quickly and expect our people function to move with us.</li><li>
Not a role where you'll simply operate existing processes. We need someone who can audit, improve, and build better systems.</li><li>
Not a highly layered management role. You'll remain hands-on and close to the work.</li><li>
Not limited to recruiting. Talent acquisition is a major component, but the role also owns broader HR, retention, culture, and people development.</li></ul> 

Benefits 
Base: Highly Competitive Salary / USD per month.
Performance Bonus: Additional performance-based compensation tied to successful hiring and long-term retention of key hires. The specific bonus structure will be discussed during the interview process.
The Opportunity
This is an opportunity to play a meaningful role in shaping how Plateful grows from here.
This is a full-time role, working closely with our CEO and department heads, with CET/EET-aligned hours. While Dubai is the ideal location, we are open to considering strong remote candidates who can work effectively within the required time zone.
As we scale toward $500M by 2029, the way we build and support our people will become increasingly important. We're looking for someone who wants to build more than a People function. Someone who can create the systems, processes, and culture that help great people perform, grow, and stay as the organization scales.
You'll have the opportunity to work directly with leadership and make a meaningful impact on how we hire, develop, retain, and build the teams that will take Plateful to its next stage.</div>

Head of People & Talent

Balsam

We are seeking an experienced and proactive HR Manager to oversee all human resources functions and support the organization in building an engaged, efficient, and high-performing team.Requirements:<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field</li><li>Minimum 5 years of experience in Human Resources management</li><li>Preferably with experience in the healthcare sector</li><li>Strong knowledge of UAE labor law, HR policies, recruitment, employee relations, and performance management</li><li>Experience in developing and implementing HR processes, policies, and procedures</li><li>Excellent communication, leadership, and problem-solving skills</li><li>Ability to manage multiple priorities in a fast-paced environment</li></ul>Key Responsibilities:<ul><li>Manage the full employee lifecycle, including recruitment, onboarding, and offboarding</li><li>Develop and implement HR policies, procedures, and best practices</li><li>Ensure compliance with UAE labor regulations and healthcare requirements</li><li>Manage employee relations, performance appraisal, and staff engagement initiatives</li><li>Oversee manpower planning, workforce optimization, and training needs</li><li>Maintain accurate HR records and reports</li><li>Support management in organizational development and employee retention strategies</li></ul>Interested candidates are invited to submit their CV for considerationWork Location: In person

HR Manager

Hermès

<div>
 
 JOB TITLE:
 
 
 LEARNING &amp; DEVELOPMENT MANAGER
 
 
 
 
 REPORTS TO:
 
 HR DIRECTOR
 
 
 
 LOCATION:
 
 DUBAI HEAD OFFICE
 
 
 
 ORGANISATION UNIT:
 
 HUMAN RESOURCES
 
 
 
 SCOPE OF JOB:
 
 
 
 Assume responsibility for setting the Learning &amp; Development direction HME to reach the 5 days of learning for all employees each year through the creation and delivery of meaningful learning programmes.
 
 
 The L&amp;D manager will lead the Retail Training Manager to focus on development within the retail community and proactively focus on head office and management development to reinforce this community with aligned training. Collaborate with the HRBP community to identify and support with the development of key talent.
 
 
 
 DIRECT REPORTS:
 
 2 (Retail training Manager, L&amp;D Executive)
 
 
 
 Responsibilities
 
 
 
 
 VISION / STRATEGIC THINKING
 
 
 
 <ul>
 <li>
 Define and implement the regional L&amp;D strategy aligned with HR Director, the regional B+2 business goals and the Herm&egrave;s group learning vision.
 </li>
 <li>
 Collaborate with the retail training manager to agree the annual retail learning plan in line with the vision and focuses of HME.
 </li>
 <li>
 Drive innovation in learning through digital tools including My Click H, My Campus and regionally The Hub, experiential learning and blended learning approaches.
 </li>
 <li>
 Monitor trends in the industry and region to highlight best practices to develop the learning offer.
 </li>
 <li>
 Collaborate with Europe/Global and regional HR teams to align talent initiatives with the Herm&egrave;s Group processes and regional talent objectives.
 
 
 </li>
 </ul>
 
 HEAD OFFICE &amp; MANAGEMENT DEVELOPMENT
 
 
 
 <ul>
 <li>
 Take ownership of all head office employee learning and development including needs analysis, delivery or sourcing of suitable training and roll out and follow up to ensure its positive impact.
 </li>
 <li>
 Act as a key partner to the HRBPs, HR Director and management team to identify and develop key talent.
 </li>
 <li>
 Design and deliver key talent development programmes including:
 
 
 </li>
 </ul>
 Management Development Programmes
 
 
 UAE National specific development paths
 
 
 High potential and leadership development initiatives across the region.
 
 
 <ul>
 <li>
 Collaborate with HRBPs on business needs and the development of identified successors to create tailored learning plans to build strength across the HME team.
 </li>
 <li>
 Oversee the Retail Training Manager to ensure consistent, high-quality learning delivery across the store in the Middle East.
 
 
 </li>
 </ul>
 
 MEASURE LEARNING IMPACT
 
 
 
 <ul>
 <li>
 Evaluate training effectiveness and continuously improve learning content and delivery methods.
 </li>
 <li>
 Ensure all administration related to Retail Learning practices is accurately maintained for annual HR reporting.
 </li>
 <li>
 Manage L&amp;D performance against key metrics to track the department&rsquo;s commercial impact.
 </li>
 <li>
 Proactively manage the L&amp;D department budget.
 
 
 </li>
 </ul>
 
 TEAM DEVELOPMENT
 
 
 
 <ul>
 <li>
 Lead and develop the L&amp;D team to ensure all members are able to perform and deliver at their best.
 
 
 </li>
 </ul>
 
 MEASURES OF SUCCESS
 
 
 
 <ul>
 <li>
 Develop and launch key Learning &amp; Development programmes for HME that align with the regional HR and Commercial strategy.
 </li>
 <li>
 Able to act as the key referent for all L&amp;D support and partner with varied stakeholders.
 </li>
 <li>
 Ability to work independently and collaboratively in a dynamic environment.
 </li>
 <li>
 Excellent interpersonal and communication skills.
 </li>
 <li>
 Highly organised with a strong retail (or similar industry) understanding.
 </li>
 <li>
 Ability to roll out and communicate key initiatives and drive clear, commercial conclusions.
 
 
 </li>
 </ul>
 
 Experience
 
 
 
 <ul>
 <li>
 Minimum of 7 years of experience in HR management, with a focus on talent Development, Training or Learning &amp; Development preferably within retail or a similar client orientated industry.
 </li>
 <li>
 Proven experience of building and managing talent programmes.
 </li>
 <li>
 Strong understanding of learning frameworks and employee development.
 </li>
 <li>
 Excellent communication and facilitation skills.
 </li>
 <li>
 Excellent strategic thinking, communication, and interpersonal skills.
 </li>
 <li>
 Proficiency in HR software and Microsoft Office Suite.
 
 
 </li>
 </ul>
 
 This job description is intended to outline the primary duties, responsibilities, and qualifications for the role. It is not an exhaustive list of all tasks or responsibilities. As business needs evolve, job duties may change and employees may be required to take on additional responsibilities or participate in new projects consistent with the nature and level of the position. Flexibility, adaptability, and willingness to support the broader objectives of the organization are expected as part of this role.
 
 
 
 A creator, artisan and seller of high-quality objects since 1837, Herm&egrave;s is an independent, family-owned French house that employs nearly 25,185 people worldwide. Driven by its permanent entrepreneurial spirit and consistently high standards, Herm&egrave;s cultivates the freedom and autonomy of each individual through responsible management. The company perpetuates the transmission of exceptional know-how through strong territorial anchoring that respects people and resources. Sixteen artisanal m&eacute;tiers feed the creativity of the house, whose collections are presented in over 300 stores around the world.
</div>

Learning & Development Manager

Clear.

<div>
 
 
 Associate Director - Talent Acquisition
 
 
 
 
 Dubai
 
 
 
 
 Highly Competitive package
 
 
 
 
 
 
 Clear Engineering are working on behalf of a Data Centre Start-Up business who are looking to build out their Talent Acquisition function by adding a Senior/Talent Acquisition Manager to support with a major increase of projects across the world.
 
 
 
 
 
 Fantastic opportunity for a Construction / Engineering / Real Estate recruiter in Dubai, engaging with key stakeholders setting Talent Acquisition strategy, hiring and leading teams and sourcing and managing Senior level candidates through the the recruitment process to ensure securing the best talent in the market.
 
 
 
 
 
 
 Roles and Responsibilities
 
 
 <ul>
 <li>
 Play a key part in global talent acquisitions strategy
 </li>
 <li>
 Engaging with Senior level candidates up to C-Suite, ensuring suitability for the business and managing them through the recruitment process.
 </li>
 <li>
 Hire across multiple verticals within projects and construction
 </li>
 <li>
 Negotiation of compensation and packages to attract top talent
 </li>
 <li>
 Facilitate a positive candidate experience from offer acceptance through to integration into the organisation
 </li>
 <li>
 Manage seamless onboarding processes to ensure candidates transition smoothly into their roles.
 </li>
 </ul>
 
 
 
 
 
 Key Requirements
 
 
 <ul>
 <li>
 5-10 years experience in Construction, Engineering or Real Estate recruitment
 </li>
 <li>
 Experience managing and leading a team
 </li>
 <li>
 Proven recruitment experience at a Senior level with strong understanding of your relevant market
 </li>
 </ul>
 
 
 
</div>

Associate Director of Talent Acquisition

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