project manager

operations manager

senior planning engineer

hr manager

human resources executive

workforce planning manager

The Emirates Group

<div><h5 class="jobSectionHeader"><b>Job Purpose
</b></h5><p>At Emirates Group, we connect the world through our global hub in Dubai, ensuring our customers always &lsquo;Fly Better.&rsquo; As one of the most recognised and admired brands globally, we&rsquo;re driven by innovation and excellence. Join us as the <b>Manager &ndash; Emiratisation Strategy &amp; Planning (Emiratisation) </b>and play a pivotal role in shaping the future of our organisation by driving people strategies that empower our global workforce. Experience a fast-paced, multicultural environment where your expertise in human resources will contribute to building a world-class employee experience while advancing your own career on a global stage.
</p><p>As the <b>Manager &ndash; Emiratisation Strategy &amp; Planning (Emiratisation), </b>you will provide strategic leadership for the Emirates Group&rsquo;s Emiratisation agenda, ensuring alignment with UAE Government priorities and long-term workforce goals. This role exists to integrate insights, planning, and partnerships into a unified strategy that drives sustainable national talent growth and measurable organisational impact.
</p><p><b>In this role, you will:
</b></p><ul><li>Drive a future-focused, government-aligned Emiratisation strategy by shaping and evolving the Emirates Group mandate to ensure long-term impact and organisational clarity.
</li><li>Develop, define, and monitor strategic performance benchmarks and KPIs, ensuring decisions are guided by data and measurable indicators of Emiratisation success.
</li><li>Build strategic UAE national policies aligned with Emiratisation goals through collaboration with HR teams, CoEs, and business units, strengthening UAE national strategy frameworks.
</li><li>Direct and evaluate UAE national initiatives, campaigns, and programs, ensuring strategic alignment across media, brand, and stakeholder engagement activities in partnership with Recruitment and CCMB.
</li><li>Represent and promote the Emirates Group externally at a strategic level with government and industry partners, while collaborating with the Manager, Future UAE National Talent, on academia-related initiatives to enhance visibility and foster sustainable Emiratisation collaborations.
</li><li>Lead the strategic governance of Emiratisation initiatives by embedding audit-readiness, compliance frameworks, and program performance metrics.
</li><li>Support financial stewardship of the Emiratisation department&rsquo;s annual budget in coordination with Finance, ensuring alignment with strategic priorities; oversee expenditure tracking, compliance with financial policies, and cost-benefit analysis to optimise spending; allocate budget and resources to high-impact initiatives.
</li></ul><h5 class="jobSectionHeader"><b>Qualification
</b></h5><p><b>To be successful in this role, you must meet the following requirements:
</b></p><ul><li>A bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.
</li><li>10+ years of experience in Human Resources, Emiratisation, Strategy, Talent Development, or related fields, including proven team leadership experience.
</li>This role is designated for Emirati Nationals<br>
<li>
</li></ul><p></p><br>
<p><b>You will have an edge, if you have:
</b></p><ul><li>Strong understanding of UAE Government Emiratisation regulations and national workforce policies.
</li><li>Strategic thinking and workforce planning expertise, supported by workforce analytics.
</li><li>Experience with data analysis and proficiency in dashboard/reporting tools.
</li><li>A track record in program and change management.
</li><li>High cultural awareness and a strong commitment to UAE National development.
</li><li>The ability to build and sustain strong partnerships.
</li></ul><p>At Emirates Group, we&rsquo;re committed to providing our employees with opportunities to grow and develop in their careers. So if you&rsquo;re looking for a challenging and rewarding opportunity, apply today and join our team!
</p><p>Join our team of over 100,000 people and follow your passions into one of over 50 brands in the Emirates Group. We&rsquo;re led by our world-famous airline, Emirates, and our global air services provider, dnata. All our leading brands - in travel, tourism, leisure, aviation, sport and retail - reflect our passion for innovation. We strive for exceptionally high standards in all the products and services we offer and we&rsquo;ve built an admired global reputation because of it. Work with us to build exciting brands and progress your career in the Emirates Group.
</p><h5 class="jobSectionHeader"><b>Salary &amp; benefits
</b></h5><p>Join us in a management role and enjoy an attractive tax-free salary. On top of our generous travel benefits, including discounted flights and hotel stays around the world, this managerial role also has an excellent leave and healthcare package. That&rsquo;s on top of transport benefits, life insurance and more. Find out what it&rsquo;s like to live and work in our fast-paced, cosmopolitan home city in the Dubai Lifestyle section of our website www.emirates.com/careers</p></div><p></p>

Manager – Emiratisation Strategy & Planning

DUBAI PROPERTIES GROUP LLC

<p><strong>Organisation Development:</strong></p><ul><li>Lead the development and implementation of OD processes and frameworks to ensure that the organization is equipped to meet its business objectives including organization structuring, workforce planning, job analysis etc.</li><li>Develop and continuously review the organization structure and job descriptions in line with DH Corporate strategy and business requirements.</li><li>Facilitate the organizational restructuring of business unit/function when organization changes are initiated by the business unit/function; assess and communicate impact on organizational structures.</li><li>Design and deliver OD and change management strategies, processes and interventions that support DH Corporate ambition to be a high performing organization; to include initiatives which foster a high-performance culture, where valuing learning, continuous improvement and diversity are the norm.</li><li>Ensure that all organization charts are drawn and aligned to the functions scalar chain (grade and competency levels) and kept updated and aligned to the manpower plan at all times.</li><li>Work with business unit/function to conduct organization diagnostic studies (need analysis, interviews, workshops, surveys, study of benchmarks, etc.,) and recommend appropriate organization development solutions and initiatives.</li><li>Manage the development and updates of the job descriptions of all DH Corporate unique positions in coordination with the business units.</li><li>Work closely with the business unit heads and line managers in terms of changes to job design, collect specifications of job tasks and identify areas of job redesign.</li><li>Lead the job evaluation process to ensure that job evaluation results are continuously tracked and managed. Maintain internal parity of job grades and job responsibilities and ensure internal alignment within DH business units.</li><li>Ensure that DH Corporate competency framework is mapped across all job descriptions across all levels. Support and propose linkage to recruitment interview guides, performance management system, and development planning guide.</li></ul><p><strong>Workforce Planning:</strong></p><ul><li>Develop and monitor the implementation of the workforce planning framework for DH based on business needs and requirements.</li><li>Manage the annual manpower budgeting process ensuring proper analysis of workforce drivers, optimization of headcount and managing the overall payroll expense of the organization. Custodian of the approved manpower budgets and subsequent post budget manpower amendments.</li><li>Identify workload drivers and analysis for all business units based on business plans. Work closely with business heads to forecast the manpower budget for DH and Vertical bi- annually.</li></ul><p><strong>HR Analytics:</strong></p><ul><li>Lead the development of the people analytics roadmap and strategy to uplift and engage stakeholders across DH and Vertical on people measures.</li><li>Lead the execution of HR analytics projects and re-design of HRMS to ensure that data and analytics best practices are being followed and that people data is of sufficient quality to use for analytical projects.</li><li>Develop and maintain dashboards and reports that deliver real-time insights into workforce metrics, such as turnover, engagement, diversity, and performance.</li></ul><p><strong>Innovation & Sustainability:</strong></p><ul><li>Lead initiatives and projects to enhance HR systems and processes; improve efficiency through enhanced processes and use of technology.</li><li>Work closely with the functional heads on the annual budgeting exercise and contribute to the development of the human capital budget.</li><li>Work closely with all teams within the human capital department to ensure that all relevant organizational initiatives and updates, departmental information and relevant employee information are regularly updated and shared across the various HC teams.</li><li>Manage special projects as assigned in the area of OD including organization effectiveness, workforce planning and work closely with the external vendors/ consultants and liaise with the business to manage key requirements and provide relevant information and data.</li><li>Support all the internal human capital teams to help them achieve their overall objectives related to talent acquisition, talent development and talent retention.</li></ul><p><strong>Strategic Responsibilities:</strong></p><ul><li>Define and standardize the DH and Vertical processes and procedures, work instructions and establish KPI’s and ensure relevant procedures are reviewed and amended as required based on changes of legislation and company policies.</li><li>Provide strategic and operational advice to management on organization development and manpower planning in line with the associated policies and procedures.</li><li>Contribute research, analysis, and ideas to the development of DH Corporate HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.</li></ul>

Senior Manager - Organization Development

Aldar Education

<p>We are seeking to appoint a Head   Talent (School Recruitment) to lead and develop a newly centralised recruitment function for our network of all Operated Schools and to support the successful launch of new school openings. The role will lead, embed, and optimise the transition to a centralised Talent Acquisition model, delivering high-quality recruitment, workforce planning, and talent pipeline development in alignment with Aldar Education s strategic growth and localisation agenda.</p><p>This is a critical change management role, requiring leadership, stakeholder engagement, and operational excellence to bring school-based HR teams into a group-wide model of best practice.</p><p>Reporting into the Associate Director   Talent, the successful candidate will drive excellence across end-to-end recruitment, manage and develop a distributed team, and embed a consistent, data-led, and candidate-focused experience with quality at its heart. A key part of the role is to partner closely with stakeholders across the People &amp; Culture function to realise organisational ambitions, support future growth, and position Aldar Education as an employer of choice in the region</p><p><strong>Responsibilities</strong></p><p><strong>Main Duties:</strong></p><ul><li>Lead the development and execution of a centralised School  Talent Acquisition strategy aligned with Aldar Education s business-as-usual recruitment, growth plans, and Emiratisation agenda.</li><li>Design and deliver proactive workforce planning solutions for academic and non-academic talent ensuring Aldar Education has sustainable pipelines to meet future needs Establish annual sourcing plan with suggested inhouse or external careers fairs, recruitment trips, job board usage etc.</li><li>Oversee end-to-end recruitment for schools, ensuring consistency, speed, and quality of hire.</li><li>Build and maintain trusted relationships with Principals, senior stakeholders, support functions, and external partners.</li><li>Partner with P&amp;C Managers and the wider People &amp; Culture function to ensure talent activities align with organisational strategy, policies, and values.</li><li>Drive employer branding initiatives to position Aldar Education as an employer of choice in the UAE education sector.</li><li>Act as a change leader, embedding a centralised structure and operating model across 13 operated schools and new school openings.</li><li>Embed Diversity, Equity &amp; Inclusion (DEI) principles by ensuring diverse talent pipelines, using objective and bias-free selection methods, and supporting Aldar Education s Emiratisation and representation goals.</li><li>Ensure positive candidate experience and timely communication throughout the recruitment process.</li></ul><p><strong>Specific Duties:</strong></p><ul><li>Manage, coach, and develop the newly formed central team of Talent Officers (School Recruitment).</li><li>Drive and embed best practice in Talent Acquisition, ensuring all recruitment processes are standardised, transparent, and aligned with Aldar Education s strategic priorities.</li><li>Use data, analytics, and reporting to track recruitment performance and provide regular insights to senior leadership for decision-making.</li><li>Set KPIs for recruitment team and track recruitment metrics (time-to-fill, source effectiveness, pipeline health) and provide monthly reports.</li><li>Ensure schools are fully prepared ahead of each academic year, with clear workforce plans, hiring timelines, and pipelines of talent in place.</li><li>Ensure diversity targets per school are set togther with Director   Educations and Head   P&amp;C, communicated to the Principals and recruited towards.</li><li>Provide training, guidance, and support to transitioning HR teams during the move to a centralised TA model, ensuring adoption of consistent tools, frameworks, and systems.</li><li>Introduce and maintain recruitment technology, systems, and frameworks (e.g., ATS, psychometric assessment, structured interview guides) to improve efficiency and candidate experience.</li><li>Establish annual recruitment source report to analyse cost per hire and efficiency of contrcated platforms, agencies etc.</li><li>Ensure compliance with safeguarding standards, UAE labour regulations, and ADEK/MOHRE requirements in all recruitment activities.</li><li>Partner with P&amp;C Managers and Principals to forecast talent needs, build diverse and sustainable talent pipelines, and contribute to long-term workforce planning.</li><li>Contribute to continuous improvement by adopting innovative sourcing strategies, market insights, and digital tools to optimise cost per hire.</li></ul>

Head - Talent (School Recruitment)

PricewaterhouseCoopers

<p><br></p><p> </p> <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> <span>Craft and continually refine the firm wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Partner with Tech and HRIS teams to embed a single  skills source of truth  across talent systems.</span> </p> </li> </ul> </div> <div> <p> <b>Career Architecture &amp; Mobility</b> </p> </div> <div> <ul> <li> <p> <span>Design transparent, skills based career pathways that allow people to pivot, upskill and thrive in an uncertain market.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Coach leaders to integrate skills signals into workforce planning, succession and reward decisions.</span> </p> </li> </ul> <p> </p> </div> <div> <p> <b>Assessment Design &amp; Validation</b> </p> </div> <div> <ul> <li> <p> <span>Lead development of world class, psychometrically sound assessments (e.g., role capability batteries, situational judgement tests, credentialing rubrics).</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.</span> </p> </li> </ul> </div> <div> <p> </p> </div> </div> <div> <div> <p> <b>Learning Culture &amp; Initiatives</b> </p> </div> <div> <ul> <li> <p> <span>Embed PwC Professional behaviours into everyday rituals e.g., start of meeting reflections,  Wins &amp; Learns  huddles, peer shout outs so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Deploy (in partnership with the career development team) micro learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Co create firm wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Integrate social, experiential and stretch assignment learning into onboarding, academies and leadership programmes.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Partner with Inclusion &amp; Well being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.</span> </p> </li> </ul> </div> <div> <p> <b>Skills Data &amp; Insights</b> </p> </div> <div> <ul> <li> <p> <span>Build dashboards that surface real time skills supply vs. demand, identifying gaps, future critical capabilities and reskilling ROI.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Translate analytics into evidence based recommendations for investment, vendor selection and programme optimization.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Report regularly to the People Leadership Team, highlighting risk areas and success stories.</span> </p> </li> </ul> <p> </p> </div> <div> <p> <b>Stakeholder Engagement &amp; Change</b> </p> </div> <div> <ul> <li> <p> <span>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.</span> </p> </li> </ul> </div> <div> <ul> <li> <p> <span>Facilitate communities of practice that share success stories, peer coaching and emerging skills alerts.</span> </p> </li> </ul> </div> </div> <p> </p> <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 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 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 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> <p> </p>Degrees/Field of Study preferred:<p> </p> <p><br></p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p> <p> </p>
<p> </p>

Talent Management Manager

IHG Hotels & Resorts

Role PurposeWe re looking for a strategic leader with hands-on hotel operations experience to ensure the right people are in the right place at the right time every time. This role offers the unique opportunity to travel extensively across our IMEA Hotels, working directly with property teams to drive workforce excellence, elevate guest experiences, and deliver operational impact where it matters most.Key ResponsibilitiesStrategic Workforce PlanningDevelop and execute long-term workforce strategies that directly support hotel operational excellence and aligns with our business objectives. Collaborate with senior leadership and hotel GMs to model staffing needs based on occupancy forecasts, seasonal trends, and business growth, ensuring alignment with property-level service delivery goals.Forecasting &amp; Capacity PlanningLead the design and implementation of accurate workload forecasts across hotel departments (e.g., Front Office, Housekeeping, F&amp;B). Apply deep operational understanding to ensure capacity plans reflect the dynamic nature of hotel environments and guest expectations.Scheduling &amp; Resource ManagementOversee the creation of efficient, fair, and service-driven schedules. Ensure optimal resource allocation across hotel functions to meet service level targets, drive cost efficiency, and maintain brand standards.Real-Time ManagementSpearhead real-time decision-making processes within hotel operations, implementing agile tools and processes that enable rapid response to fluctuating guest demand and operational challenges.People LeadershipThis role does not come with a large direct team, but success will depend on your ability to lead through influence. You ll work closely with Workforce Optimisation Analysts, Planners, and Coordinators embedded within hotel operations and above-property functions. Your focus will be on guiding, aligning, and empowering these teams to deliver consistent, high-impact workforce strategies. Building trust, fostering collaboration, and driving a culture of continuous improvement across a matrixed environment will be key to your impact.Technology &amp; Process OptimisationEvaluate and optimise workforce management tools (e.g., UKG, Team Planner) with a focus on hotel applicability. Drive automation and innovation that enhances operational efficiency and staff engagement across properties.Reporting &amp; InsightsDeliver actionable insights through performance dashboards and operational reports. Present findings to hotel and corporate stakeholders to inform strategic decisions and improve workforce agility.Stakeholder EngagementPartner closely with Hotel Operations, HR, IT, and Finance teams to align workforce strategies. Act as the subject matter expert in workforce optimisation with a strong operational lens, ensuring solutions are practical and impactful at the property level.What You BringHotel Operations Expertise: Proven background in hotel operations, with hands-on experience across multiple departments and a deep understanding of service delivery in dynamic, guest-facing environments.Global Perspective: Experience working across multiple time zones and culturally diverse hotel markets.Influential Leadership: Strong ability to coach, influence, and build trusted relationships with senior hotel and corporate leaders.Change Management: Skilled in leading change initiatives within operational settings, using structured methodologies and tools.Analytical Acumen: Ability to interpret HR and financial data, diagnose trends, and link workforce insights to hotel performance outcomes.Tech-Savvy: Familiarity with workforce optimisation systems such as UKG, with a focus on hotel-specific applications is advantageous.Mobility: Willingness to travel extensively (50%+) across IMEA Hotels to engage directly with property teams and drive operational impact.Who We AreAt IHG Hotels &amp; Resorts, we work together to deliver True Hospitality for Good on a global scale. With corporate offices and over 6,000 hotel destinations worldwide, a career at IHG is the perfect way to broaden your horizons. You ll experience our unique culture and brilliant colleagues who will support and inspire you. With a host of corporate opportunities to choose from, wherever you are on your career journey, and whatever you want to achieve there s Room for You at IHG.Over recent years, we ve transformed our company. We have bold ambitions to drive performance and maintain our relentless focus on growth in order to be the hotel company of choice that guests &amp; owners love.We are a hospitality business at our core and value connections and being together helps us foster a unique sense of belonging that also supports productivity. That s why here at IHG, we give our colleagues flexibility and balance   working in a hybrid way, blending office and remote working collectively. We recognise that every role is different, that s why leaders work with teams to determine how and when they collaborate.We provide a wide range of benefits designed to help you live your best work life. These include impressive room discounts across our many properties, recharge days and volunteering days throughout the year. Through our myWellbeing framework, we are committed to supporting wellbeing in your health, lifestyle, and workplace. We offer a unique and inclusive culture, where there is always Room for You to belong, grow and make a difference.Our mission is to welcome everyone and create inclusive teams where we celebrate difference and encourage colleagues to bring their whole selves to work. IHG Hotels &amp; Resorts provides equal employment opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability. We promote a culture of trust, support, and acceptance. Always welcoming different backgrounds, experiences, and perspectives.At IHG Hotels &amp; Resorts, we work together to deliver True Hospitality for Good on a global scale. With corporate offices and over 6,000 hotel destinations worldwide, a career at IHG is the perfect way to broaden your horizons. You ll experience our unique culture and brilliant colleagues who will support and inspire you. With a host of corporate opportunities to choose from, wherever you are on your career journey, and whatever you want to achieve there s Room for You at IHG.Over recent years, we ve transformed our company. We have bold ambitions to drive performance and maintain our relentless focus on growth in order to be the hotel company of choice that guests &amp; owners love.

Senior Workforce Optimisation Manager

GluCare

<p><span style="font-size: 11px;"><b>Job Summary:</b></span></p> <p>GluCare Integrated Diabetes Center is seeking an experienced and strategic Specialty Healthcare HR Manager to lead all HR functions specific to our multidisciplinary clinical environment. This individual must have deep expertise in UAE healthcare regulations, particularly DHA licensing, and the ability to design and execute workforce planning strategies for clinical and technical teams including physicians, nurses, and allied health professionals. The ideal candidate will play a pivotal role in aligning talent management with GluCare s growth trajectory and regulatory obligations.</p> <p> </p> <p><b>Key Responsibilities:</b></p> <p>Strategic Workforce Planning &amp; Recruitment:</p> <ul> <li>Lead strategic hiring initiatives for medical, nursing, and technical roles in alignment with projected patient volumes and service expansion plans.</li> <li>Develop and track workforce metrics to forecast staffing needs, turnover trends, and pipeline health for specialized roles.</li> <li>Collaborate with department heads to create clear job profiles, competency frameworks, and performance expectations</li> </ul> <p>Licensing &amp; Regulatory Compliance:</p> <ul> <li>Oversee the end-to-end DHA licensing process for new hires and renewals, ensuring strict adherence to Dubai Health Authority regulations.</li> <li>Stay current with UAE labor laws and DHA/MOHAP policy changes that affect healthcare staffing and HR practices.</li> </ul> <p>Employee Relations &amp; Clinical HR Operations:</p> <ul> <li>Provide expert HR support for clinical departments, addressing workforce concerns, contract structuring, and shift planning.</li> <li>Lead onboarding programs that are tailored to the healthcare setting, including credential verification, medical orientation, and compliance training.</li> <li>Support disciplinary processes and grievance procedures with professionalism and confidentiality.</li> </ul> <p>Talent Development &amp; Retention:</p> <ul> <li>Design and implement retention strategies for high-demand healthcare roles, including continuous professional development (CPD) pathways.</li> <li>Collaborate with Clinical Leadership to implement mentorship programs and structured training plans for nurses and junior doctors.</li> </ul> <p>HR Analytics &amp; Reporting:</p> <ul> <li>Use data-driven insights to present monthly and quarterly reports on HR KPIs, hiring efficiency, licensing status, and attrition.</li> <li>Implement tools and dashboards that allow real-time visibility into HR operations across all clinical departments.</li> </ul> <p>Understand, follow and support all hospital infection control programs </p>

HR Manager - Healthcare

KERZNER INTERNATIONAL LIMITED

<p> <strong>About the Role</strong> </p> <p>As the Assistant Manager - People Analytics, you will drive data-informed decision-making across the HR function by delivering meaningful reports and insights aligned with strategic business goals. You ll collaborate closely with HR leaders to identify key metrics, enhance reporting tools, and provide analysis that supports workforce planning, performance, and engagement initiatives. You will continue to ideate on simplification and automation projects for HR team, collaborate with IT and other stakeholders to implement automation solutions. You will wear the hat of Project Manager and execute projects in DMAIC methodology. You will explore the digitization options for HR processes and execute.</p> <p> </p>

Assistant Manager, People Analytics

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