hr manager

operations manager

human resources executive

human resources officer

senior planning engineer

workforce planning manager

Majid Al Futtaim

<div>
 
 JOB TITLE
 
 
 
 People &amp; Organization Manager | MAF Retail | Hypermarket UAE
 
 
 
 Role Summary
 
 
 
 The P&amp;O Manager is responsible for driving and supporting all people-related matters across a large frontline workforce in supermarkets. This includes ensuring effective workforce planning, frontline engagement, manager capability building and coaching, and consistent execution of core P&amp;O processes. The role acts as a key partner to operations, providing hands-on support across multiple stores while fostering a positive, compliant, and high-performance work environment.
 
 
 
 ROLE PROFILE
 
 
 
 <ul>
 <li>
 Ensure optimal staffing levels across stores through effective workforce planning and coordination with recruitment teams
 </li>
 <li>
 Monitor frontline performance and support store leadership with regular reviews and interventions
 </li>
 <li>
 Handle employee relations matters including grievances, investigations, and disciplinary actions
 </li>
 <li>
 Oversee onboarding and ensure consistent execution of frontline training programs
 </li>
 <li>
 Review and address attendance, absenteeism, and timekeeping trends across stores
 </li>
 <li>
 Ensure consistent execution of core P&amp;O processes like performance reviews, probation reviews, talent identification and performance improvement plans
 </li>
 <li>
 Support implementation of structural or operational changes (e.g., new archetypes, restructuring)
 </li>
 <li>
 Drive the rollout and follow-up of frontline development programs to build capability and support career growth
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field
 </li>
 <li>
 Minimum 5&ndash;7 years of P&amp;O experience, with at least 2&ndash;3 years in retail industry
 </li>
 <li>
 Strong knowledge of labor laws and compliance practices in the UAE
 </li>
 <li>
 Solid understanding of workforce planning and attendance management
 </li>
 <li>
 Proven experience supporting large frontline teams across multiple sites or zones
 </li>
 <li>
 Arabic speaker is a must
 
 
 </li>
 </ul>
 
 What We Offer
 
 
 
 <ul>
 <li>
 At Majid Al Futtaim, we&rsquo;re on a mission to create great moments, to spread happiness, to build, experiences that stay in our memories for a lifetime. We&rsquo;re proud to say that over the past 27 years, we have built a reputation as a regional market leader in what we do. Join us!
 </li>
 <li>
 Work in a friendly environment, where everyone shares positive vibes and excited about our future.
 </li>
 <li>
 Work with over 45,000 diverse and talented colleagues, all guided by our Leadership Model.
 </li>
 </ul>
</div>

People & Organization Manager

VOLTRO By Falkenherz

The Talent and People Strategy Manager plays a critical role in shaping the organization&rsquo;s people strategy, with a special focus on talent management, workforce planning, and performance measurement. This role is responsible for ensuring the business has the right talent in the right roles through strategic workforce planning, building robust performance frameworks, and driving capability development across the organization. The Manager partners with leadership to design talent strategies that support organizational growth, employee development, and long-term business goals.Key Responsibilities<ul><li>Talent Management &amp; Workforce Planning</li><li>Build and implement talent management strategies that support current and future business needs.</li><li>Conduct ongoing workforce planning to forecast manpower requirements, skill gaps, and critical roles.</li><li>Identify high-potential employees and create talent development and succession planning frameworks.</li><li>Maintain talent maps and capability matrices for all departments.</li><li>Collaborate with department heads to define role expectations and critical competencies.</li><li>Drive cross-functional initiatives related to talent, performance, and workforce optimization.</li><li>Hiring the Right Talent</li><li>Develop a strategic hiring roadmap aligned with business expansion plans.</li><li>Collaborate with hiring managers to define role requirements and ideal talent profiles.</li><li>Improve recruitment processes to ensure high-quality hires, cultural fit, and reduced hiring time.</li><li>Drive employer branding activities to attract top talent.</li><li>Build and maintain talent pipelines for critical and future roles.</li><li>Support interview design, evaluation criteria, and selection frameworks to ensure strong hiring decisions.</li><li>Performance Management &amp; KPI Setting</li><li>Work with leadership to define KPIs and measurable goals for each department and role.</li><li>Ensure that KPIs are aligned with strategic priorities and monitored consistently.</li><li>Facilitate quarterly and annual appraisal cycles, including calibration sessions.</li><li>Analyse performance data to identify productivity trends, training needs, and performance gaps.</li><li>Strategic People Planning &amp; Analytics</li><li>Use HR analytics to generate insights on workforce trends, turnover, performance, and productivity.</li><li>Prepare dashboards and reports that guide strategic decision-making.</li><li>Recommend people-related strategies based on predictive workforce analytics.</li><li>Learning, Development &amp; Capability Building</li><li>Identify skills gaps and design targeted learning &amp; development programs.</li><li>Develop competency frameworks and career pathways across functions.</li><li>Coordinate leadership development and succession readiness programs.</li><li>Employee Experience &amp; Culture</li><li>Ensure alignment between people strategy and organizational culture.</li><li>Support initiatives that enhance employee engagement, retention, and motivation.</li><li>Act as a strategic advisor to leadership on culture-building and change management</li></ul>QualificationsEducation<ul><li>Bachelor&rsquo;s or Master&rsquo;s degree in Human Resources, Organizational Development, or Business Management.</li></ul>Experience<ul><li>7&ndash;10 years of experience in HR with a focus on talent management, workforce planning, or performance management.</li><li>Experience in a scaling environment (startup, tech, or fast-growing company) preferred.</li></ul>Skills &amp; Competencies<ul><li>Strong ability to set KPIs and manage performance systems</li><li>Excellent analytical, strategic thinking, and problem-solving abilities</li><li>Strong understanding of talent management frameworks</li><li>Excellent communication and stakeholder management skills</li><li>Ability to work in dynamic, fast-paced environments</li><li>Expertise in HR analytics tools and HRMS platforms</li></ul>Job Type: Full-timePay: AED10,000.00 - AED15,000.00 per monthApplication Question(s):<ul><li>Are you currently located in the United Arab Emirates?</li></ul>

Talent and People Strategy Manager

The Emirates Group

<div><h5 class="jobSectionHeader">Job Purpose
</h5>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 a National Planning Manager (Emiratisation) 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.
As the National Planning Manager (Emiratisation) , you will lead the strategic planning and execution of Emiratisation initiatives, ensuring alignment with external and internal workforce planning goals. This role is responsible for designing and managing high-impact programs and enhancing the UAE National (UAEN) employee journey through data-driven planning, policy development, and cross-functional collaboration with various HR teams and COEs. This role also drives brand visibility through the Rehlaty programme and acts as a key advisor on national talent development and retention.
In this role, you will:
<ul><li>Lead the creation and continuous refinement of the Emiratisation framework, ensuring alignment with national priorities and internal workforce strategies.
</li><li>Lead the planning and execution of UAEN programs and workforce strategies, addressing identified gaps and leveraging insights from the Strategy &amp; Insights team.
</li><li>Develop and manage a targeted social media strategy that builds Rehlaty brand awareness, promotes UAEN talent, and drives engagement across platforms in collaboration with CCMB.
</li><li>Review, evaluate, and recommend improvements to UAEN-related HR policies and procedures in collaboration with HR COEs to ensure effectiveness, compliance, and a positive employee experience.
</li><li>Create tools, frameworks, and planning guidance to support business units in forecasting, managing, and optimising UAEN talent pipelines to develop workforce planning.
</li><li>Enhance the UAEN employee journey by partnering with HR Business Partnerships, Recruitment, Learning &amp; Talent, and other COEs to embed Emiratisation across the employee lifecycle and improve the overall UAEN experience.
</li><li>Manage and monitor Key Performance Indicators (KPIs) and Return on Investment (ROI) for Emiratisation initiatives, using data from the Insights Team to inform continuous improvement and strategic decision-making.
</li></ul><h5 class="jobSectionHeader">Qualification
</h5>To be considered for this role, you will have:
<ul><li>8+ years of experience in Human Resources or related fields.
</li><li>A Bachelor&rsquo;s degree in Human Resources, Business Administration, Strategy, Public Administration, or a related field.
</li><li>Experience in strategic planning, workforce development/planning, or project/program management.
</li></ul>You will have an edge if you have:
<ul><li>A strong understanding of Emiratisation frameworks, local labour regulations, and market trends.
</li><li>Skill in building strong relationships across HR, business units, and external partners to drive alignment and collaboration.
</li><li>Experience in designing HR programmes, planning tools, and lifecycle initiatives that support national talent strategies.
</li><li>The ability to develop targeted campaigns and manage social media strategies to enhance employer branding and talent visibility.
</li></ul>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!
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.
<h5 class="jobSectionHeader">Salary &amp; benefits
</h5><div><div>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 .</div></div></div><div></div>

National Planning Manager

DUBAI PROPERTIES GROUP LLC

Organisation Development:<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>Workforce Planning:<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>HR Analytics:<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>Innovation & Sustainability:<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>Strategic Responsibilities:<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

BROADEN ENERGY

Role PurposeDesign the organizational structure, workforce model, and change management framework for the Cybercrime Center. Ensure the institution develops the right human capabilities, leadership pathways, and performance systems to sustain long-term operational readiness.Key Responsibilities<ul><li>Design the organizational structure and role hierarchy aligned with strategic and governance frameworks.</li><li>Develop competency models, job families, and career progression paths for cybercrime investigation, digital forensics, intelligence, and support functions.</li><li>Create a training and capability development roadmap, including certification pathways, mentoring programs, and leadership development.</li><li>Design performance management and recognition frameworks to support continuous improvement and operational excellence.</li><li>Lead the change management and communication strategy to promote stakeholder engagement and institutional adoption.</li><li>Provide advisory input on workforce planning, succession management, talent acquisition, and partnership development with academic and training institutions.</li><li>Contribute to knowledge transfer activities to ensure sustainability of HR and organizational frameworks.</li></ul>Required Experience<ul><li>10+ years of professional experience, including at least 5 years in HR transformation, organization design, or change management within government or law enforcement sectors.</li><li>Proven track record developing competency-based frameworks and workforce strategies for specialized or technical organizations.</li><li>Strong understanding of training and development models within cybercrime, law enforcement, or digital investigations contexts.</li><li>Experience managing organizational change programs and facilitating stakeholder engagement.</li><li>Bachelor's degree in Human Resources, Organizational Development, or Business Administration; Master's preferred. Bilingual Arabic/English desirable.</li></ul>Job Type: Full-timePay: From AED8,000.00 per month

Cybercrime & Security HR & Change Management Strategist

JD.COM

<div>
 Key Responsibilities
 
 
 <ul>
 <li>
 Strategy &amp; Execution: Partner closely with business leaders and HR Business Partners to understand business objectives, and develop/implement annual/quarterly workforce plans aligned with business rhythms.
 </li>
 <li>
 End-to-End Recruitment: Manage the full-cycle recruitment process, including requisition analysis, job posting, candidate sourcing, interview coordination, and offer management, ensuring timely fulfillment of critical positions.
 </li>
 <li>
 Employment Model Innovation: Explore and manage diverse employment models (e.g., outsourcing, contracting, part-time, interns) to optimize workforce structure, enhance organizational agility, and control labor costs &amp; risks.
 </li>
 <li>
 Vendor Management: Oversee the selection, partnership, relationship management, and performance evaluation of recruitment and HR service vendors (e.g., headhunters, RPO, outsourcing firms).
 </li>
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 Data Analysis &amp; Insight: Establish a recruitment data tracking system. Regularly analyze key metrics (channel effectiveness, time-to-fill, productivity, etc.) to drive data-informed decisions and continuously improve recruitment quality and efficiency.
 </li>
 <li>
 Employer Branding: Actively participate in employer branding initiatives to enhance JD.com's attractiveness in the target talent market.
 </li>
 <li>
 Compliance &amp; Risk Control: Ensure all employment activities strictly comply with national labor laws, regulations, and internal company policies, effectively managing employment-related risks.
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Education &amp; Experience: Bachelor's degree or above in Human Resources, Business Administration, or a related field. Minimum of 5 years of relevant HR experience, with at least 3 years specializing in recruitment or workforce management within the internet, e-commerce, or large tech industry.
 </li>
 <li>
 Professional Knowledge: In-depth knowledge of Chinese labor law and relevant employment regulations. Profound understanding and practical experience with various employment models (FTE, dispatch, outsourcing, etc.).
 </li>
 <li>
 Skills &amp; Competencies:
 </li>
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 Excellent Communication &amp; Influence: Outstanding cross-functional communication and coordination skills, with the ability to effectively influence business stakeholders.
 </li>
 <li>
 Strong Analytical Skills: Proficiency in using HRIS systems (e.g., SAP, PeopleSoft) and MS Office. Ability to identify issues and propose solutions through data analysis.
 </li>
 <li>
 Result-Oriented: Ability to manage multiple priorities in a fast-paced, high-pressure environment while ensuring quality delivery.
 </li>
 <li>
 Strategic Mindset &amp; Execution: Ability to translate business strategy into actionable workforce plans and drive implementation.
 </li>
 <li>
 Superior Problem-Solving: Sharp risk awareness and excellent conflict resolution skills.
 </li>
 <li>
 Language: Fluent in Mandarin. Strong written and verbal English skills are a plus.
 
 
 </li>
 </ul>
 We Offer
 
 
 <ul>
 <li>
 The opportunity to work on core business initiatives within a leading e-commerce platform.
 </li>
 <li>
 An open, inclusive, and fast-growing work environment and culture.
 </li>
 <li>
 A clear career development path and comprehensive training programs.
 
 
 </li>
 </ul>
 【
 
 About JD.com】
 
 
 
 JD.com (NASDAQ: JD and HKEX: 9618), also known as JINGDONG, is a leading supply chain-based technology and service provider. The company&rsquo;s cutting-edge retail infrastructure seeks to enable consumers to buy whatever they want, whenever and wherever they want it. The company has opened its technology and infrastructure to partners, brands and other sectors, as part of its "Retail as a Service" offering to help drive productivity and innovation across a range of industries. JD.com&rsquo;s business has expanded across retail, technology, logistics, health, industrials, property development and international business. JD.com is ranked 44th on the Fortune Global 500 list and is China&rsquo;s largest retailer by revenue, serving over 600 million annual active customers. The company has been listed on NASDAQ since 2014, and on the Hong Kong Stock Exchange since 2020. Committed to the principles of customer first, innovation, dedication, ownership, gratitude, and integrity, the company's mission is to make lives better through technology, striving to be the most trusted company in the world.
 
 
 
 【Our Global Business】
 
 
 
 We are dedicated to building a digitally intelligent, cross-border supply chain and global retail infrastructure. Leveraging our global supply chain capabilities, JD.com continues to expand in markets where our competitive strengths shine. Currently, JD.com's operations span China, the U.K., the Netherlands, France, Germany, Spain, Brazil, Hungary, Japan, South Korea, Australia, Thailand, Vietnam, Malaysia, Indonesia, Saudi Arabia, the UAE, the U.S., and many others, serving customers worldwide.
 
 
 Key International Business Segments: Joybuy (online retail business in Europe), International Logistics, Cross-border Import Business, JD Industrials International, JD Property International
</div>

Workforce Management Manager

<div>
 
 
 Role Purpose
 
 
 
 
 
 
 The
 
 People &amp; Organization Manager
 
 is responsible for leading and supporting all people-related activities across a large frontline workforce within supermarket operations. This role ensures effective workforce planning, strong employee engagement, manager capability development, and consistent execution of core P&amp;O processes. Acting as a strategic partner to Operations, the People &amp; Organization Manager provides hands-on guidance across multiple stores while fostering a positive, compliant, and high-performance workplace culture.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Ensure stores are appropriately staffed through effective workforce planning and close coordination with recruitment teams.
 </li>
 <li>
 Monitor frontline performance and support store leaders with regular reviews, performance discussions, and corrective interventions.
 </li>
 <li>
 Manage employee relations cases including grievances, investigations, and disciplinary actions in alignment with company policies.
 </li>
 <li>
 Oversee onboarding and ensure consistent delivery of frontline training and development programs.
 </li>
 <li>
 Lead initiatives that enhance employee morale, engagement, and retention across all store locations.
 </li>
 <li>
 Coach and develop store managers and supervisors to strengthen their leadership and people management capabilities.
 </li>
 <li>
 Review attendance, absenteeism, and timekeeping trends and work with store leadership to address key issues.
 </li>
 <li>
 Ensure consistent implementation of core P&amp;O processes such as performance reviews, probation assessments, talent identification, and performance improvement plans.
 </li>
 <li>
 Support the rollout of organizational and operational changes, including new structures, archetypes, or process updates.
 </li>
 <li>
 Promote a safe, respectful, and inclusive working environment aligned with company values and policies.
 </li>
 <li>
 Drive the implementation and follow-up of frontline development programs to build capability and support career progression.
 </li>
 <li>
 Serve as a culture ambassador, role modeling and reinforcing MAF&rsquo;s purpose, values, and ways of working across all stores.
 </li>
 </ul>
 
 
</div>

Human Resources Manager | Emirati Talent

Explore 3763+ Workforce planning manager in Dubai this December. Find roles across top companies and apply now to boost your career.