workforce planning manager

Hut 8

<div><div>ABOUT HUT 8

Imagine the ultimate destination for those who want to work at the cutting edge of technology, energy, and infrastructure. Hut 8 is on a mission to build and operate some of the world's largest data centers for next-generation computing workloads, including AI, Colocation, Cloud, and Bitcoin Mining. We are proud to offer interesting and challenging opportunities for individuals who want to build teams, solve problems, and make an impact from day one. If you're an ambitious individual looking for a career that is as rewarding as it is challenging, you've come to the right place.</div>
The Opportunity

Lead all talent strategy and programs for Hut 8, a publicly traded energy infrastructure platform. This role operates differently depending on the domain.

In talent acquisition, your job is to make everyone else better at hiring. You build the systems, standards, and infrastructure that allow the talent acquisition partners to be at their best, hiring managers and leaders to identify and select A-players with confidence and speed. You set the quality bar, shape the candidate value proposition, and create the tools and processes that scale great hiring decisions across the business.

In talent management, you own the domain end to end. Performance, development, and leadership programs are yours. You define what good looks like at every level, build the systems that connect performance to pay and progression, and ensure the people we hire continue to grow once they're here. The outcomes here live with you.

Across both, you bring a commercial mindset to every workforce decision, knowing when to hire, when to build capability internally, and when technology can do the work instead.

What You'll Own

Talent Strategy
<ul><li> Partner with Finance and functional leaders to translate business objectives into workforce plans - build vs. buy decisions, automation opportunities, and a clear commercial rationale for every hire</li></ul>
<ul><li> Build a talent map of the organization: where we have the right people, where we're thin, and where technology or AI can replace or augment headcount rather than defaulting to hiring</li></ul>

Talent Management
<ul><li> Design and implement the Hut 8 performance management system - built around peer feedback, clear performance standards, and direct connection to compensation decisions</li></ul>
<ul><li> Build the annual performance cycle in Rippling: goal-setting, feedback, calibration, and pay linkage</li></ul>
<ul><li> Build the promotion framework: clear criteria by level, transparent process, and a defined path from entry-level to senior individual contributor</li></ul>
<ul><li> Own high-potential program and mentoring initiatives</li></ul>
<ul><li> Develop leadership capability across the organization - programs and coaching for technical leaders and people managers</li></ul>
<ul><li> Enable team effectiveness in a flat organizational structure with wide spans of control</li></ul>
<ul><li> Create L&amp;D strategy for critical capabilities (communication, influence, collaboration, project management)</li></ul>

AI &amp; Technology
<ul><li> Identify and deploy AI-enabled tools that materially improve efficiency or quality in hiring, performance, or talent development - measurable impact, not technology for its own sake</li></ul>
<ul><li> Continuously evaluate where technology can do work humans are doing today - and build that lens into workforce planning</li></ul>

Talent Acquisition Program
<ul><li> Own the Hut 8 Way for hiring - design and embed a rigorous, consistent selection methodology (structured interviews, psychometric tools, case studies, AI-assisted screening) that becomes how every hiring manager evaluates talent</li></ul>
<ul><li> Define what an A-player looks like at Hut 8 by role and level - quality is the metric that matters, not volume or speed</li></ul>
<ul><li> Design the candidate value proposition - why the best people should choose Hut 8. Make the offering clear, compelling, and differentiated</li></ul>
<ul><li> Support and develop the talent acquisition team (4 Talent Acquisition Partners + Talent Acquisition Program Manager) - set direction, raise the bar, and drive down agency use</li></ul>

What We're Looking For

Must-Haves
<ul><li> 10+ years in talent/people leadership roles or consulting, with experience across business strategy, program lifecycles, talent acquisition and/or talent development</li></ul>
<ul><li> Commercially minded: understands the business deeply and translates strategy into workforce decisions - not just HR programs</li></ul>
<ul><li> Talent development expertise: designed performance systems, built promotion frameworks, developed leadership programs</li></ul>
<ul><li> High-growth company experience: thrived in environments scaling quickly</li></ul>
<ul><li> Executive presence: can influence senior leaders, make the case for investing in people, coach executives</li></ul>
<ul><li> Systems thinker: builds frameworks and processes that scale, not one-off solutions</li></ul>
<ul><li> Player-coach mentality: hands-on when needed but knows when to delegate and develop the team</li></ul>

Who Thrives Here
<ul><li> You bring a commercial lens to talent - you think about workforce decisions the way the business thinks about capital allocation</li></ul>
<ul><li> You are a deep, first-principles thinker and well-read on current thinking around organizational talent and performance</li></ul>
<ul><li> You move fast and aren't precious about perfection - you iterate and improve</li></ul>
<ul><li> You're comfortable with ambiguity, getting and giving feedback and building from scratch</li></ul>
<ul><li> You care about outcomes more than activity - you measure what matters</li></ul>
<ul><li> You coach and develop people, not manage them</li></ul>
<ul><li> You believe quality of hire is everything and are relentless about raising the bar</li></ul>

What Success Looks Like

First 90 Days
<ul><li> Go deep on the business. Meet hiring managers, site leaders, and key executives - understand what each function needs to win commercially, where talent gaps are slowing us down, and what's actually broken in how we hire and develop people</li></ul>
<ul><li> Immerse in Hut 8's culture and values (Start From Zero, The Best Idea Wins, All or Nothing, No Room for Ego). Develop a clear point of view on where culture is strong and where it needs reinforcement</li></ul>
<ul><li> Build a talent map of the organization: Implement the 4 role archetype model and understand where we have the right people, where we're thin, where we're overpaying for capability we could build internally, and where we need to go to market for specialized talent we can't develop fast enough</li></ul>
<ul><li> Conduct a landscape review of AI-enabled tools for performance, talent assessment, and talent acquisition - come back with a recommendation and implementation plan</li></ul>

First 6 Months
<ul><li> Stand up a structured workforce planning process - partner with Finance and functional leaders to translate business objectives into headcount plans, build-vs-buy decisions, and a clear view of how technology can augment headcount rather than defaulting to hiring</li></ul>
<ul><li> Build and launch the Hut 8 Way for hiring - a rigorous, consistent selection methodology embedded across every hiring manager. Define what an A-player looks like at Hut 8 by role and level. Train and embed it deeply</li></ul>
<ul><li> Design and begin building the annual performance cycle in Rippling - goal-setting, peer feedback, calibration, and direct connection to compensation decisions</li></ul>
<ul><li> Define the promotion framework: clear criteria by level, transparent process, and a timeline for the first promotion cycle</li></ul>
<ul><li> Draft the Hut 8 performance philosophy: what performance means here, how we measure it, and how it connects to pay and progression</li></ul>
<ul><li> Deploy at least one AI-powered tool that materially improves efficiency or quality in hiring or performance</li></ul>

First 12 Months
<ul><li> Workforce planning is a living discipline - headcount requests are challenged against build-vs-buy analysis, automation opportunities are surfaced before roles are opened, and every hire has a clear commercial rationale</li></ul>
<ul><li> Quality of hire is visible and tracked. Talent acquisition partners are accountable for the people they bring in - not just filling seats but landing A-players who perform and stay</li></ul>
<ul><li> First full performance cycle completed in Rippling with strong adoption - performance calibrated and connected to compensation adjustments</li></ul>
<ul><li> The Hut 8 Way is how we hire, full stop. Every hiring manager trained, process embedded, selection bar measurably raised</li></ul>
<ul><li> First promotion cohort executed using the new framework - credible, transparent, and tied to performance data</li></ul>
<ul><li> Leadership development and high-potential programs launched and delivering results</li></ul>
<ul><li> AI tooling integrated into at least two of: workforce planning, talent acquisition pipeline, candidate assessment, performance analytics, or development planning</li></ul>
<ul><li> Team is self-sufficient and operating at a high level - you're spending your time on commercial talent strategy, not execution</li></ul>

Why Hut 8?
<ul><li> High-impact role: build talent systems from the ground up for a public company</li></ul>
<ul><li> Dual mandate: support acquiring talent and own developing talent - rare opportunity to do both</li></ul>
<ul><li> Growth phase: join during a pivotal scaling moment</li></ul>
<ul><li> Executive access: report to CPO, partner directly with CEO and leadership team</li></ul>
<ul><li> Location: Miami (Brickell)</li></ul><div> 
WHAT MAKES HUT 8 A GREAT PLACE TO WORK

Hut 8 offers a benefits and wellness program that includes medical, dental, vision, life, and short-term and long-term disability insurance, as well as paid time off. We are proud to invest in building the best team in the industry. At all levels of the organization, we are driven by an entrepreneurial spirit, radical transparency, and relentless growth mentality.

At Hut 8, you will have the opportunity to:
<ul><li>Work with bright, driven peers from a range of educational and professional backgrounds including software development, energy, engineering, entrepreneurship, investment banking, private equity, and management consulting</li></ul>
<ul><li>Design and pitch new products, services, and other initiatives to a leadership team consisting of serial entrepreneurs and seasoned executives and backed by a board of directors consisting of industry veterans of energy, finance, and government</li></ul>
<ul><li>Debate ideas and alternatives in a truly meritocratic setting where the learning curve is steep and the lessons come from both senior and junior members of the team</li></ul>
<ul><li>Build a lifelong network of friends and professional connections at the cutting-edge intersection of technology, energy, and infrastructure</li></ul></div></div>

Director, Talent (Head of Talent)

MALIK PLASTIC LIMITED

Company: MALIK PACKAGING PVT LTD Location: [Faisalabad, Punjab] - [On-site] Job Type: Full-time Experience: 5-10 years (Strategic Recruitment &amp; HR Generalist) Salary: Competitive, based on experienceAbout Us: Malik Plastic Group is a dynamic and growing organization with diverse operations across the manufacturing and service sectors. We pride ourselves on innovation, operational excellence, and building high-performing teams. To support our continued expansion, we&rsquo;re seeking a strategic HR Manager to lead our talent acquisition function and shape our workforce strategy across the group.The Role: You will be the driving force behind attracting, selecting, and onboarding top talent critical to our success in both manufacturing (plant operations, engineering, logistics) and service-based businesses (customer support, sales, administration). This is a hands-on leadership role requiring deep recruitment expertise and strategic HR partnership.Key Responsibilities:<ul><li>Strategic Talent Acquisition:</li><li>Design &amp; execute end-to-end recruitment strategies to source, attract, and hire best-in-classtalent for diverse roles across multiple group companies (manufacturing &amp; service).</li><li>Partner closely with senior leaders and hiring managers to deeply understand talent needs, workforce planning, and role requirements.</li><li>Build robust talent pipelines for critical and hard-to-fill positions (technical, operational, managerial).</li><li>Full-Cycle Recruitment Excellence:</li><li>Manage the entire recruitment lifecycle: sourcing (job boards, social media, agencies, referrals), screening, interviewing, assessment, offer negotiation, and onboarding.</li><li>Implement best practices to ensure a positive, efficient, and legally compliant candidate experience.</li><li>Utilize data &amp; metrics (time-to-fill, cost-per-hire, quality-of-hire, retention) to continuously improve processes and report on effectiveness.</li><li>Employer Branding &amp; Sourcing:</li><li>Develop and promote our employer brand to attract passive and active candidates in competitive markets.</li><li>Leverage innovative sourcing techniques (including niche platforms for manufacturing/technical roles).</li><li>Manage relationships with external recruiters/agencies when needed.</li><li>HR Partnership &amp; Process Improvement:</li><li>Serve as a trusted HR advisor to managers on talent strategy, market trends, and competitive compensation/benefits.</li><li>Develop, refine, and document scalable recruitment processes, policies, and tools for the group.</li><li>Support broader HR initiatives (onboarding, retention programs, compliance) as needed.</li><li>Team Leadership (Potential):</li></ul>You Are the Ideal Candidate If You Have:<ul><li>5-10 years of progressive HR experience, with a proven track record in high-volume, full-cycle recruitment, specifically within both manufacturing AND service industries.</li><li>Demonstrated success in sourcing, assessing, and hiring diverse talent for roles ranging from shop floor/operational to professional/managerial levels.</li><li>Deep understanding of recruitment strategies, tools (ATS - e.g., Workday, Greenhouse, Lever), and technologies (LinkedIn Recruiter, Boolean search).</li><li>Strong knowledge of employment law and compliance.</li><li>Excellent stakeholder management skills &ndash; ability to build trust and influence senior leaders.</li><li>Data-driven mindset with proficiency in recruitment analytics and reporting.</li><li>Exceptional communication, interpersonal, and negotiation skills.</li><li>Highly organized, proactive, and results-oriented with a sense of urgency.</li><li>Bachelor's degree in Human Resources, Business Administration, or a related field. (SHRM/HRCI certification a strong plus).</li></ul>Why Join Us?<ul><li>Impact: Play a pivotal role in shaping the workforce of a diverse and growing group company.</li><li>Challenge: Tackle complex talent acquisition challenges in dynamic industries.</li><li>Growth: Opportunity to build and lead talent strategy at a group level.</li><li>Culture: Be part of a collaborative, results-driven organization that values its people.</li><li>Benefits: Competitive compensation package.</li></ul>Ready to Source Our Future? If you are a strategic recruitment expert passionate about finding the best talent to drive business success in manufacturing and service environments, we want to hear from you!MALIK PLASTIC GROUP is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.&quot;HR Manager,&quot; &quot;Recruitment,&quot; &quot;Talent Acquisition,&quot; &quot;Manufacturing Hiring,&quot; &quot;Service Industry Hiring,&quot; &quot;Full-Cycle Recruiting,&quot; &quot;ATS,&quot; &quot;Sourcing,&quot; &quot;Workforce Planning&quot; are present for Indeed's algorithm.Job Type: Full-timePay: From Rs45,000.00 per monthWork Location: In person

HR Manager (Talent Acquisition Focus) - Group Company

talabat

<div>
 talabat is part of the Delivery Hero Group, the world&rsquo;s pioneering local delivery platform, our mission is to deliver an amazing experience&mdash;fast, easy, and to your door. We operate in over 70+ countries worldwide. Headquartered in Berlin, Germany. Delivery Hero has been listed on the Frankfurt Stock Exchange since 2017 and is part of the MDAX stock market index.
 
 
 
 Job Description
 
 
 
 <ul>
 <li>
 Own the end-to-end workforce management function for on-ground fulfillment teams
 </li>
 <li>
 Source, onboard, and manage relationships with local third-party manpower providers, including SLA definition, performance tracking, and penalty enforcement
 </li>
 <li>
 Partner with commercial teams to support new partner pitches and conduct regular performance reviews for existing partners
 </li>
 <li>
 Enable on-ground supervisors with the right system access, tools, and performance dashboards to effectively manage daily operations
 </li>
 <li>
 Manage the picker ecosystem, including system access, logins, and permissions across multiple platforms and portals
 </li>
 <li>
 Own workforce budgeting and monthly shopper cost tracking in alignment with the local P&amp;L
 </li>
 <li>
 Ensure accurate demand forecasting and optimize shift planning and scheduling to meet service levels efficiently
 </li>
 <li>
 Implement, monitor, and enforce SOPs across onboarding, training, performance management, and offboarding processes
 </li>
 <li>
 Drive picker performance management across key metrics such as fill rate, efficiency, attendance, and order quality
 </li>
 <li>
 Track and enforce picker attendance and uniform compliance (where applicable)
 </li>
 <li>
 Investigate, manage, and resolve on-ground workforce issues and disputes raised by partners
 </li>
 <li>
 Identify and implement process improvements and automation opportunities to reduce manual effort and optimize operating costs
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 Experience in Workforce management (in store or regional scope)
 </li>
 <li>
 2-3 years experience in ecommerce, grocery or retail operations
 </li>
 <li>
 Experience in building internal &amp; external partner relationships- Clear communicator with functional teams (commercial, operations, data, logistics)
 </li>
 <li>
 Personable and empathic approach to ways of working
 </li>
 <li>
 Present complex data in a simple and compelling way to stakeholders; painting a picture of problem, scale/root cause of problem (data) and resolution "- Strong collaborator with the ability to build strong relationships with external partners
 </li>
 <li>
 Able to negotiate terms &amp; navigate SLA that suit the overall business
 </li>
 <li>
 Confident in influencing external partners &amp; ensuring that business is sustained with adequate manpower
 </li>
 </ul>
</div>

Assistant Manager Workforce Operations

Dubai Civil Aviation Authority

<div><div>Role Purpose
To lead and manage the Talent Planning and Acquisition Section by directing the implementation of workforce planning, recruitment, Emiratization, job description, and competency frameworks across DCAA, ensuring the Authority attracts, selects, and retains the right talent in alignment with the approved organizational structure, annual workforce plan, and Dubai Government HR legislation. The role ensures that recruitment, job evaluation, career pathing, and Emiratization processes are executed with precision, institutional integrity, and strategic alignment, positioning DCAA as an employer of choice within Dubai's government and aviation sector.
Key Responsibilities/Duties
A. Functional:
1. Workforce Planning &amp; Organizational Structure Support
Direct the analysis of job functions and development of the annual workforce plan based on needs identified in organizational units' operational plans, ensuring plans are approved through appropriate governance channels. Provide data inputs to support the development, review, and approval of DCAA's organizational and functional structure in coordination with relevant units and the HR Director, without extending into job description ownership which is managed separately.
2. Annual Recruitment Plan &amp; Talent Acquisition
Lead the preparation and execution of the annual recruitment plan based on the approved budget, overseeing candidate sourcing, assessment, and selection processes in coordination with relevant DCAA stakeholders. Ensure contracting, appointment, probation period management, new employee orientation programmes, and position confirmation procedures are activated and implemented in accordance with DCAA's established procedures and approved frameworks, with employee records, payroll inputs, and ongoing lifecycle transactions handed over to the HR Operations Section upon completion of the onboarding process.
3. Job Description, Evaluation &amp; Career Path Management
Direct the preparation, review, updating, and evaluation of job descriptions for all DCAA positions, ensuring accuracy, consistency, and alignment with the approved organizational structure. Oversee the definition and documentation of career paths with relevant organizational units, and ensure the measurement, documentation, and evaluation of new positions are tracked and processed according to established procedures. Career path frameworks defined here are subsequently activated and managed by the HR Policies and Development Section.
4. Emiratization, Succession &amp; Workforce Statistics
Lead the preparation and implementation of Emiratization and replacement plans, overseeing the tracking of workforce statistics including turnover rates, recruitment outcomes, Emiratization targets, and retirement and pension planning. Ensure all related procedures are followed up and completed in accordance with applicable legislation and institutional frameworks.
5. Recruitment, Transfer &amp; Internal Mobility Implementation
Oversee and ensure the implementation of all recruitment, hiring, and internal mobility activities across the organization, including permanent recruitment as well as non-standard employment types such as temporary, part-time, special contracts, and outsourced workforce arrangements, ensuring compliance with approved policies, procedures, budget allocations, and Dubai Government HR regulations. Ensure all recruitment and mobility processes are properly documented, position titles and workforce records are accurately updated in HR systems, and full alignment is maintained with approved organizational structures and workforce plans. Participate in secondment and delegation procedures from a workforce readiness and positional suitability perspective, ensuring consistency, governance compliance, and proper coordination with relevant stakeholders.
6. Competency Framework Development &amp; Integration
Direct the development and definition of technical and behavioral competencies for DCAA positions, ensuring they are effectively linked to job descriptions, career paths, and development and leadership programmes in coordination with relevant HR sections and organizational units.
7. HR Policy Awareness &amp; Regulatory Compliance
Ensure HR policies, Dubai Government HR Law, and applicable regulations are consistently applied across all recruitment and workforce planning activities. Oversee the delivery of continuous awareness workshops and orientation programmes for new and current DCAA employees to ensure understanding and compliance with HR policies, legislation, and procedures.
8. Strategic Partnerships &amp; External Coordination
Direct coordination with local and federal government entities, regulatory bodies, labor market authorities, educational institutions, and recruitment partners to support talent acquisition and Emiratization objectives. Build and maintain strategic partnerships in talent attraction and recruitment in accordance with approved frameworks and DCAA's institutional positioning.
9. Analytics, Reporting &amp; Decision Support
Oversee the preparation of workforce analytics, surveys, and periodic reports covering recruitment performance, Emiratization progress, turnover trends, and workforce plan execution. Ensure findings are structured and presented to the HR Director to inform management decisions, policy updates, and strategic workforce initiatives.
10. Section Administration &amp; Operational Planning
Prepare and implement the section's operational plan in accordance with DCAA's strategic planning guide, maintain work manuals and procedures, and ensure section database inputs are accurate and current. Lead the section's team by setting clear performance objectives, building HR capability, and fostering a culture of precision, accountability, and continuous improvement.
11. Other Duties
Perform any other tasks assigned by the Director of Human Resources that are consistent with the section's mandate and operational responsibilities.
B. Managerial:
1. Section Strategy and Planning
Lead development and execution of the section&rsquo;s operational plan, ensuring alignment with sector priorities, governance frameworks, and performance expectations.
2. People Leadership and Capability Development
Lead, coach, and develop office staff, setting clear performance expectations, promoting accountability, and supporting capability development in coordination with HR and sector leadership.
3. Performance and Quality Discipline
Ensure structured performance monitoring, reporting accuracy, and adherence to quality assurance and governance standards across all office activities.
4. Resource and Budget Coordination
Coordinate preparation and follow-up of office-related resource and budget requirements in alignment with sector priorities and institutional financial governance processes.
5. Stakeholder and Cross-Unit Coordination
Maintain structured working relationships with sector directors, department heads, and internal governance functions to ensure integration, alignment, and reliable execution of sector governance requirements.
6. Governance Culture and Continuous Improvement
Promote a culture of governance discipline, documentation integrity, process consistency, and continuous improvement across office operations and sector coordination activities.<div> 
</div></div><div>
Qualifications<div></div> 
Academic Qualifications<ul><li>
Bachelor's degree in Human Resources Management, Business Administration, Organizational Psychology, or a related field from a recognized university.</li><li>
Master's degree in Human Resources Management, Business Administration (MBA), or a related discipline is preferred.</li></ul>
Certifications<ul><li>
CIPD qualification (Level 5 or above) or equivalent professional HR certification &mdash; required</li><li>
Interview and selection certification &mdash; required</li><li>
Human Resources Management diploma or equivalent &mdash; preferred</li><li>
Talent management or workforce planning certification &mdash; preferred</li><li>
UAE Government HR or Emiratisation programme certification &mdash; preferred</li></ul> 
Professional Experience<ul><li>
Minimum 14 years of progressive experience in human resources management, talent acquisition, or workforce planning with a Bachelor's degree; or 12 years with a Master's degree</li><li>
Minimum 4 years in a senior managerial or leadership role with demonstrated responsibility for leading talent acquisition or workforce planning functions</li><li>
Proven experience in end-to-end recruitment, workforce planning, job evaluation, and Emiratization programme management within a UAE government or regulatory entity</li><li>
Demonstrated experience in job description development, competency framework design, and career path planning</li><li>
Familiarity with Dubai Government HR Management Law and applicable UAE federal HR legislation is essential</li><li>
Experience coordinating with DGHR, Diwan, and Dubai Government talent and Emiratization bodies is strongly preferred</li><li>
Experience working within a UAE government entity or regulatory authority is an advantage</li></ul></div></div>

Head of Talent Planning and Acquisition Section

CVS Health

<div>We&rsquo;re building a world of health around every individual &mdash; shaping a more connected, convenient and compassionate health experience. At CVS Health&reg;, you&rsquo;ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger &ndash; helping to simplify health care one person, one family and one community at a time.<div>
Position Summary
Provides strategic ownership of Claims workforce management by leveraging deep analytical expertise to forecast demand, develop capacity and staffing models, and optimize workforce utilization. Serves as the primary subject matter expert for Claims Workforce Management (WFM), partnering closely with senior leadership and cross‑functional stakeholders to support operational decision-making, performance outcomes, and scalability. Leads workforce planning initiatives, drives process improvements, and delivers actionable insights to ensure claims operations are staffed efficiently, consistently, and in alignment with business objectives.<ul><li>The position may be remote or hybrid anywhere in the US depending on candidate location and commute to a hub location</li></ul>
What you will do<ul><li>
Owns end-to-end workforce management for Claims operations, including forecasting, capacity planning, staffing models, and resource optimization across multiple work areas.</li><li>
Analyzes and interprets complex operational, volume, and productivity data to develop actionable workforce strategies that support claims performance, service levels, and financial targets.</li><li>
Develops demand forecasts and staffing models using historical data, trend analysis, and scenario modeling; provides insights and recommendations to senior leadership.</li><li>
Serves as the primary owner of staffing assumptions, workforce modeling, and capacity planning for Claims, ensuring alignment with operational strategy and business priorities.</li><li>
Leverages workforce management tools, statistical models, and analytics to evaluate demand variability, staffing risk, and operational scenarios.</li><li>
Partners closely with Claims leadership, Finance, HR, and Operational Excellence teams to align workforce strategies with hiring plans, training timelines, and productivity assumptions.</li><li>
Establishes and maintains standardized WFM processes, documentation, and governance to ensure consistency, accuracy, and transparency across Claims operations.</li><li>
Identifies opportunities for automation, process improvement, and efficiency initiatives to improve forecasting accuracy and workforce utilization.</li><li>
Monitors performance metrics and operational outcomes to proactively identify risks, gaps, and opportunities related to staffing and capacity.</li><li>
Provides guidance and subject matter expertise to leaders and stakeholders on workforce-related decisions, tradeoffs, and operational impacts.</li><li>
Owns ongoing monitoring of claims performance against performance guarantees and operational commitments; proactively identifies risk and drives workforce reprioritization or resource reallocation to protect SLA, compliance, and financial outcomes.</li><li>
Supports future scalability of the Claims WFM function, including the potential design and transition to a team-based model as business needs evolve.</li></ul>
Required Qualifications<ul><li>
Minimum 7 years of experience in workforce management, operational analytics, or related roles within healthcare, insurance, or complex operational environments</li><li>
Demonstrated expertise in forecasting, capacity planning, and workforce modeling</li><li>
Strong analytical and problem-solving skills with the ability to translate data into executive-level insights and recommendations</li><li>
Proven ability to operate independently with a high level of ownership and accountability</li><li>
Strong communication skills and experience influencing leaders without direct authority</li><li>
Advanced proficiency with workforce management tools, reporting platforms, and data analysis techniques</li><li>
Experience partnering with senior leadership on staffing strategy and operational planning</li><li>
Experience designing or evolving workforce management operating models</li><li>
Strong business acumen with the ability to balance service, quality, cost, and compliance considerations</li></ul>
Education<ul><li>
Bachelor&rsquo;s degree preferred or equivalent combination of relevant experience, training, and professional development</li></ul></div>
Pay Range
The typical pay range for this role is:
$67,900.00 - $199,144.00 
This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company&rsquo;s equity award program. 
Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong.
Great benefits for great people
We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families. 
This full‑time position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial well‑being of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility. 
Additional details about available benefits are provided during the application process and on Benefits Moments. 
We anticipate the application window for this opening will close on: 07/12/2026
Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.</div>

Senior Manager, Claims Workforce Management, Meritain TPA

Abu Dhabi Commercial Bank

<div>
 
 Embark on a journey where your unique contributions are celebrated, and your professional growth is embraced. At ADCB, we nurture a diverse, inclusive community where every voice is valued.
 
 
 
 
 
 
 
 
 
 About the business area
 
 
 
 
 
 
 GBS is a group of highly skilled and talented professionals who form an essential part of ADCB's continued journey of success. With a proud history of commitment, innovation and delivery, GBS constantly strives for excellence whilst ensuring the highest standards of quality and risk awareness. Each and every member of the GBS family plays an integral role in driving ADCB's strategy, growth and digital evolution by working closely with our valued business partners to achieve exceptional customer experience through our outstanding service and support.
 
 
 
 
 
 We are actively seeking an ambitious professional to join our team at ADCB to work alongside passionate colleagues who share your ambition to redefine excellence in banking.
 
 
 
 
 
 
 
 
 
 In this role, your key responsibilities include
 
 :
 
 
 
 
 
 
 
 <ul>
 <li>
 Lead the end‑to‑end operations of Customer Experience Desks by overseeing post‑sales servicing for Mortgage, Personal Loan and Auto Loan customers and ensuring all cases are processed in line with agreed SLAs, turnaround times and CBUAE Consumer Protection Standards.
 </li>
 <li>
 Review and optimize documentation flows, fulfilment processes and hand‑offs to reduce customer effort and strengthen operational accuracy.
 </li>
 <li>
 Use complaint analysis, root‑cause evaluations and service journey diagnostics to identify structural pain points and drive targeted improvements.
 </li>
 <li>
 Collaborate with Customer Experience (CX), Product and Operations teams to embed service recovery mechanisms, reduce rework and enhance service consistency across all retail segments, ensuring customers receive timely, accurate and compliant outcomes every time.
 </li>
 <li>
 Lead the management of the ATM channel across the UAE by overseeing network distribution, deployment planning, performance monitoring, availability restoration and incident resolution to ensure reliable and secure customer access to cash and self‑service transactions.
 </li>
 <li>
 Govern the vendor ecosystem through structured commercial evaluations, contracting, SLA oversight and periodic performance reviews with service providers, cash handlers, remittance partners and exchange houses.
 </li>
 <li>
 Analyse transaction trends, downtimes, customer usage behaviour and cost‑performance ratios to inform decisions on network growth, relocation and optimization.
 </li>
 <li>
 Coordinate closely with Technology, Security and Facilities teams to enhance resilience, address recurring failures, strengthen risk controls and ensure the ATM estate meets regulatory, operational and customer‑experience expectations.
 </li>
 <li>
 Lead workforce planning and enablement across Branch Distribution and Contact Centre Services by developing forecasting models, staffing frameworks, capacity plans and utilization metrics that align resources with customer demand and service priorities.
 </li>
 <li>
 Review operational performance, branch volumes, call trends and productivity indicators to identify improvement levers and propose tactical and structural changes that enhance service stability and operational efficiency.
 </li>
 <li>
 Support the digitization of frontline journeys and transformation programmes by ensuring readiness assessments, clear process documentation and robust change adoption plans.
 </li>
 <li>
 Collaborate with Retail Banking, CCS leadership, Digital Banking and Operations to support new service rollouts, resolve cross‑functional dependencies and ensure adherence to CBUAE Consumer Protection Standards, internal controls, fraud prevention requirements and service quality expectations across all customer‑facing channels.
 </li>
 <li>
 Provide effective leadership to direct and indirect teams by setting clear expectations, aligning objectives to Group Service Channels&rsquo; strategy and cultivating a high‑performance, customer‑first culture rooted in operational discipline and continuous improvement.
 </li>
 <li>
 Establish governance routines, scorecards, dashboards and performance review mechanisms that offer transparency into service levels, risk indicators, ATM operations and enablement KPIs.
 </li>
 <li>
 Act as the primary liaison between service channels and key stakeholders including Operations, Risk, Compliance, Digital, Retail and Finance, ensuring decisions are data‑driven, coordinated and aligned with regulatory and strategic priorities.
 </li>
 <li>
 Build team capability through coaching, development plans and structured knowledge transfer while championing practices that strengthen resilience, accountability and cross‑functional collaboration across all supported channels.
 </li>
 <li>
 Manage self and team in line with ADCB&rsquo;s people management policies, procedures, processes and practices to ensure adherence and to maximize own and employee contribution to business performance.
 </li>
 <li>
 Manage the effective achievement of the team&rsquo;s objectives through setting individual objectives, managing performance, developing the team and providing formal and informal feedback to maximize overall performance, engagement and motivation.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 The ideal candidate should have the following experience:
 
 
 
 
 
 
 
 
 <ul>
 <li>
 At least 8 years of experience in UAE banking operations with strong exposure to branch operations, post‑sales servicing, vendor management, SLA governance and channel enablement within regulated environments.
 </li>
 <li>
 Bachelor&rsquo;s degree in Business Administration or related discipline.
 </li>
 <li>
 Certifications in Operational Excellence, Customer Experience, Service Quality, Lean or Six Sigma are desirable.
 </li>
 <li>
 Customer Service Operations and Post‑Sales Servicing
 </li>
 <li>
 ATM Channel Operations and Vendor Governance
 </li>
 <li>
 Workforce Planning and Capacity Modelling
 </li>
 <li>
 Retail Banking Products and Process Knowledge
 </li>
 <li>
 Regulatory Compliance and CBUAE Consumer Protection Standards
 </li>
 <li>
 Operational Risk Management and Control Frameworks
 </li>
 <li>
 Customer Experience Analytics and Service Quality Management
 </li>
 <li>
 Digital Enablement and Process Automation
 </li>
 <li>
 Data and MI Analysis for Decision‑Making
 </li>
 <li>
 Leadership, Coaching and Capability Development
 </li>
 </ul>
 
 
 
 
 
 
 
 
 What we offer:
 
 
 
 
 
 
 
 Comprehensive Benefits Package:
 
 This includes market-leading medical insurance, group life and personal accident insurance, paid leave and leave airfare, employee preferential rates on loans and finance facilities, staff discounts and offers, and children education assistance (for certain job levels).
 
 
 
 Flexible and Remote Working Options
 
 : We understand the importance of work-life balance and offer flexible working arrangements, subject to eligibility and job requirements.
 
 
 
 Learning and Development Opportunities:
 
 We value and facilitate continuous learning and personal development, through a variety of exciting learning opportunities, such as structured instructor-led courses, a comprehensive e-Learning catalog, on-the-job training and professional development programs.
 
 
 
 
 
 
 
 
 At ADCB, we are dedicated to creating a respectful, caring and disciplined work environment that aligns with your career ambitions.
 
</div>

Executive Manager - Customer Service Channel Enablement

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