workforce planning manager

Emirates NBD

<div>The purpose of this role is to assess, analyze, manage, optimize and report the available capacity across these units at all times, planning on future capacity based on the forecasted demand, monitor and assess the capability and allocation of resources as per the required skills to existing and future teams / squads. All scope and activities pertain to third party contractual staff hired from agencies (unless clearly specified). This role will work closely with Procurement, HR, PMO, Finance and respective stakeholders in order to summarize, visualize, present and maintain resources data, as well as making appropriate recommendations for improvement. The person will also work closely with technology leadership, chapters and delivery teams to support forecasting, performance analysis, and strategic workforce planning. This is a team manager role; the person is responsible for managing team performance, day to day operations, set priorities based on management decisions and direction and resolve issues and challenges.
Key Responsibilities:
<ul><li>Partner with engineering and product leaders to understand hiring needs and define technical role requirements
</li><li>Screen resumes, conduct initial interviews, and assess technical and cultural fit of candidates.
</li><li>Coordinate technical assessments, code tests, and interview schedules with internal stakeholders.
</li><li>Provide a seamless and high-touch candidate experience from sourcing through offer stage.
</li><li>Maintain accurate records and data and recruitment dashboards
</li><li>Monitor recruiting metrics to evaluate effectiveness and recommend process improvements.
</li><li>Stay updated on industry trends, salary benchmarks, and tech stack shifts to advise hiring managers and influence recruiting strategies. Respond to queries from our third party providers (vendors) and internal stakeholders with regards to operations
</li><li>Apply analytical models to enhance forecasting accuracy and making appropriate recommendations for improvement.
</li><li>Develop and maintain workforce forecasts based on project timelines, historical data, and business priorities.
</li><li>Create and manage technology team schedules to ensure adequate coverage for operational and project-based activities.
</li><li>Monitor and analyze workforce performance metrics such as utilization, productivity, adherence, and capacity.
</li><li>Provide real-time and long-term resource planning insights to technology managers and stakeholders.
</li><li>Contribute to continuous improvement of WFM tools, processes, and practices in the tech environment.
</li><li>Analyze and evaluate workforce metrics to improve capacity planning and utilization.
</li><li>Gather data, root cause analysis and performance trending in order to identify appropriate process control changes.
</li><li>Distribute accurate daily, weekly, monthly updates of capacity target goals and metrics including empirical analysis.
</li></ul>Key Requirements:
<ul><li>10-15 years of experience in staffing, recruiting, workforce management, HR, talent acquisition. At least 5 years of team leadership and people management experience
</li><li>Experience in working with financial services or regulated industries, serving internal or external stakeholders
</li><li>Working with geographically distributed teams
</li><li>University degree, or equivalent work experience required and banking qualifications.
</li><li>Proficient in workforce management systems (e.g., Oracle HRMS).
</li><li>Strong MS Excel and data analysis skills; experience with dashboards is a plus.
</li><li>Ability to translate customer demand into capacity / staffing requirements.
</li><li>Alignment operations partners to optimize resource acquisition / utilization strategy.
</li><li>Understanding of project lifecycle management, agile resource planning and organization structures.
</li><li>Ability to work in highly ambiguous environments and build solutions that flex with the business needs and ultimately scale.
</li><li>Exceptional analytical skills, comfortable working with large amounts of data and communicating data findings, experience establishing and tracking program metrics.
</li><li>Work within various time constraints to meet critical business needs, while measuring and identifying activities performed and ensuring supply and demand requirements are always met.
</li></ul>#LI-AG1</div>

Manager - Workforce Management

Pure Health Supply Chain and Training Centre LLC

As part of PureHealth’s mission to advance healthcare excellence, the Assistant Manager – Organizational Development will play a pivotal role in shaping and strengthening the Group&#x27;s organizational capability. This role is responsible for designing, executing, and evaluating large-scale OD initiatives that enable scalability, transformation, and sustainability. The incumbent will partner closely with HR Business Partners and senior leaders to deliver enterprise-wide people solutions aligned with PureHealth’s long-term strategy and vision. Key ResponsibilitiesOrganization Structure & Operating Model<ul><li>Support the design, review, and optimization of organizational structures, reporting lines, and spans of control to enhance agility and efficiency.</li><li>Partner with business leaders to evaluate current operating models and propose redesigns that align with evolving strategy and market needs.</li></ul>Workforce Planning & Capability Alignment<ul><li>Contribute to workforce planning by analyzing future skill requirements, talent gaps, and workforce deployment.</li><li>Ensure organizational design decisions build long-term capability and business continuity.</li></ul>Organizational Diagnostics & Health<ul><li>Conduct organizational health assessments to identify strengths, risks, and areas for improvement.</li><li>Translate findings into actionable insights and OD interventions.</li></ul>Role Design & Job Architecture<ul><li>Support development and refinement of job descriptions, role clarity, and career pathways to drive consistency across the Group.</li><li>Collaborate with Compensation & Benefits to ensure alignment with grading structures and mobility frameworks.</li></ul>Change & Transformation Enablement<ul><li>Partner with HR and business leaders on large-scale reorganizations, mergers, and transformation initiatives.</li><li>Provide OD frameworks, roadmaps, and tools to enable smooth transitions and sustained performance.</li></ul>Process & Policy Alignment<ul><li>Integrate OD initiatives with HR processes and policies.</li><li>Standardize OD practices across PureHealth while allowing flexibility for entity-specific needs.</li></ul>Stakeholder Engagement & Advisory<ul><li>Act as an internal consultant, advising leaders on OD best practices and interventions.</li><li>Facilitate workshops and design sessions to co-create organizational solutions.</li></ul>Metrics & Impact Evaluation<ul><li>Define, track, and report success measures for OD initiatives.</li><li>Provide insights and recommendations to senior leadership to guide continuous improvement.</li></ul>Digital HR, Analytics & AI in OD<ul><li>Leverage HR technology, people analytics, and organizational network analysis to identify collaboration patterns and decision-making bottlenecks.</li><li>Apply AI-powered modelling for spans & layers, workforce planning, and large-scale reorganizations.</li><li>Develop visualization dashboards for real-time OD metrics, supporting evidence-based decision-making.</li></ul>Governance & Standardization<ul><li>Develop frameworks, toolkits, and playbooks for OD interventions to ensure consistency across regions and entities.</li><li>Act as custodian of PureHealth’s organizational effectiveness methodologies and standards.</li></ul>External Benchmarking & Innovation<ul><li>Monitor OD and organizational effectiveness trends, benchmarks, and best practices.</li><li>Recommend adoption of innovative approaches to maintain PureHealth’s competitiveness.</li></ul>

Assistant Manager - Organizational Development

Qiddiya Investment Company

<div>Qiddiya is Saudi Arabia&rsquo;s future capital of entertainment, sports, and culture &mdash; a 360 km&sup2; mega-project just outside Riyadh. From F1-grade racetracks and theme parks to stadiums and performance venues, we&rsquo;re creating a destination like no other. This is more than a project, it&rsquo;s a national transformation. As construction accelerates, we&rsquo;re hiring ambitious talent to help shape it. If you&rsquo;re driven by scale, impact, and the chance to build something iconic from the ground up, Qiddiya is calling for you.
Role Summary:
The Senior Manager &ndash; People Initiatives plays a key role in enhancing the strategic and operational effectiveness of the Transport function. This role ensures cross-functional coordination across HR, Finance, Facilities, and Delivery Partners to enable a high-performing, aligned team environment. 
Reporting to the Director of Strategy, this role plays a critical role in partnering with HR to shape and deliver initiatives that enhance employee engagement, team effectiveness, culture, and talent development across the function.
While the role has no direct reports, it requires exceptional stakeholder management, influence, and project leadership to deliver cross-functional outcomes that align with our strategic priorities. The ideal candidate is a strong communicator, proactive organiser, and data-driven problem solver capable of navigating complex team dynamics and priorities.
Key Responsibilities:
<ul><li>Design and maintain the TBU transport team org charts and lead the development of the long-term strategic workforce plan.</li>
<li>Act as the primary interface with Delivery Partners to scope, review, and align on staffing requirements, onboarding processes, costings and resource planning.</li>
<li>Lead the development and implementation of strategic talent partnerships with external organizations (e.g., Riyadh Metro, universities, training centers) to future-proof the TBU&rsquo;s capabilities.</li>
<li>Oversee the creation and maintenance of new starter onboarding materials in alignment with BU strategy, values, and operational objectives.</li>
<li>Lead the design and delivery of learning and development programs tailored to the unique technical, operational, and leadership needs of transport professionals.</li>
<li>Benchmark leading global practices in transport workforce development and apply insights to Qiddiya&rsquo;s TBU roadmap.</li>
<li>Collaborate with QIC HR and leadership teams to embed a culture of learning, growth, and high performance.</li>
<li>Support the planning and delivery of strategic BU events, such as capability showcases, townhalls, induction days, or cross-functional offsites.</li>
<li>Provide thought leadership to the Associate Director &ndash; Strategy on talent strategy, capability gaps, and workforce trends in the transport sector.</li>
</ul>
Requirements
Qualifications:<ul>
<li>
Bachelor&rsquo;s degree in human resources, Commerce, Business Administration, Strategy, or related field &middot;
</li><li>Master&rsquo;s degree preferred in Organizational Development, Public Policy, or Transport Leadership.</li>
</ul>
Experience:<ul>
<li>
10+ years of professional experience, with at least 4 years in workforce planning, strategy, or talent operations.</li>
<li>Prior experience working in infrastructure, transport, or government-linked organizations is highly desirable.</li>
<li>Demonstrated success managing cross-functional stakeholder relationships in a matrix or partnership environment</li></ul></div>

Senior Manager - People Initiatives (CDU3) - 20005451

DP World

<div>
 
 
 Job Purpose:
 
 
 
 
 
 
 This role is responsible for developing organizational structures, policies, and workforce planning frameworks. It leads talent management initiatives including succession planning and leadership development. The role ensures alignment between HR strategies and business goals to build a high-performing workforce.
 
 
 
 
 
 
 Organizational Development:
 
 
 
 
 
 <ol>
 <li>
 Develop and maintain HR policies, procedures, and internal controls covering all HR functions to ensure full compliance with regulatory and organizational requirements.
 </li>
 <li>
 Regularly review and update HR policies and procedures to ensure alignment with government regulations and evolving organizational needs.
 </li>
 <li>
 Develop and maintain accurate job descriptions based on international best practices, ensuring clarity in role responsibilities and alignment with current organizational goals.
 </li>
 <li>
 Conduct job evaluations using a systematic method such as the Hay Guide Chart-Profile to determine the relative value of roles within the organization.
 </li>
 <li>
 Develop and maintain workforce planning models, monitor monthly headcount vs. plan, and provide proactive recommendations to address any variances or gaps.
 </li>
 <li>
 Execute internal promotions and transfers based on approved structures, qualifications, performance appraisals, and financial impact, ensuring updates are reflected in the HR system.
 </li>
 </ol>
 
 
 
 
 
 Talent Management:
 
 
 
 
 
 <ol>
 <li>
 Develop and implement short- and long-term workforce and succession plans for key positions, ensuring they are aligned with business strategy and updated annually.
 </li>
 <li>
 Oversee the execution of talent development initiatives including career pathing and succession planning, ensuring compliance with best practices.
 </li>
 <li>
 Design and implement targeted development programs for key talent, high-potential employees, and future leaders to support long-term organizational growth and retention.
 </li>
 <li>
 Supervise the design and execution of programs aimed at retaining and developing high-performing employees and successors for critical roles.
 </li>
 </ol>
 
 
 
 
 
 Qualifications, Experience and Skills:
 
 
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in business administration, Human Resources Management, Business Management
 </li>
 <li>
 Minimum of 5 years of experience in OD, Talent &amp; Performance Management or L&amp; D function
 </li>
 <li>
 Effective time management and Teamwork
 </li>
 <li>
 Strong presentation skills
 </li>
 <li>
 Strong problem-solving and critical thinking skills.
 </li>
 <li>
 Computer operating skills
 </li>
 <li>
 Good communications skills
 </li>
 <li>
 Fluent in English (written and spoken)
 </li>
 </ul>
 
 
</div>

Senior Officer – Organizational Development

Client of Michael Page

<div> <div> <ul> <li>Define and lead the Emiratisation strategy across all business units</li> <li>Partner with executive leadership to embed national talent priorities into workforce planning</li> <li>Build strategic relationships with government entities, educational institutions, and industry partners</li> <li>Oversee the design and implementation of career development, mentorship, and succession planning programs for UAE Nationals</li> <li>Monitor Emiratisation KPIs and ensure alignment with regulatory frameworks and internal goals</li> <li>Champion a culture of inclusion, growth, and leadership for Emirati employees</li> <li>Influence policy, drive change, and ensure the bank remains a leader in national workforce development</li> </ul> </div> </div>

UAE National - Emiratisation Head

Dow Jones

<div>About the Team:
The Organizational Development team plays a critical role in shaping the organization's effectiveness strategy for Dow Jones through advanced organizational design consultation and strategic change management.
About the Role
The Senior Manager, Organizational Development (OD) plays a critical role in shaping the organization's effectiveness strategy for Dow Jones through advanced organizational design consultation and strategic change management. This People Team subject matter expert serves as a trusted advisor to People Business Partners and senior leaders in initiatives pertaining to organizational health, culture integration, workforce planning, and capability building, while supporting the evolution of our Change Management Center of Excellence (COE). Working within the Organizational Development team, you will also build enterprise practices that improve how teams of the future work together in order to foster a high performance culture. You combine strategic consulting skills with hands-on experience in complex organizational design, change management, team effectiveness, and strategic workforce planning.
You Will:
<ul><li>Partner closely with the broader Talent Management &amp; Development team to design, develop, and implement an integrated Talent strategy, ensuring the focus is on the high impact programs and initiatives that support Dow Jones corporate strategy and goals.</li>
<li>Lead complex organizational design and operating model projects to align structure, capabilities, and ways of working with business strategy.</li>
<li>Partner with executives and functional leaders to assess organizational effectiveness and design future-ready teams.</li>
<li>Provide strategic consulting on capability building, workforce planning, and role architecture to enable scalable growth.</li>
<li>Apply data-driven insights, scenario modeling, and diagnostic tools to inform design recommendations.</li>
<li>Design and facilitate interventions that enhance team effectiveness, collaboration, and decision-making at the leadership and enterprise level.</li>
<li>Partner with cross-functional teams to drive culture integration initiatives post-merger, restructuring, or transformation.</li>
<li>Develop frameworks and measures for organizational health.</li>
<li>Establish and support the Change Management Center of Excellence (COE) to standardize methodologies, tools, and metrics for enterprise change initiatives.</li>
<li>Build organizational change capability by coaching leaders and equipping project teams with effective change management strategies.</li>
<li>Serve as an internal OD consultant to senior leaders on strategic initiatives such as transformation, restructuring, and digital enablement.</li>
<li>Monitor external trends and emerging practices in OD, organizational design, and change leadership to inform strategy, recommendations, and OD continuous improvement efforts.</li>
</ul>You Have:
<ul><li>The willingness to work in our midtown Manhattan office 3 days every week.</li>
<li>A Bachelor's and/or Master's degree in Organizational Development, Industrial/Organizational Psychology, HR, or related field preferred, or equivalent education, or experience preferred.</li>
<li>10+ years of progressive experience in Organizational Development, with demonstrated expertise in organizational design, change management, and leadership consulting.</li>
<li>A strong understanding of organizational development, design methodologies, strategic workforce planning, and change management best practices with experience translating these into practical application.</li>
<li>Experience building scalable organizational models to support business growth.</li>
<li>Experience designing, developing, and delivering large-scale, cross-departmental programs and/or strategic change initiatives, culture transformation.</li>
<li>Experience collecting, assimilating, and analyzing data, then using the insights to take action.</li>
<li>Experience managing projects/programs in an internal or external consulting role is preferred.</li>
<li>Strong communication, presentation/facilitation, and interpersonal skills including the ability to interact at all levels in the organization.</li>
<li>Strong consultative, facilitation, and diagnostic skills.</li>
<li>Experience in M&amp;A organizational design and integration is preferred, but not required.</li>
</ul>Our Benefits
<ul><li>Comprehensive Healthcare Plans</li>
<li>Paid Time Off</li>
<li>Retirement Plans</li>
<li>Comprehensive Medical, Dental and Vision Insurance Plans</li>
<li>Education Benefits</li>
<li>Paid Maternity and Paternity Leave</li>
<li>Family Care Benefits</li>
<li>Commuter Transit Program</li>
<li>Subscription Discounts</li>
<li>Employee Referral Program</li>
</ul>\#LI-Hybrid
Reasonable accommodation: Dow Jones, Making Careers Newsworthy - We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. EEO/Disabled/Vets. Dow Jones is committed to providing reasonable accommodation for qualified individuals with disabilities, in our job application and/or interview process. If you need assistance or accommodation in completing your application, due to a disability, email us at talentresourceteam@dowjones.com. Please put &quot;Reasonable Accommodation&quot; in the subject line and provide a brief description of the type of assistance you need. This inbox will not be monitored for application status updates.
Business Area: Dow Jones - People
Job Category: Human Resources
Union Status:
Non-Union role
Pay Range: $145,000 - $165,000
We recognize that attracting the best talent is key to our strategy and success as a company.As a result, we aim for flexibility in structuring competitive compensation offers to ensure we are able to attract the best candidates.The quoted salary range represents our good faith estimate as to what our ideal candidates are likely to expect, and we tailor our offers within the range based on the selected candidate's experience, industry knowledge, location, technical and communication skills, and other factors that may prove relevant during the interview process.
Pay-for-performance is a key element in our strategy to attract, engage, and motivate talented people to do their best work. Similarly to salary, for bonus eligible roles, targets are set based on a variety of factors including competitive market practice.
For benefits eligible roles, in addition to cash compensation, the company provides a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, and other benefits, including &quot;elective&quot; benefits employees may select to best fit the needs and personal situations of our diverse workforce..
Since 1882, Dow Jones has been finding new ways to bring information to the world&rsquo;s top business entities. Beginning as a niche news agency in an obscure Wall Street basement, Dow Jones has grown to be a worldwide news and information powerhouse, with prestigious brands including The Wall Street Journal, Dow Jones Newswires, Factiva, Barron&rsquo;s, MarketWatch and Financial News.
This longevity and success is due to a relentless pursuit of accuracy, depth and innovation, enhanced by the wisdom of past experience and a solid grasp on the future ahead. More than its individual brands, Dow Jones is a modern gateway to intelligence, with innovative technology, advanced data feeds, integrated solutions, expert research, award-winning journalism and customizable apps and delivery systems to bring the information that matters most to customers, when and where they need it, every day.
Req ID: 50038</div>

Senior Manager, Organizational Development

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

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