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>

Manager - People & Organisation

State of New Mexico

Posting Details
 
Interviews are anticipated to be conducted within two weeks of closing date.
 
Department Name: Administrative Services Division
 Program Area: Human Resources
 
Looking for a rewarding career and growth opportunity? The New Mexico Environment Department (NMED) is seeking highly engaged talent to assist us in our mission to protect and restore the environment and foster a healthy and prosperous New Mexico for present and future generations. Come be a part of our great team for change! Learn more at: https://www.env.nm.gov/
 
As a valued new employee to the NMED, you will receive five (5) full days of leave in your leave balances right from your start date.
 Why does the job exist?
 
The Senior Manager, Program Manager Deputy Director for Human Resources (HR) and Health and Safety position exists to provide centralized, senior-level leadership and accountability for NMED's human resources functions in a complex, highly regulated environment. As the Department's workforce grows and evolves, this role ensures that
 recruitment, employee relations, and workforce planning activities are coordinated, compliant, timely, and aligned with NMED's operational and strategic priorities. The position serves as the nexus between executive leadership, program divisions, and statewide oversight entities, translating policy and data into actionable workforce solutions, reducing organizational risk, and strengthening the
 Department's ability to attract, retain, and support a high-performing workforce essential to carrying out NMED's mission.
 How does it get done?
 
Plan, organize, and direct the work of the Human Resources Bureau, ensuring alignment with NMED priorities and statewide HR directives. Establishes bureau goals, performance measures, workflows, and internal controls to ensure effective service delivery. Provides senior-level guidance to executive leadership on complex HR issues and workforce strategy.
 <ul>
<li>Rapid Hire and Recruitment Operations: lead NMED's Rapid Hire strategy, including planning, coordination, and execution of high-volume recruitment events, oversee end-to-end recruitment processes to reduce time-to-fill and improve candidate experience while maintaining compliance with State Personnel Office (SPO) rules, partner with division leadership to identify critical staffing needs and develop targeted recruitment solutions and monitor recruitment metrics and outcomes to evaluate effectiveness and recommend continuous improvements.</li>
<li>Employee Relations and Performance Management: oversee employee relations functions, including disciplinary actions, investigations, grievances, and corrective action processes, provide expert guidance to managers and supervisors on employee conduct, performance issues, and conflict resolution, ensure consistent, equitable, and legally compliant application of HR policies and procedures to include supporting agency-wide performance evaluation processes and supervisor training.</li>
<li>Workforce Analytics and Strategic Planning: develop and oversee workforce analytics and reporting to inform leadership decision-making, analyze vacancy trends, turnover, time-to-hire, classification data, and workforce demographics, prepare workforce reports and dashboards for executive leadership, oversight entities, and legislative inquiries and use data to support position management, organizational design, and workforce planning initiatives.</li>
<li>Heath and Safety: oversee the health and safety of NMED staff (including Workers' Compensation claims) and manages NMED Health and Safety staff.</li>
<li>Compliance and Policy Oversight: ensure HR programs comply with the State Personnel Act, SPO rules, and applicable state and federal employment laws, interpret and implement statewide HR initiatives, policies, and guidance, as well as oversee HR audits, corrective actions, and documentation requirements.</li>
<li>Collaboration and Stakeholder Engagement: serve as NMED's primary liaison with the SPO and other oversight agencies on HR matters, represent the agency on inter-agency work-groups and HR initiatives to include communicate clearly and effectively with leadership, managers, employees, and apparent applicants.</li>
<li>Supervision Exercised: direct supervision of Human Resources Bureau managers, supervisors, and professional staff and provide leadership, coaching, and performance evaluations.</li>
</ul>
Who are the customers?
 
<ul>
<li>New Mexicans to protect and restore the environment</li>
<li>Occasional contact with external Federal, State and Local regulatory bodies as well as contractors and environmental not for profit organizations</li>
<li>Internal staff</li>
</ul>
Ideal Candidate
 
<ul>
<li>New Mexicans to protect and restore the environment</li>
<li>Occasional contact with external Federal, State and Local regulatory bodies as well as contractors and environmental not for profit organizations</li>
<li>Internal staff</li>
</ul>
Minimum Qualification
 
Bachelor's Degree in a relevant field of study from an accredited college or university and ten (10) years of professional level experience with a tactical impact directly related to the purpose of the position defined by the agency at the time of recruitment. Any combination of education from an accredited college or university in a related field and/or direct experience in this occupation totaling fourteen (14) years may substitute for the required education and experience.
 Employment Requirements
 
Must possess and maintain a valid New Mexico Driver's License. Must possess and maintain a current Defensive Driving Course certificate from the State of New Mexico or must pass and receive a Defensive Driving Course certificate as a condition of continued employment.
 Working Conditions
 
Work is performed in an office setting with exposure to Visual/Video Display Terminal (VDT) and extensive personal computer and phone usage. Some sitting, standing, bending and reaching may be required. Travel will be required.
 Supplemental Information
 
Do you know what Total Compensation is? Click here
 
Agency Contact Information: Heather Benavidez (505) 795-2173 or Email
 
For information on Statutory Requirements for this position, click the Classification Description link on the job advertisement.
 
For more information on how to apply, please check out the Application Guide: link
 Bargaining Unit Position
 
This position is not covered by a collective bargaining unit.

Deputy ASD Division Director, HR and Health and Safety (NMED #10114642)

the LEGO Group

<div>
 
 Job Description
 
 
 
 Join us as we are seeking a Talent Acquisition Manager in our new Richmond Manufacturing location to lead our team to success! In this position, you will organize talent akin to LEGO bricks, guaranteeing the formation of a resilient and diverse team ready to tackle any challenge. This will foster a vibrant and collaborative work environment where everyone can thrive!
 
 
 
 Please note The internal title will be Talent Acquisition Manager, and the internal level will be Individual Contributor.
 
 
 
 There is no relocation budget for this position
 
 
 
 
 Core Responsibilities
 
 
 
 
 Strategic Workforce &amp; Capacity Planning
 
 
 
 <ul>
 
 
 <li>
 Forecast and model hourly hiring demand based on business growth, seasonal trends, and attrition.
 </li>
 <li>
 Translate demand forecasts into recruiter workload plans, ensuring balanced distribution across the team.
 </li>
 <li>
 Monitor progress against hiring targets and adjust allocation in real-time.
 
 
 
 
 </li>
 </ul>
 
 Recruitment Operations &amp; Delivery
 
 
 
 <ul>
 
 
 <li>
 Oversee day-to-day workflow management for hourly recruiting teams.
 </li>
 <li>
 Implement and lead scheduling, requisition prioritization, and Service Level Agreement adherence.
 </li>
 <li>
 Track time-to-fill, funnel metrics, and recruiter productivity to identify areas of improvement.
 </li>
 <li>
 Partner with Salaried recruitment manager on employer branding activities such as talent pipelining to ensure adequate candidate pipelines for critical roles.
 </li>
 <li>
 Oversee and coordinate onboarding for hourly employees.
 </li>
 <li>
 Co-own the temporary hiring process, facilitating the conversion of temporary workers to full-time employees based on performance and business needs.
 </li>
 <li>
 Own full end to end recruitment lifecycle for hourly production roles (talent attraction, recruiting, screening, and interviewing candidates) in a fast-paced &amp; complex environment.
 
 
 
 
 </li>
 </ul>
 
 Stakeholder Management
 
 
 
 <ul>
 
 
 <li>
 Act as the liaison between business leaders, HR, and recruitment to align hiring priorities.
 </li>
 <li>
 Provide regular reporting and insights on hiring progress, recruiter capacity, and risks to delivery.
 </li>
 <li>
 Manage escalation of high-priority requisitions and ensure timely resolution.
 
 
 
 
 </li>
 </ul>
 
 Process Improvement &amp; Innovation
 
 
 
 <ul>
 
 
 <li>
 Develop and improve standardized processes, tools, and playbooks for high-volume hourly hiring.
 </li>
 <li>
 Leverage technology and automation to reduce manual workload and improve recruiter efficiency.
 </li>
 <li>
 Champion best practices in candidate experience and recruiter engagement.
 
 
 
 
 </li>
 </ul>
 
 Team Enablement
 
 
 
 <ul>
 
 
 <li>
 Provide coaching, guidance, and workload prioritization support to recruiters.
 </li>
 <li>
 Lead capacity planning meetings and maintain visibility of resource allocation.
 </li>
 <li>
 Support recruiter onboarding, training, and continuous development on tools and process.
 
 
 
 
 </li>
 </ul>
 
 Do your part in our team succeeding
 
 
 
 The Talent Acquisition Manager reports to the Head of People Partnering and is accountable for maintaining effective workforce planning, employer branding, recruitment operations, onboarding, and candidate flow for extensive hourly recruitment needs. This role will serve as the central point of coordination for demand forecasting, recruiter workload management, and process efficiency across the hourly talent acquisition team. The lead will partner with Operations Leadership, Planning and People Partners to balance hiring demand with recruiting capacity, ensuring timely fulfillment of staffing needs to support business continuity and growth. In this role you will also carry hands-on recruiting responsibilities.
 
 
 
 Do you have what it takes?
 
 
 
 <ul>
 
 
 <li>
 Experience leading recruiter workflow management or capacity planning processes.
 </li>
 <li>
 Proven ability to manage multiple priorities in fast-paced, high-growth environments.
 </li>
 <li>
 Preferred experience in manufacturing recruitment and/or high-volume recruitment strategy &amp; support.
 </li>
 <li>
 Excellent communication and stakeholder management skills.
 </li>
 <li>
 Bachelor&rsquo;s degree in human resources, Business Administration, Finance or related field preferred
 
 
 
 
 </li>
 </ul>
 
 Hybrid
 
 
 working
 
 
 model
 
 
 
 Our workplace enables our LEGO&reg; colleagues to be and do their best at work. Introducing a flexible way of working is a great example of how we live up to our ambition. These 3 days in the office hybrid model will exemplify our People Promise by embracing the different life situations of our colleagues.
 
 
 
 Compensation
 
 
 
 The salary for this position has a range of $111,887.00 - $167,831.00 based on anticipated responsibilities, market benchmarks, and organizational constraints. The LEGO Group carefully considers a wide range of compensation factors, including but not limited to prior experience, skills, expertise, location, internal equity, and other considerations permitted by law. The comprehensive remuneration details, inclusive of benefits, will be communicated upon finalisation of the employment offer.
 
 
 Applications are reviewed on an ongoing basis. However, please note we do amend or withdraw our jobs and reserve the right to do so at any time, including prior to any advertised closing date. So, if you're interested in this role we encourage you to apply as soon as possible.
 
 
 
 What&rsquo;s in it for you?
 
 
 
 Here are some of what to expect
 
 
 
 Family
 
 
 Care
 
 
 Leave &ndash;
 
 We offer enhanced paid leave options for those important times.
 
 
 
 Insurances &ndash;
 
 All colleagues are covered by our life and disability insurance which provides protection and peace of mind.
 
 
 
 Wellbeing
 
 &ndash; We want you to be your best self, so you&rsquo;ll have access to the Headspace App and lots of wellbeing initiatives and programs run by local teams where you are based
 
 
 
 Colleague
 
 
 Discount
 
 &ndash; We know you'll love to build so from day 1 you will qualify for our generous colleague discount.
 
 
 
 Bonus
 
 &ndash; We do our best work to succeed together. When goals are reached and if eligible, you'll be rewarded through our bonus scheme
 
 
 
 Your workplace &ndash;
 
 When you join the team you'll be assigned a primary workplace location i.e. one of our Offices, stores or factories. Our hybrid work policy means an average of 3 days per week in the office. The hiring team will discuss the policy and role eligibility with you during the recruitment process.
 
 
 We strive to create a diverse, dynamic and inclusive culture of play at the LEGO Group, where everyone feels safe, valued and they belong.
 
 
 The LEGO Group is highly committed to equal employment opportunity and equal pay and seeks to encourage applicants from all backgrounds (eg. sex, gender identity or expression, race/ethnicity, national origin, sexual orientation, disability, age, religion and Veteran status) to apply for roles in our team.
 
 
 We support our employees in being there for the moments that matter in life and celebrate families of all kinds, the loved ones that make us who we are. Being part of the LEGO Group also means taking part in our annual Play Day, playing a part in building a sustainable future and continuing our mission to &ldquo;inspire and develop the builders of tomorrow.&rdquo;
 
 
 The LEGO Group is fully committed to Children&rsquo;s Rights and Child Wellbeing across the globe. Candidates offered positions with high engagement with children are required to take part in Child Safeguarding Background Screening, as a condition of the offer.
 
 
 Thank you for sharing our global commitment to Children&rsquo;s Rights.
 
 
 We conduct drug screening as a part of our drug free workplace policy and in support of our commitment to the health and safety of our employees.
 
 
 Online Application Accessibility Statement; which is intended for people with disabilities - LEGO systems endeavors to make www.LEGO.com/jobs accessible to any and all users. If you would like to contact us regarding the accessibility of our web site or need assistance completing the application process, please contact the HR Service Desk at 1.860-763-7777, option #3. Please note, these communication channels should be used for those having difficulty accessing our on-line channels, not to inquire about job opportunities.
 
 
 Just imagine building your dream career.
 
 
 Then make it real.
 
 
 
 Join the LEGO&reg; team today.
 
 
 
</div>

Talent Acquisition Manager - Hourly Manufacturing

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

AstraZeneca

<div>
 
 About Astrazeneca
 
 
 
 AstraZeneca is a global, science-led, patient-focused biopharmaceutical company that focuses on the discovery, development, and commercialisation of prescription medicines for some of the world&rsquo;s most serious diseases. But we&rsquo;re more than one of the world&rsquo;s leading pharmaceutical companies.
 
 
 Join a high-performing team, empowered to cut through the noise and drive real change. Our agility and pace, coupled with scientific focus, powers us to spot opportunities in the market that keep us moving forward and into new spaces.
 
 
 
 Site Description
 
 
 
 
 
 AstraZeneca is experiencing a significant transformation in the Kingdom of Saudi Arabia, driven by a commitment to advancing healthcare, innovation, and sustainable growth. Building on our global legacy, AZ KSA is rapidly evolving its operations to better serve patients, collaborate with healthcare stakeholders, and contribute to the ambitious goals outlined in the Saudi Vision 2030. We are investing in talent, digital solutions, and new ways of working; all designed to enhance our impact on patient outcomes and reinforce our leadership in therapeutic areas. This dynamic environment calls for visionary, agile professionals who thrive in change and are motivated to help shape the future of healthcare in KSA.
 
 
 
 
 
 Role Summary
 
 
 
 The Head of Talent Managment a member of the HR Leadership Team in Saudi Arabia, responsible for developing and executing a transformative talent management strategy that aligns with the organization&rsquo;s goals and the ambitions of Saudi Vision 2030. This role oversees all aspects of talent strategy, workforce planning, talent acquisition, employer branding, and digitalization. Additionally, serves as a pivotal partner to business leaders and external stakeholders, positioning the organization as an employer of choice and a leader in the transforming healthcare in Saudi Arabia.
 
 
 
 What You&rsquo;ll Do
 
 
 
 
 Talent Strategy:
 
 
 
 Design, implement, and continuously enhance a comprehensive talent management strategy tailored to the pharmaceutical industry, ensuring full alignment with HR and overall business objectives.
 
 
 
 Succession Planning
 
 
 
 Lead the development, implementation, and regular review of robust succession planning processes for critical roles across the organization. Identify and assess high-potential talent, work with business leaders and partner with Head of Learning &amp; Development to create individualized development plans, and ensure a strong internal pipeline to support business continuity and future leadership needs.
 
 
 
 Workforce Planning
 
 
 
 Lead workforce planning initiatives to proactively anticipate organizational needs and manage talent pipelines, with particular emphasis on achieving nationalization goals and regulatory requirements.
 
 
 
 Talent Acquisition
 
 
 
 Oversee end-to-end talent acquisition across all departments and career levels, focusing on delivering an exceptional candidate experience. Ensure full implementation of current government recruitment mandates and best practices.
 
 
 
 Employer Branding
 
 
 
 Develop and promote a compelling employer value proposition strategy to attract top Saudi nationals and expatriate talent, while ensuring strict compliance with local labor laws.
 
 
 
 University Relations &amp; Early Talent Pipelines
 
 
 
 Establish and manage strategic partnerships with leading Saudi universities and institutes. Champion internship and cooperative (Co-op) programs, graduate trainee programs, and Tamheer initiatives to cultivate an early-career Saudi talent pipeline that supports the company&rsquo;s long-term talent needs.
 
 
 
 Digitalization
 
 
 
 Lead the digital transformation of talent acquisition processes and platforms to improve efficiency, enable data-driven decision-making, and increase candidate engagement.
 
 
 
 Diversity, Equity, &amp; Inclusion (DEI)
 
 
 
 Integrate DEI initiatives into the overall talent strategy, with a strong emphasis on gender diversity, expanding opportunities for women, and advancing nationalization objectives.
 
 
 
 Talent Analytics &amp; Reporting
 
 
 
 Leverage advanced HR analytics to monitor key talent metrics&mdash;such as attrition, internal mobility, and nationalization rates&mdash;and provide evidence-based decision support to local and global/regional HR leaders.
 
 
 
 Compliance &amp; Risk Management
 
 
 
 Ensure all talent management practices are fully compliant with Saudi labor law, nationalization requirements, and internal company policies. Proactively identify and mitigate risks related to workforce planning and talent pipelines.
 
 
 
 Stakeholder Management
 
 
 
 Serve as a strategic partner to business leaders, government stakeholders (e.g., MHRSD, HRDF, MOH), and external partners to advance the company&rsquo;s talent agenda and support local policy initiatives.
 
 
 
 Essential For The Role
 
 
 
 AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be.
 
 
 
 Essential Capabilities
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field; a Master&rsquo;s degree or professional HR certification is preferred.
 </li>
 <li>
 Preferred minimum of 10 years&rsquo; HR experience, with at least 5 years in a talent management/acquisition or HR business partner/generalist role, ideally within multinational companies in the pharmaceutical, healthcare, FMCG, or related industries.
 </li>
 <li>
 Demonstrated knowledge of Saudi labor law, national recruitment mandates, and regulatory trends.
 </li>
 <li>
 Proven track record in partnering with Saudi universities and successfully launching early talent programs.
 </li>
 <li>
 Experience in designing and implementing succession planning and talent community strategies.
 </li>
 <li>
 Effective at building relationships with diverse stakeholder groups, including regulators, industry bodies, and executive leadership.
 </li>
 <li>
 Fluent in both Arabic and English, with outstanding interpersonal, negotiation, and communication skills.
 </li>
 <li>
 Strong proficiency in project management, data analytics, and digital HR systems.
 </li>
 <li>
 Saudi National
 
 
 </li>
 </ul>
 
 Why AstraZeneca?
 
 
 
 At AstraZeneca we&rsquo;re dedicated to being a Great Place to Work. Where you are empowered to push the boundaries of science and unleash your entrepreneurial spirit. There&rsquo;s no better place to make a difference to medicine, patients, and society. An inclusive culture that champions diversity and collaboration, and always committed to lifelong learning, growth, and development. We&rsquo;re on an exciting journey to pioneer the future of healthcare.
 
 
 
 So, what&rsquo;s next?
 
 
 
 <ul>
 <li>
 Are you already imagining yourself joining our team? Good, because we can&rsquo;t wait to hear from you.
 </li>
 <li>
 Are you ready to bring new ideas and fresh thinking to the table? Brilliant! We have one seat available, and we hope it&rsquo;s yours.
 
 
 </li>
 </ul>
 
 Where can I find out more?
 
 
 
 Our Social Media, Follow AstraZeneca on LinkedIn
 
 
 Follow AstraZeneca on Facebook
 
 
 Follow AstraZeneca on Instagram
 
 
 
 Date Posted
 
 
 
 11-Dec-2025
 
 
 
 Closing Date
 
 
 
 24-Dec-2025
 
 
 AstraZeneca embraces diversity and equality of opportunity. We are committed to building an inclusive and diverse team representing all backgrounds, with as wide a range of perspectives as possible, and harnessing industry-leading skills. We believe that the more inclusive we are, the better our work will be. We welcome and consider applications to join our team from all qualified candidates, regardless of their characteristics. We comply with all applicable laws and regulations on non-discrimination in employment (and recruitment), as well as work authorization and employment eligibility verification requirements.
</div>

Head of Talent Management

<div>Join Teleperformance &ndash; Where Excellence Meets Opportunity!
Teleperformance is a leading provider of customer experience management, offering premier omnichannel support to top global companies. Our diverse service locations, including on-site and work-at-home programs, ensure flexibility and broad reach.
Why Choose Teleperformance?
We emphasize the importance of our employees, fostering enduring relationships within our teams and communities. Our dedication to employee satisfaction distinguishes us.
Utilize advanced support technologies and processes engineered to achieve outstanding results.
We cultivate lasting client relationships and make positive contributions to our local communities.
Become Part of an Exceptional Team!
Join Teleperformance, where our world-class workforce and innovative solutions drive success. Experience a workplace that values your development, supports your goals, and celebrates your accomplishments.
Job Description
Oversees and has full responsibility over all operational support aspects of the contact center. Must facilitate and monitor all workforce planning issues, including staffing, scheduling and forecasting systems, and policy and procedure. May monitor the implementation and execution of all training programs across the contact center. Oversees all aspects of contact center quality issues and support systems implementation and management. May be responsible for multiple contact centers. 
Positions on this level are fully proficient in executing established standards. Works independently within set frames and follows set course. Has a knowledge base typically acquired from a professional/university degree and approximately 1-2 years of practical professional experience in a particular area. Develops own knowledge, shares best practice and develops relevant/appropriate solutions. Positions at this level are expected to continuously improve the day-to-day activities/processes.
Can be a formal team leader of more junior co-workers and may set day-to-day operational objectives.
Be One of Our People: 
It is our mission to always provide an environment where our employees feel valued, inspired, and supported, so that they can bring their best selves to work every day. We believe that when employees are happy and healthy, they are more productive, creative, and engaged. We are committed to providing a workplace that is conducive to happiness and a healthy work-life balance. We also believe that to be our best selves, we need to be surrounded by people who are positive, supportive, and challenging. We are committed to creating a culture of inclusion and diversity, where everyone feels welcome and valued. Teleperformance is an Equal Opportunity Employer
Job Application Accommodation: 
If you have questions or need an accommodation for any disability during this application, please contact your local Teleperformance location for assistance.</div>

WFM Real Time Analyst I

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10000 workforce planning manager jobs NEAR_ME

Manager - People & Organisation

Deputy ASD Division Director, HR and Health and Safety (NMED #10114642)

Talent Acquisition Manager - Hourly Manufacturing

Senior Manager - Organization Development

Head of Talent Management

WFM Real Time Analyst I

WFM Real Time Analyst I