2669 Employee Development jobs in Dubai

Talent and Culture Coordinator Role

We are seeking a highly organized and detail-oriented individual to join our team as a Talent and Culture Coordinator. In this role, you will be responsible for providing administrative support to the Talent and Culture department, including calendar management, correspondence, and data entry.

Main Responsibilities:

• Manage calendars and organize meetings according to leadership priorities.
• Assist with personal tasks such as managing appointments, organizing documents, and handling correspondence.
• Provide administrative support including drafting, proofreading, preparing presentations, note-taking, conducting research, and executing special projects.

Benefits:

• Employee benefit card offering discounted rates worldwide.
• Learning programs through our Academies.
• Opportunity to develop your talent and grow within your property and across the world.
• Ability to make a difference through our Corporate Social Responsibility activities like Planet 21.

Requirements:

• Consistently offer professional, friendly, and engaging service.
• Assist in the day-to-day operation of the Talent and Culture department.
• Provide all office administration duties such as written correspondence, mail, photocopying, and ordering office supplies.
• Receive internal and external calls and in-person visitors to the department, answer inquiries as needed, schedule appointments, direct calls to team members, and follow up with messages.
• Complete reference and background checks, make job offers, and process all new hire paperwork as required.
• Handle incoming and outgoing mail.
• Coordinate and support all units regarding Pension, Medical, or other assistance they may require.
• Update and ensure bulletin boards are clean and attractive to read.
• Maintain accurate and confidential filing systems for correspondence, policies, standards, regulations, and other office matters.
• Manage accurate and efficient personnel filing system.
• Prepare colleagues' ID and name badges.
• Prepare all letter correspondence for colleagues.
• Maintain colleagues' information using the current system, update it by completing new hire Employee Action forms, create new employee files, and review files for accuracy.
• Coordinate with department admin assistants and coordinators to verify attendance information.
• Assist colleagues with document requirements.
• Book onboarding flights for new executives and expatriates.
• Liaise with payroll for effective and timely administration.
• Complete hotel and Corporate T&C related reports and submissions promptly.
• Manage all aspects of the exit procedure for departing colleagues, including visa cancellations, document requirements, and flights if applicable.
• Manage locker availability for all colleagues.
• Prepare new colleague orientation documents as needed.
• Assist with and support colleague events.
• Follow departmental policies and safety policies.
• Perform other duties as assigned.

Join to apply for the Senior Manager - Talent Development role at Majid Al Futtaim

Join to apply for the Senior Manager - Talent Development role at Majid Al Futtaim

JOB TITLE
Talent Development Senior Manager | Holding | P&O
Role Summary
The Senior Manager, Talent Development, will play a pivotal role in driving talent strategy by designing and executing initiatives that ensure impactful development for key talent. Anchored in the Talent to Value methodology, this role will manage processes and special projects centred around identifying, developing, moving, and placing key talent into roles most critical to achieving business strategy and success.
This role requires a strategic, hands-on, and analytical approach. Collaborating closely with business leaders, HR teams, GS, and HCDX, the Senior Manager will embed best practices in talent identification, development, mobility, and succession, ensuring these processes are digitized, codified, and standardized across operating companies (opcos). The role demands strong stakeholder engagement, requiring direct interaction with key talents, influencing senior decision-makers, and empowering opcos to effectively implement centralized Talent frameworks.
Role Profile
Talent Development Strategy and Frameworks

• Research and benchmark industry best practices to design and continuously refine talent development frameworks.
• Develop and codify policies, guidelines, and processes for succession planning, talent development, and mobility.
• Lead on special projects driving continuous improvement in Talent to Value framework, such as digitization, internal mobility framework role out, and implementing developmental assignments.
  

• Implement a personalized talent development approach, ensuring high-potential employees receive 1:1 engagement, transparent conversations, and personalized development anchored in succession progression.
• Partner with key stakeholders to ensure all key talent have robust, actionable development plans that align with business needs and future leadership pipelines.
• Run Succession planning and reviews, assessing fit and readiness of incumbents and successors, and driving development planning in line with succession progression.
  

• Design and implement an Internal Mobility Framework, maximizing internal growth, career progression and talent movement, and ensuring seamless internal succession for key roles.
• Develop and deploy a digitized Talent Marketplace, identifying short-term projects and long-term developmental assignments, and facilitating talent allocation, to accelerate readiness for critical roles.
  

• Support the design and execution of Assessment Centers to enhance talent data objectivity, improve succession planning, and drive targeted development.
• Ensure competency frameworks and skills ontology are embedded across talent management processes, such as identification, performance management, and succession.
  

• Act as a trusted advisor, partnering with Opco HOHCs, CEOs, and senior leadership to enable the execution of centralized talent frameworks across Opcos.
• Drive strategic talent placement decisions, by identifying and lobbying for development initiatives, ensuring quality development plans are in place and aligned to succession plans.
• Collaborate with HC COEs -including Talent Acquisition, Leadership & Learning, and Total Rewards—to ensure an integrated approach to talent retention, mobility, and development of key talent.
• Ensure stakeholder accountability in talent development initiatives, by embedding it into performance reviews, business reviews, and scorecards. Analyse insights, report, and influence decision making on development, mobility and careers of key talent.
  

• Enhance digital talent development tools, leveraging AI and market-leading
• Design and manage succession dashboards, heatmaps, and talent analytics, providing real-time insights on talent readiness, internal movement, leadership potential, and succession risk.
• Deliver regular reports and strategic insights to senior leadership, ensuring data-driven decisions that support business objectives.
  

• 5+ years of experience in Talent Management, Organizational Development, or a related HR discipline. Management consulting experience with focus on HR-related projects a plus.
• Proven track record in designing and implementing talent management and succession strategies, policies, and programs.
• Excellent communication, stakeholder management, and influencing skills.
• Demonstrated ability to use data and analytics to drive decision-making and strategy.
• Experience with talent assessment centers/ psychometrics, and succession planning.
• Experience with digital succession and talent management tooling (including AI and market trend technology)
• Proven ability to design and implement developmental experiences, stretch assignments, and leadership acceleration program
• Coaching certification a huge plus.
  

• At Majid Al Futtaim, we’re on a mission to create great moments, to spread happiness and to build experiences that stay in our memories for a lifetime. We’re proud to say that over the past 27 years, we have established a reputation as a regional market leader in what we do. Join us!
• Work from any country in the world for 30 days a year.
• Work in a friendly environment, where everyone shares positive vibes and excited about our future.
• Work with over 50,000 diverse and talented colleagues, all guided by our Leadership Model.

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesRetail

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Dubai, Dubai, United Arab Emirates 9 hours ago

Dubai, Dubai, United Arab Emirates 10 hours ago

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Bachelor of Business Administration(Management)

Nationality: Any Nationality

Vacancy: 1 Vacancy

The company is founder led, profitable and growing. We are building a Talent Development function that is future focused and driven to define the future of the workplace, within a global, growing open source software company, pioneers in remote-first collaboration and employment.

This is an opportunity for a person with outstanding leadership, organisation and intellect, to build our Talent Development team to enhance our leadership and people management practices in our remote setting. We are now 1,200+ colleagues across 75+ countries. We would like to create a new team to focus on Talent Development - to deepen our insights and effectiveness as a remote-first and globally distributed organisation.

We know that being effective remotely requires discipline and good habits, and we would like to invest in the research needed to understand that, the training and policymaking which enables it, and the selection mechanisms that ensure consistency of behaviours. We'd like to understand what really makes a distributed, remote-first workplace work. We think we're pretty good at this, remote-first for almost 20 years, but we know there is a lot still to understand, and the frontier of possibility continues to move outward. We'd like to invest in research, analytics and tooling which raises the bar even further for remote collaboration, organisation and leadership. Most importantly though, we'd like to invest in training and multi directional communications to ensure that our leadership team is consistent in setting and maintaining expectations, driving desired team practice and behaviors, as well as expected management practices are effectively embedded across the company.

This role is the fourth remaining Lead role in our People function, which is a cross-disciplinary group of organisational psychologists, engineers, statistics / analytics experts, talent science and employee relations specialists. We are recruiting globally, and believe we are bringing in outstanding new colleagues in a way that is fearlessly global. Naturally, they come from a wide range of backgrounds, norms and experiences, and our goal in setting up the Talent Development team is simply to lead the leaders to a position of consistent clarity on who we are, how we roll, and how that changes over time.

Location: This role will be based remotely in the EMEA region.

• Define and implement an inspiring and comprehensive talent development program
• Develop, drive and embed effective programs of management and leadership development within our remote organisation
• Design and deliver core training programs, partnering with specialist vendors where appropriate
• Create and implement leadership performance indicators and metrics
• Own our leadership skills matrix for performance management, talent assessment, succession planning, mentorship, virtual learning and career development.
• Set up a global learning framework for training and career fulfillment
• Build and manage a new team of Talent Development specialists
• Take a data focused lens to understand trends to strategise and define career development frameworks
• Own and enhance the impact of the learning budget

• An exceptional academic track record from High school and beyond
• Possess insight and experience on what makes people successful in a globally remote tech company at the management level.
• Demonstrated experience with strong insight and perspective on the key conditions and practices that create high performing teams
• Ability to create, lead and execute strategy, and drive change across a company
• Strong business acumen with the ability to balance strategy with execution
• Analytical and problem solving skills, for data driven decision making with particular experience in measurement of the impact of development programmes
• Experience in people management and being accountable for a budget
• Willingness to travel up to 4 times a year for internal events

We consider geographical location, experience, and performance in shaping compensation worldwide. We revisit compensation annually (and more often for graduates and associates) to ensure we recognize outstanding performance. In addition to base pay, we offer a performance-driven annual bonus or commission. We provide all team members with additional benefits which reflect our values and ideals. We balance our programs to meet local needs and ensure fairness globally.

• Distributed work environment with twice-yearly team sprints in person
• Personal learning and development budget of USD 2,000 per year
• Annual compensation review
• Recognition rewards
• Annual holiday leave
• Maternity and paternity leave
• Employee Assistance Program & Wellness Platform
• Opportunity to travel to new locations to meet colleagues
• Priority Pass and travel upgrades for long-haul company events

This is a key role that plays a pivotal part in shaping the future talent pipeline for our organization by engaging with universities and managing early-career programs across multiple countries. The team ensures that interns, working students, apprentices, and graduate hires have meaningful experiences while contributing to the expanding business.

The role offers candidates the opportunity to work alongside colleagues worldwide, providing a rich international experience. It blends university relation management and intern program execution, ensuring we attract top talent and provide a high-quality experience for those joining our early careers programs.

Key Responsibilities: