22 Performance Management jobs in Dubai

Dynamic organisation dedicated to driving innovation and excellence internally and externally. They are currently undergoing a transformation, while helping other entities with their evolution, which will leave a lasting and positive impact.

• Design and lead corporate performance management frameworks.
• Ensure strategic alignment across departments and initiatives.
• Collaborate with senior government stakeholders to drive performance outcomes.
• Monitor KPIs and deliver actionable insights to executive leadership.
• Oversee performance reporting and continuous improvement efforts.
• Benchmark performance against global best practices.
• Support strategic planning and policy development through performance data.

• UAE National with a minimum of 10 years' relevant professional experience.
• Proven expertise in Corporate Performance Management.
• Strong stakeholder management skills, particularly with senior government figures.
• Background in government, semi-government, or consulting environments.
• Consulting experience is desirable.

Dynamic organisation dedicated to driving innovation and excellence internally and externally. They are currently undergoing a transformation, while helping other entities with their evolution, which will leave a lasting and positive impact.

• Design and lead corporate performance management frameworks.
• Ensure strategic alignment across departments and initiatives.
• Collaborate with senior government stakeholders to drive performance outcomes.
• Monitor KPIs and deliver actionable insights to executive leadership.
• Oversee performance reporting and continuous improvement efforts.
• Benchmark performance against global best practices.
• Support strategic planning and policy development through performance data.
• UAE National with a minimum of 10 years' relevant professional experience.
• Proven expertise in Corporate Performance Management.
• Strong stakeholder management skills, particularly with senior government figures.
• Background in government, semi-government, or consulting environments.
• Consulting experience is desirable.
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We are currently seeking a highly skilled and strategic Manager CX Performance Management to join one of our esteemed clients in the government sector. This role is ideal for candidates passionate about improving customer experience and driving performance excellence through data-driven insights and continuous improvement initiatives.
Job Purpose
The selected candidate will own the measurement analysis and performance management of customer experience (CX). This includes translating customer feedback and operational data into actionable insights identifying opportunities to improve service delivery and partnering with cross-functional teams to close performance gaps.
Key Responsibilities
Develop track and report on CX KPIs and service-level metrics across all channels.
Manage a team of CX Performance Experts ensuring timely monitoring of results and initiatives.
Align CX metrics with operational KPIs to create a shared view of customer impact across the organization.
Identify CX hotspots using data analytics Voice of Customer (VoC) insights and operational performance metrics.
Lead process optimization workshops to eliminate inefficiencies and enhance service quality.
Oversee project governance reporting and tracking of transformation initiatives.
Drive adoption of continuous improvement methodologies such as Lean and Agile across the organization.
RequirementsTo be considered for this role you need to meet the following criteria:
Bachelor s degree in Business Economics Industrial Engineering or related field.
Certifications in performance management data analytics or CX are an advantage.
Intermediate proficiency in English and Arabic is required.
Experience
7 10 years of experience in performance management CX analytics or operational excellence.
Proven experience in managing CX metrics and implementing performance improvement initiatives.
Exposure to energy / power / infrastructure / government or customer-facing organizations; experience with government performance programs like Zero Bureaucracy is a plus.
Strong knowledge of data visualization and reporting tools (Power BI Tableau Excel).
Familiarity with VoC platforms (e.g. Medallia Qualtrics).
Skills & Competencies
Excellent analytical and problem-solving skills.
Strong stakeholder management and ability to influence without direct authority.
Results-oriented mindset with a passion for driving measurable impact.
If you are passionate about delivering exceptional customer experiences and leading performance improvement initiatives we would love to hear from you
To apply and explore other exciting opportunities please visit our website: .
Black Pearl does not charge candidates any fees for its recruitment services.

SAP PaPM consultants specialize in optimizing profitability and performance management models, focusing on implementation and reporting solutions.

• Hands-on experience in configuring, customizing, and optimizing SAP PaPM models, particularly in route profitability, cost allocation, and financial reporting.
• Proven expertise in SAP S/4HANA and integration of SAP PaPM with other SAP modules.
• Data modeling, data integration, and reporting skills within the SAP ecosystem.
• Proficiency in using embedded analytics, Fiori apps, and reporting tools to deliver business insights.

• SAP PaPM (Profitability and Performance Management)
• SAP S/4HANA
• Data Integration
• Embedded Analytics
• Fiori Apps

This is a mid-senior level position that requires hands-on experience in SAP PaPM configuration and customization.

A successful candidate will have a strong background in IT and experience working with SAP systems.

This role is ideal for professionals looking to advance their careers in the field of SAP PaPM.

Role Overview

The Asset Performance Management (APM) business is expanding within Grid Solutions, enabling utilities and grid operators to transition from time-based to condition-based maintenance through digital solutions. We are seeking an experienced professional to drive growth in APM and Digital Services within the MENAT and SSA region.

• Achieve sales targets and business development growth for Asset Performance Management and digital solutions.
• Develop business opportunities and conduct campaigns to win Digital Services focused on the Asset Performance Management business.
• Promote and develop APM business with utilities and industrial customers of the region.
• Leverage GE Grid Solutions' experience and capabilities to increase the Digital Services pipeline.
• Negotiate and close complex deals in alignment with direct sales staff.

About You

• Over 10 years of SW/electrical expertise and experience in business.
• More than 10 years of experience in sales and business development in the MENAT and SSA region.
• Strong background in Grid Automation Digital and Grid Services business.
• Experience in a similar position with a network in this sector.
• Bachelor's degree in a relevant field; engineering background is an advantage.

What We Offer

• Autonomous work environment with opportunities for growth and development.
• Hands-on profile to take part in cost estimations and support deal-winning efforts.

Purpose

This role will be responsible for ensuring strong governance across IT, including:

1. The development and management of IT/technology policies, aligned with best practices and considering IHS's business context.
2. Establishing and reporting on IT performance metrics, identifying areas for improvement.
3. Supporting strategy and operational model development, and establishing IT ways of working.
4. Providing oversight over key IT processes to ensure clarity of objectives, roles, activities, and deliverables.

Key Roles & Responsibilities

Enforce Governance and Standards

1. Develop, maintain, and ensure compliance with relevant IT standards, policies, procedures, and artifacts.
2. Implement an IT Governance framework aligned with leading practices such as COBIT 2019, ITIL, ISO 2000, ISO 9001, ISO 22301, and ISO 27001.
3. Define, communicate, and monitor IT governance performance metrics and risk indicators.
4. Develop and periodically review IT policies, plans, and procedures to ensure compliance and organizational effectiveness.
5. Stay updated with regulations and continuously update company policies accordingly.
6. Design and document IT processes in collaboration with process owners, aligned with best practices and business context.

Business-IT Alignment

1. Support in creating and monitoring the IT strategy and roadmap, incorporating input from IT leadership to support group strategies.
2. Assess and improve the effectiveness of the IT governance framework regularly.

IT Project Risks Management

1. Oversee project and risk activities to provide responsive reporting and support informed decision-making.

Coordination of Governance Body Activities

1. Coordinate activities and deliverables of governance committees.

Business Reporting

1. Prepare accurate and clear reports and dashboards for management committees, including KPIs, KRIs, SLAs, and project portfolios.

Others

• Willingness to travel as needed.
• Perform other tasks as assigned by the Associate Director IT GRC.

Qualifications :

Job-Specific Competencies

• Proven experience implementing IT frameworks such as COBIT, ISO, and ITIL.
• Minimum of 10 years in IT governance or risk roles.
• Experience working across cultures and time zones.
• Strong understanding of business process improvement methodologies like CMMI, Six Sigma, BPM, Agile.
• Excellent analytical and problem-solving skills with a data-driven approach.
• Ability to work collaboratively across functions.
• Excellent communication, presentation, and interpersonal skills.

Qualifications & Experience Required

• A degree in information technology or related fields.
• Relevant certifications such as CISA, CRISC, CGEIT, ITIL, ISO 9000, ISO 27001.
• Deep understanding of IT GRC principles, techniques, and protocols.

Knowledge, Skills, and Abilities

Knowledge

• Best practice standards and frameworks (COBIT, ISO, ITIL) and their pragmatic application within IHS.
• Key governance and IT process principles.
• IT infrastructure and applications, including hardware, software, networks, OS, and various applications (cloud, on-premise).
• Emerging technologies like AI, cloud computing, APIs, data analytics, and their governance and risk implications.

Skills

• Excellent written and verbal communication skills.
• Strong interpersonal skills to foster collaboration across departments.

Abilities

• Attention to detail.
• Pragmatic, able to manage vertically and horizontally.
• Able to travel to locations where IHS operates.

PwC Middle East Enterprise Solutions is hiring for the Talent Management – Manager role.

Established in the region for 40 years, PwC has around 12,000 people in 12 countries across the region: Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, the Palestinian territories, Qatar, Saudi Arabia and the United Arab Emirates.

Our regional team operates across the Middle East bringing international experience delivered within the context of the region and its culture. We can bring the collective knowledge and experience of more than 370,000 people across the entire global PwC network in advisory, assurance and tax to help you find the value you are looking for.

As a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.

Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence—ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.

• Skills Strategy & Governance
  • Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.
  • Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
  • Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.
  • Partner with Tech and HRIS teams to embed a single "skills source of truth" across talent systems.
• Career Architecture & Mobility
  • Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market.
  • Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.
  • Coach leaders to integrate skills signals into workforce planning, succession and reward decisions.
• Assessment Design & Validation
  • Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
  • Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
• Learning Culture & Initiatives
  • Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
  • Deploy micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  • Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
  • Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes.
  • Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
• Skills Data & Insights
  • Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
  • Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.
  • Report regularly to the People Leadership Team, highlighting risk areas and success stories.
• Stakeholder Engagement & Change
  • Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
  • Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts.

• 10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.

• Systems thinker able to connect strategy, data and human‑centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‑oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC's values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.

Travel Requirements: 0%

Available for Work Visa Sponsorship? Yes

Government Clearance Required? Yes

Job Posting End Date

Seniority level: Mid-Senior level

Employment type: Full-time

Job function: Human Resources

Industries: IT Services and IT Consulting

As a Talent Management Specialist, you will be responsible for designing and implementing a talent ecosystem that embeds essential skills into daily work.

• Skills Strategy & Governance
  • Develop and refine the firm-wide skills taxonomy, mapping emerging market demands to capability frameworks.
  • Embed strategic workforce planning to anticipate future capability requirements and guide investment decisions.
  • Establish governance for skills data quality, ownership, and refresh cycles; champion the skills agenda in leadership forums.
  • Partner with Tech and HRIS teams to embed a single 'skills source of truth' across talent systems.
• Career Development & Mobility
  • Design transparent, skills-based career pathways that allow people to pivot, upskill, and thrive in an uncertain market.
  • Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximize deployment speed and employee growth.
  • Coach leaders to integrate skills signals into workforce planning, succession, and reward decisions.
• Assessment Design & Validation
  • Lead development of high-quality, psychometrically sound assessments (e.g., role-capability batteries, situational judgement tests, credentialing rubrics).
  • Ensure instruments are fair, valid, and inclusive, leveraging global standards.
• Learning Culture & Initiatives
  • Embed essential skills into everyday routines – e.g., start-of-meeting reflections, 'Wins & Learns' huddles, peer shout-outs – so professionals become habits-driven.
  • Deploy micro-learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
  • Co-create cultural campaigns (e.g., skills sprints, hackathons) that normalize continuous learning and experimentation.
  • Integrate social, experiential, and stretch-assignment learning into onboarding, academies, and leadership programmes.
  • Partner with Inclusion & Well-being teams to tailor initiatives across cultures, generations, and working styles; track adoption and behavioural shift.
• Skills Data & Insights
  • Build dashboards that surface real-time skills supply vs. demand, identifying gaps, future-critical capabilities, and reskilling ROI.
  • Translate analytics into evidence-based recommendations for investment, vendor selection, and programme optimization.
  • Report regularly to the People Leadership Team, highlighting risk areas and success stories.
• Stakeholder Engagement & Change
  • Influence senior partners to shift from role-based to skills-based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
  • Facilitate communities of practice that share success stories, peer coaching, and emerging-skills alerts.

Join to apply for the Talent Management – Manager role at PwC Middle East

Join to apply for the Talent Management – Manager role at PwC Middle East

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.

Description
At PwC, we measure success by our ability to create the value that our clients and our people are looking for. Our reputation lies in building lasting relationships with our clients and a focus on delivering value in all we do. We're a network of firms in 158 countries with more than 236,000 people who are committed to delivering world-class capabilities and quality in assurance, tax and advisory services.
Established in the region for 40 years, PwC Middle East employs over 4,200 people across 12 countries. Complementing our depth of industry expertise and breadth of skills is our sound knowledge of local business environments across the Middle East region. Our tailored solutions help our clients meet the challenges and opportunities of doing business in the Middle East market and beyond.
Line of Service
Internal Firm Services
Industry/Sector
Not Applicable
Specialism
Business Operations
Management Level
Manager
Job Description & Summary
As a Talent Management Manager you will architect and champion a skills‑first talent ecosystem that embeds PwC Professional behaviours into the fabric of everyday work.
Your mandate is to cultivate a culture of continuous learning, agility and behavioural excellence—ensuring every colleague understands, develops and applies the capabilities the firm needs today and tomorrow. Partnering with leadership and HR teams, you will weave robust skills intelligence, cutting‑edge assessments and behaviour‑led rituals into people processes so our workforce remains future‑ready, engaged and empowered.
Key Responsibilities
Skills Strategy & Governance

• Craft and continually refine the firm‑wide skills taxonomy, mapping emerging market demands to PwC capability frameworks.
• Embed strategic workforce planning to anticipate future capability requirements and guide skills investment decisions.
• Establish governance for skills data quality, ownership and refresh cycles; champion the skills agenda in leadership forums.
• Partner with Tech and HRIS teams to embed a single "skills source of truth" across talent systems.
  

• Design transparent, skills‑based career pathways that allow people to pivot, upskill and thrive in an uncertain market.
• Launch internal gig/marketplace pilots, matching project needs with verified skill profiles to maximise deployment speed and employee growth.
• Coach l eaders to integrate skills signals into workforce planning, succession and reward decisions.
  

• Lead development of world‑class, psychometrically sound assessments (e.g., role‑capability batteries, situational judgement tests, credentialing rubrics).
• Ensure instruments are fair, valid and inclusive, leveraging global PwC Assessment Standards.
  

• Embed PwC Professional behaviours into everyday rituals—e.g., start‑of‑meeting reflections, "Wins & Learns" huddles, peer shout‑outs—so Inspire, Empower, Evolve, Champion, Build and Deliver become habit.
• Deploy (in partnership with the career development team) micro‑learning nudges (videos, quizzes, chatbots) that reinforce desired behaviours in the flow of work.
• Co‑create firm‑wide cultural campaigns (e.g.: skills sprints, hackathons) that normalise continuous learning and experimentation.
• Integrate social, experiential and stretch‑assignment learning into onboarding, academies and leadership programmes .
• Partner with Inclusion & Well‑being teams to tailor initiatives across cultures, generations and working styles; track adoption and behavioural shift.
  

• Build dashboards that surface real‑time skills supply vs. demand, identifying gaps, future‑critical capabilities and reskilling ROI.
• Translate analytics into evidence‑based recommendations for investment, vendor selection and programme optimization.
• Report regularly to the People Leadership Team, highlighting risk areas and success stories.
  

• Influence senior partners to shift from role‑based to skills‑based talent decisions; provide change narratives and toolkits. Equip managers with conversation guides to discuss skills growth and agile career moves.
• Facilitate communities of practice that share success stories, peer coaching and emerging‑skills alerts.
  

• 10+ years in Talent, Performance Management or HC Business Partnering roles within complex, matrixed organisations (professional services preferred).
• Proven track record designing and implementing skills frameworks & culture initiatives at scale.
• Strong grasp of HC analytics, dashboarding and data visualisation (e.g., Power BI, Tableau).
• Fluency with HRIS / performance platforms; Experience with SkyHive is a plus.
• Excellent facilitation, coaching and influencing skills; comfortable engaging senior leadership.
• Bachelor's degree in HR, Business, Organisational Psychology or related field; professional HR certification (CIPD, SHRM) desirable.
  

• Systems thinker able to connect strategy, data and human‑centred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient, solutions‑oriented and adept at navigating change.
• Culturally agile, with a collaborative mindset aligned to PwC's values of Care, Act with Integrity, Work Together, Reimagine the Possible and Make a Difference.
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Business Consulting and Services

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