237 Talent Management jobs in Dubai

We are seeking a skilled Talent Management Specialist to implement and configure talent management solutions for our diverse clientele.

• Engage with clients to gather requirements and analyze their talent management processes.
• Implement and configure talent management solutions tailored to client specifications and industry standards.
• Provide expert guidance on best practices for recruitment marketing, learning management, and performance strategies.
• Conduct training sessions and workshops to ensure successful adoption and utilization of talent management systems by end-users.
• Perform system testing, troubleshooting, and quality assurance to maintain system integrity and performance.
• Stay up-to-date with industry trends, updates, and changes in talent management practices.

• A minimum of 3-5 years of experience in implementing talent management solutions with a focus on SuccessFactors modules.
• In-depth knowledge of talent management processes and best practices.
• Experience in configuring and optimizing Recruitment Marketing, Learning Management System, and Performance Management functionalities.
• Proven ability to conduct effective training and change management for end-users.
• Strong analytical and problem-solving skills with a keen attention to detail.
• Excellent communication and interpersonal skills for effective client engagement and collaboration.
• The ability to work independently and as part of a team, managing multiple tasks and projects simultaneously.

Description

SummaryAs 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.

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 (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.

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.

Required Skills, Knowledge & Experience

• 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.

Personal Attributes

Education

Degrees / Field of Study required : Degrees / Field of Study preferred :

Certifications

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Adaptability, Analytical Thinking, Career Development, Change Management, Coaching and Feedback, Communication, Confidential Information Handling, Continuous Learning, Creativity, Data Analysis, Data-Driven Decision Making (DIDM), Data Reporting, Development Collaboration, Embracing Change, Emotional Regulation, Empathy, Employee Performance Management, Human Resources (HR) Policies, Human Resources (HR) Project Management, Human Resources Management (HRM), Inclusion, Intellectual Curiosity {+ 19 more}

Desired Languages

Travel Requirements

Available for Work Visa Sponsorship?

Government Clearance Required?

Job Posting End Date

Get AI-powered advice on this job and more exclusive features.

A regional management consulting firm is looking to hire a Director of Talent Management to lead one of its key business units. The Director of Talent Management is a senior leadership position accountable for setting the strategic direction, financial performance, and commercial success of the Talent Management Business Unit. This role combines expertise in talent development with business acumen and strong client relationship capabilities. The Director will oversee solution design and delivery, lead business development initiatives, and ensure the continued relevance and growth of our assessment and development offerings. This is a client-facing role with P&L responsibility.

Key Responsibilities:

- Define and implement the strategic vision for the Talent Management unit in alignment with overall company goals.

- Oversee the development, refinement, and delivery of assessment and development center offerings.

- Monitor industry trends in talent assessment, psychometrics, and leadership development to ensure innovation and competitive positioning.

- Own the unit’s Profit & Loss (P&L), budgeting, and financial forecasting.

- Set revenue targets and implement plans to meet or exceed business objectives.

- Collaborate with the marketing and finance teams to align commercial strategies with operational capabilities.

3. Business Development

- Lead business development efforts to grow the client base and expand market presence.

- Identify and pursue new business opportunities in both public and private sectors.

- Build strategic partnerships and alliances that complement and expand service offerings.

- Develop client proposals, pitch presentations, and customized solution strategies with the consulting team.

4. Client Relationship Management

- Serve as the executive sponsor for key accounts, maintaining high levels of client satisfaction and retention.

- Consult directly with senior HR and business leaders to diagnose needs and co-create talent solutions.

- Represent the company in client briefings, industry conferences, and public engagements as a thought leader.

5. Team Leadership & Operations

- Lead and mentor a team of consultants, project managers, and subject matter experts.

- Ensure high-quality delivery of all talent management projects and services.

- Promote operational efficiency and excellence in delivery, project management, and client engagement.

Experience:

Minimum 10 years of progressive experience in talent management, assessments, or leadership development.

At least 5 years in a senior leadership role with business development and P&L responsibility.

Strong knowledge of psychometric assessments, development centers, and leadership frameworks.

Proven track record in building and growing a talent-related business unit.

Excellent communication, consulting, and client relationship skills

Education and Certifications:

Bachelor's degree in Psychology, Human Resources, Business Administration, or a related field; a Master’s degree is preferred.

Certified assessor by a recognized international body such as the British Psychological Society (BPS)

Familiarity with leading assessment tools such as SHL, Saville, Hogan, and others

Strong knowledge of psychometric assessments, development centers, and leadership frameworks.

Proven track record in building and growing a talent-related business unit.

Excellent communication, consulting, and client relationship skills

• Seniority levelDirector

• Employment typeFull-time

• Job functionManagement
• IndustriesHuman Resources Services, Business Consulting and Services, and Professional Training and Coaching

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Responsibilities:

• Support management with Talent Management tasks, including assistance on Training & Development activities, E-learning, Employee engagement, Talent retention, and other employee-related services.
• Assist Line Manager in providing efficient HR administrative and back office services related to Talent Management and project-based tasks as assigned.
• Provide relevant services to support the HR Department in Training & Development, E-learning, Employee engagement, Talent retention, and HR policies & processes; suggest improvements wherever applicable.
• Collaborate with Legal and Management on revising employee policies, procedures, and manuals as applicable.
• Work with the Head of HR to regularly amend/update the Organizational structure.

Requirements:

• Bachelor's degree in Human Resources.
• Previous experience as a Talent Management Specialist.
• Previous experience as a Learning and Development Specialist.

Line of Service

Industry/Sector

Specialism

Management Level

Job Description & Summary

Key Responsibilities

Skills Strategy & Governance

• Craft and continually refine the firmwide 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 skillsbased 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 worldclass psychometrically sound assessments (e.g. rolecapability 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 ritualse.g. startofmeeting reflections Wins & Learns huddles peer shoutoutsso Inspire Empower Evolve Champion Build and Deliver become habit.

• Deploy (in partnership with the career development team) microlearning nudges (videos quizzes chatbots) that reinforce desired behaviours in the flow of work.

• Cocreate firmwide cultural campaigns (e.g.: skills sprints hackathons) that normalise continuous learning and experimentation.

• Integrate social experiential and stretchassignment learning into onboarding academies and leadership programmes.

• Partner with Inclusion & Wellbeing teams to tailor initiatives across cultures generations and working styles; track adoption and behavioural shift.

Skills Data & Insights

• Build dashboards that surface realtime skills supply vs. demand identifying gaps futurecritical capabilities and reskilling ROI.

• Translate analytics into evidencebased 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 rolebased to skillsbased 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 emergingskills alerts.

Required Skills Knowledge & Experience

• 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.
• Bachelors degree in HR Business Organisational Psychology or related field; professional HR certification (CIPD SHRM) desirable.

Personal Attributes

• Systems thinker able to connect strategy data and humancentred design.
• Continuous learner who experiments with emerging talent technologies and methodologies.
• Resilient solutionsoriented and adept at navigating change.
• Culturally agile with a collaborative mindset aligned to PwCs values of Care Act with Integrity Work Together Reimagine the Possible and Make a Difference.

Education (if blank degree and/or field of study not specified)

Certifications (if blank certifications not specified)

Required Skills

Optional Skills

Desired Languages (If blank desired languages not specified)

Travel Requirements

Available for Work Visa Sponsorship

Government Clearance Required

Job Posting End Date

Required Experience:

Manager

Talent management under the new global structure is focused on building a strong foundation that attracts develops and retains top talent for Visa linked to the organizations strategic goals. The team is focused on enabling individuals to reach their full potential while strengthening the companys overall workforce capabilities. This position plays a crucial role in supporting talent initiatives engaging with various stakeholders both regionally and globally and assisting in executing initiatives to enhance employee development engagement and experience.

• Act as primary point of contact and subject matter expert (SME) for process and reporting details related to our core Talent Management practices (e.g. ERP OKRs AR OTP etc.)
• Provide proactive communication and reactive support to PBPs and PAs across the region as they navigate talent management processes systems and tools throughout the year.
  
• Monitor and report on key talent metrics and analyticsto assess adoption of TM&D solutions evaluate effectiveness of programs and practices and help inform opportunities for improvement across the region
  
• Engage with TM&D COE leaders to complete user testing and provide input on design enhancements to Talent Management & Development programs and practices ensuring regional nuances and perspectives are being taken into account into our processes analytics approaches and systems.
  
• Build presentations and provide documentation of talent reviews succession planning talent cards performance ratings promotions decisions and development plans for high-potential employees leveraging consistent templates in preparation for roll-up reviews with our Head of Global Markets.
  
• Provide execution support of regional leadership development initiatives (e.g. hi-po networking
  opportunities SVP LEAD pods action learning project presentations to senior leaders etc.) inclusive of communications and logistics.
  
• Track progress in executive talent management offerings inclusive of coaching and executive assessments and follow up with PBPs and PAs to ensure career and development plans are in place and aligned with succession goals and talent review feedback.
  
• Coordinate centralized tracking and calendaring of regional talent discussions for annual review promotions and OTP in alignment with broader global timelines ensuring timely completion and open communication with global functions
  
• Assist running reports conducting analysis and providing insights for talent presentations for the regional leadership team.

This is a hybrid position. Expectation of days in office will be confirmed by your hiring manager.

Qualifications :

Bachelors Degree as a minimum

Additional Information :

Visa is an EEO Employer. Qualified applicants will receive consideration for employment without regard to race color religion sex national origin sexual orientation gender identity disability or protected veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.

Remote Work :

No

Employment Type :

Full-time

InfoResumeEdge is the first platform that is completely free for both recruiters and job seekers. By creating a profile you gain global visibility which significantly boosts your chances of instant hiringwhether for remote or onsite roles. We encourage professionals to build their profiles today and connect with top opportunities worldwide.

• Develop and implement human capital strategies aligned with business goals and workforce trends.

• Lead organizational development succession planning and workforce capability initiatives.

• Oversee performance management employee engagement and talent development programs.

• Partner with leadership to assess organizational needs and develop talent pipelines.

• Use data analytics to inform human capital decisions monitor KPIs and improve people-related outcomes.

• Drive diversity equity and inclusion (DEI) initiatives and ensure fair HR practices.

• Support compensation planning headcount forecasting and workforce budgeting.

• Ensure compliance with labor laws policies and HR best practices.

• Coach and develop HR team members promoting a high-performance HR function.

• Bachelors degree in Human Resources Business Administration Organizational Development or a related field (Masters preferred).

• 68 years of progressive HR experience with at least 3 years in a managerial or strategic HR role.

• Strong understanding of workforce planning talent strategy and organizational development.

• Proficient in HR data analysis HRIS systems (e.g. Workday SAP Oracle) and reporting tools.

• Exceptional leadership communication and stakeholder engagement skills.

• Experience in change management culture building and executive-level HR advising.

• HR certifications (e.g. SHRM-SCP SPHR) are a plus.

InfoResumeEdge is the first platform that is completely free for both recruiters and job seekers. By creating a profile you gain global visibility which significantly boosts your chances of instant hiringwhether for remote or onsite roles. We encourage professionals to build their profiles today and connect with top opportunities worldwide.

• Develop and implement human capital strategies aligned with business goals and workforce trends.

• Lead organizational development succession planning and workforce capability initiatives.

• Oversee performance management employee engagement and talent development programs.

• Partner with leadership to assess organizational needs and develop talent pipelines.

• Use data analytics to inform human capital decisions monitor KPIs and improve people-related outcomes.

• Drive diversity equity and inclusion (DEI) initiatives and ensure fair HR practices.

• Support compensation planning headcount forecasting and workforce budgeting.

• Ensure compliance with labor laws policies and HR best practices.

• Coach and develop HR team members promoting a high-performance HR function.

• Bachelors degree in Human Resources Business Administration Organizational Development or a related field (Masters preferred).

• 68 years of progressive HR experience with at least 3 years in a managerial or strategic HR role.

• Strong understanding of workforce planning talent strategy and organizational development.

• Proficient in HR data analysis HRIS systems (e.g. Workday SAP Oracle) and reporting tools.

• Exceptional leadership communication and stakeholder engagement skills.

• Experience in change management culture building and executive-level HR advising.

• HR certifications (e.g. SHRM-SCP SPHR) are a plus.

We are seeking a strategic partner to champion an employee-first, high-performance culture for a fast-growing organisation in Dubai.

This role is perfect for someone with a blend of strategic HR expertise and hands-on execution, who thrives in dynamic environments and is passionate about building workplaces where people perform at their best.

The ideal candidate will have 6-8 years' experience in HRBP or Talent Development roles, a proven track record in fast-paced environments, strong knowledge of UAE labour law and cultural practices, excellent communication and stakeholder management skills, and a proactive mindset with a passion for people success.

• Act as a strategic advisor to business leaders on all people-related matters.
• Lead employee engagement initiatives across the entire lifecycle.
• Implement and drive performance management processes (OKRs, feedback loops, reviews).
• Ensure HR operations, policies, and compliance are robust and up to UAE labour standards.
• Design and deliver talent development & training programs aligned with business needs.

• A competitive salary package and benefits.
• Be part of a mission-driven company transforming the home services industry.
• Work closely with leadership in a key strategic market.
• Career growth in a dynamic, entrepreneurial environment.