364 Vp Of Human Resources jobs in the United Arab Emirates

About the Role

We are looking for a hands-on and proactive Talent Management Specialist to support the execution and evolution of our people agenda. This role sits at the intersection of strategy and operations—requiring someone who is not only comfortable managing the day-to-day execution of talent programs, but is also able to contribute to shaping fit-for-purpose solutions in a fast-paced, evolving environment.

You will work closely with the VP – Talent Management to deliver high-impact initiatives across Staffing, Learning & Development, Employee Engagement, and Talent Operations. The ideal candidate brings a strong operations mindset, an eye for detail, and the ability to think on their feet—with a genuine interest in building and scaling a growing consulting firm.

What You’ll Do

Staffing & Capacity Planning

· Support the VP in managing the day-to-day staffing and quarterly workforce planning exercise

· Coordinate weekly staffing discussions by compiling availability, project demand, and pipeline inputs

· Prepare and maintain workforce dashboards, staffing summaries, and headcount reports for leadership reviews.

· Manager timesheet compliance by monitoring submissions, following up on missing entries, and coordinating with Finance and Project Management teams as needed

Talent Operations

· Support the design, documentation, and operational execution of career development initiatives across the firm

· Prepare decks, process flows, communication notes, and summaries for leadership.

· Monitor follow-through on agreed actions, ensuring accountability and timeliness.

· Coordinate the creation and periodic updates of job descriptions and career tracks in line with evolving business and competency needs

Learning & Development

· Partner with the Performance team to assess individual and cohort learning needs—using performance reviews, capability models, and skill gap analytics.

· Co-develop tailored learning journeys, blending e-learning, faciliated sessions, on-the-job coaching, and certifications.

· Support full program execution: scheduling, coordinating trainers, managing logistics (virtual and in-person), tracking attendance, and collecting feedback.

· Support in measuring program efficacy using key metrics, post-session surveys, and performance data—implement improvements in real time.

Employee Engagement & Culture

· Assist with end-to-end execution of engagement activities, townhalls, surveys, and feedback loops.

· Support the design and delivery of culture interventions aligned with our values.

· Track engagement metrics and identify improvement opportunities.

Who You Are

· 5+ years of experience in talent/HR roles, ideally within consulting or professional services, and a great team player!

· Demonstrated experience in learning needs analysis, co-creating learning journeys, and managing L&D logistics end-to-end

· Solid grounding in staffing/resource coordination, with the ability to manage trackers, surface conflicts, and support workforce planning

· Highly detail-oriented and execution-focused—comfortable managing repeatable processes, logistics, and data with accuracy

· Strong interpersonal skills with the ability to manage multiple stakeholders, follow through, and communicate with clarity.

· Independent and resourceful—able to operate with ambiguity, and get things done.

· Proficient in resourcing and timesheet tools, LMS, with a keen desire to apply AI to create new solutions

Disclaimer:

This job posting is not open to recruitment agencies. Any candidate profile submitted by a recruitment agency will be considered as being received directly from an applicant. Contango reserves the rights to contact the candidate directly, without incurring any obligations or liabilities for payment of any fees to the recruitment agency.

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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.

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.

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 (If blank, desired languages not specified)

Travel Requirements
0%

Available for Work Visa Sponsorship?
Yes

Government Clearance Required?
Yes

Job Posting End Date

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionHuman Resources
• IndustriesProfessional Services

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Global Village, Dubai, United Arab Emirates 2 months ago

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NEW JOB: WE'RE HIRING!

Our client, a leading IT & Security provider, is looking to speak with Talent Management specialists considering a move. This role is crucial for implementing and managing talent acquisition, development, and retention programs within the organization.

• Manage the full recruitment life cycle including job posting, sourcing, interviewing, and onboarding.
• Collaborate with hiring managers to identify staffing needs and develop job descriptions.
• Utilize various recruitment channels to attract a diverse pool of qualified candidates.
• Conduct interviews and make recommendations for candidate selection.

• Administer the performance appraisal process, providing guidance to managers and employees.
• Assist in setting performance objectives and performance improvement plans.
• Track and report on performance metrics.
• Provide coaching and support to employees to enhance their performance.

• Support the development of learning and development programs.
• Identify training needs and coordinate training initiatives.
• Assist with succession planning efforts to identify and groom high-potential employees.

• Collaborate with HR and management to develop and implement strategies to improve employee engagement.
• Assist in conducting employee surveys and feedback initiatives.
• Promote a positive workplace culture and employee well-being.

• Gather and analyze data related to talent management and employee performance.
• Utilize HR software and analytics tools to track and report on key HR metrics.

For more information, please apply here or contact Judy Mark.

Required Experience: Unclear Seniority

We’re seeking a strategic and people-focused Talent Management Manager to lead the design and execution of talent initiatives that support growth, capability building, and employee engagement.

This role will play a key part in shaping a future-ready workforce through areas such as Learning & Development, Emiratisation, Succession Planning, High-Potential Development, and Performance Management.

You’ll work closely with senior leadership and HR partners to align talent strategy with business goals, enhance organisational capability, and foster a high-performance, inclusive culture.

Key Focus Areas:

• Develop and deliver integrated talent strategies
• Lead learning needs assessments and manage impactful L&D programmes
• Drive Emiratisation and internal talent mobility
• Build and maintain succession pipelines for critical roles
• Identify and develop high-potential talent
• Lead employee engagement initiatives and feedback mechanisms
• Oversee performance management frameworks and tools

What You’ll Bring:

• 7–10 years of progressive HR experience, including 3+ years in a talent leadership role
• Strong knowledge of UAE labour law and Emiratisation practices
• Proven experience in L&D design, performance management, and succession planning
• CIPD/SHRM certification (or equivalent) preferred
• Excellent stakeholder management, facilitation, and analytical skills

If you’re passionate about shaping organisational talent and making a measurable impact, this is an opportunity to help shape the future workforce.

• Seniority levelMid-Senior level

• Employment typeFull-time

• Job functionManagement
• IndustriesHuman Resources Services

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The ideal candidate will be responsible for assisting in the implementation of talent management strategy, including training needs analysis, professional development program implementation, training delivery, succession and career planning, and employee performance management. The role involves working closely with various stakeholders to ensure alignment with organizational objectives.

1. Assist in the development, implementation, and update of policy, procedures manual, delegation of authority, systems user manuals, and standard forms, ensuring alignment with overall policies and procedures.
2. Assist in the development, implementation, and update of strategic, budget and procurement, and operational plans, ensuring alignment with department and sector's strategy and objectives, and ADAA's mission and vision.
3. Ensure to meet individual Key Performance Indicators (KPIs) to improve efficiency and effectiveness.
4. Assist in conducting competencies and skills assessment of employees, identifying areas for improvement and developing necessary training programs to enhance their competencies level.
5. Perform data entry and update in the Learning Management System (LMS) and ensure accuracy and availability of information to support learning and development process.

Talent Management Strategist

This leadership position requires a seasoned professional to spearhead our Talent Management unit, driving strategic direction and commercial success.

The ideal candidate will possess expertise in talent development, business acumen, and strong client relationship capabilities.

• Develop and implement the strategic vision for the Talent Management unit in alignment with overall business objectives.
• Oversee the creation, refinement, and delivery of assessment and development center offerings.
• Stay abreast of industry trends in talent assessment, psychometrics, and leadership development to ensure innovation and competitive positioning.
• Possess ownership of the unit's financial performance, budgeting, and forecasting.
• Establish revenue targets and design plans to meet or exceed business goals.
• Collaborate with marketing and finance teams to align commercial strategies with operational capabilities.

• Lead business development efforts to expand the client base and increase 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.

• 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 at client briefings, industry conferences, and public engagements as a thought leader.

• Lead and mentor a team of consultants, project managers, and subject matter experts.
• Evaluate the quality of all talent management projects and services.
• Promote operational efficiency and excellence in delivery, project management, and client engagement.

We are looking for a very experienced “ Talent Management Section Head” to join a multinational company located in Abu Dhabi, United Arab Emirates.

Job Description:

– Oversee the recruitment process, which involves posting jobs, reviewing resumes, interviewing candidates, and making hiring recommendations.

– Manage all candidates, oversee interviews, keep recruitment status reports, analyze metrics, and help implement recruitment strategies.

– Organize different job fairs, establish a strong network of talented individuals, create and execute diverse training strategies, and actively participate in training programs.

– Assistance in defining the company’s goals and key performance indicators.

– Perform an assessment of employees’ training needs and create a training plan within the allocated budget.

– Develop necessary training programs in order to meet all development goals.

– Supervising employee training implementation, addressing operational issues, and guaranteeing employee contentment.

– Monitor the effectiveness of the orientation process for new employees.

Job Requirements

– Bachelor’s degree in Business Administration or any relevant experience.

– Minimum 8 years of experience in Talent Acquisition, L&D and OD.

Client of REEQWEST HR Consultancy Solutions

Bachelor of Business Administration(Management)

Nationality

Any Nationality

Vacancy

1 Vacancy

Job Description

Job Summary
Our Client a company was established in 2013 and is engaged in tourism and hospitality, including the construction, development, and management of tourist villages, hotels, and resorts.
Job Description:
• Organize and oversee individual and team training programs (both outsourced and in-house)
• Plan regular employee performance evaluations
• Conduct skills gap analyses
• Monitor and report on turnover rates
• Develop employee retention programs and team-building activities
• Craft policies that support internal promotions
• Build succession plans
• Create organizational charts and define each position s responsibilities
• Discuss career-pathing options with high-potential employees and their team leaders
• Perform benchmark research on compensation and benefits
• Onboard new hires
• Coach employees and act as their consultant regarding learning and development activities
Job Requirements:
• Proven work experience as a Director of Talent or similar role
• Familiarity with performance management and relevant software
• Experience delivering employee training programs
• Knowledge of labor legislation
• Hands-on experience with Human Resources tools (e.g. Applicant Tracking Systems)
• Excellent verbal and written communication skills
• Team spirit
• BSc/MSc in Human Resources or relevant field
• Additional certification (e.g. CIPD or SPHR) is a plus

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Client of REEQWEST HR Consultancy Solutions

3 days ago Be among the first 25 applicants

The Head of Talent Management is responsible for designing and executing the organization’s talent strategy to attract, develop, retain, and engage top talent. This leadership role oversees the entire talent lifecycle, including succession planning, leadership development, performance management, and organizational development. The role is strategic in nature and works closely with senior leadership to ensure talent initiatives align with business goals.

Key Responsibilities :

• Develop and implement a comprehensive talent management strategy aligned with business objectives.
• Partner with senior leadership and HRBPs to forecast talent needs and build robust succession pipelines.
• Lead workforce planning initiatives and ensure alignment with business growth.

Performance Management

• Oversee the performance management process to drive a high-performance culture.
• Implement effective goal-setting, continuous feedback, and development planning mechanisms.
• Provide coaching and guidance to managers on performance-related matters.
• Identify critical roles and develop succession plans for key leadership positions.
• Design and deliver leadership development programs to grow internal talent pipelines.
• Facilitate talent review processes with executive leadership.

Learning & Development

• Lead the design and implementation of learning strategies to upskill the workforce.
• Introduce innovative learning tools, platforms, and methodologies (e.g., digital learning, microlearning).
• Partner with department heads to identify training needs and ensure learning interventions support business priorities.

Employee Engagement & Retention

• Champion initiatives that drive employee engagement and build a strong organizational culture.
• Use data and insights from engagement surveys and exit interviews to improve retention strategies.
• Design programs that foster diversity, equity, inclusion, and belonging.

Talent Analytics & Reporting

• Leverage data to track talent metrics such as turnover, bench strength, internal mobility, and skill gaps.
• Present insights and recommendations to leadership for informed decision-making.
• Maintain and optimize talent systems and platforms (e.g., LMS, talent review tools).

Qualifications :

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
• 10+ years of progressive HR experience, with at least 5 years in a leadership role focused on talent management.
• Experience in developing and implementing enterprise-wide talent strategies.
• Strong business acumen with the ability to link talent practices to organizational performance.
• Proven success in building leadership development and succession planning frameworks.
• Excellent stakeholder management and influencing skills.

Seniority level

Seniority level

Mid-Senior level

Employment type

Employment type

Full-time

Job function

Job function

Human Resources

Human Resources Services

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Head Of Management • Abu Dhabi Emirate, United Arab Emirates