Manager - Manpower and Planning (UAE National Only)

Job Purpose

Strategy and Performance Management

• Contribute to the development and execution of the department’s short-to-long strategic plan to ensure alignment with the strategic priorities, and the corporate goals.
• Contribute to the development of annual business plans for the assigned areas of responsibility to support the achievement of financial and strategic objectives.
• Monitor, control and report key performance indicators related to the department to track performance and recommend corrective actions.

Manpower Planning and Management

• Lead the analysis of current and future workforce requirements based on strategic objectives of the Chamber and individual objectives of various sectors / departments to forecast required numbers, demographics and the time span when they are needed.
• Ensure monitoring and analysis of market trends, industry, and workforce supply while gauging the gap with workforce demand within the Chamber and industry to take appropriate action for workforce acquisition or retention.
• Ensure the presence of right people at the right place and time, and costing the right amount throughout the Chamber, while considering strategic objectives and Emiratization regulations to maintain optimum staffing levels while considering the attrition rates and succession planning requirements.
• Ensure that the workforce planning results are integrated with talent and succession planning frameworks and implemented by sector heads and managers to integrate current and future workforce with talent management and ready a future talent pipeline and succession plans to achieve strategic objectives.
• Oversee the organizational structure and DC manpower budgeting.

Emiratization

• Develop, implement, and monitor comprehensive Emiratization strategies and action plans aligned with Dubai Chambers’ overall manpower planning and organizational goals.
• Identify target roles and sectors within the organization for Emirati talent integration and establish clear recruitment and development pipelines.
• Collaborate with HR, department heads, and external stakeholders to promote Emiratization initiatives and increase the hiring, retention, and progression of Emirati nationals.
• Design and manage training, mentoring, and career development programs tailored to enhance the skills and capabilities of Emirati employees.
• Ensure compliance with UAE government Emiratization policies and labor laws and proactively engage with relevant governmental bodies and agencies.
• Lead awareness campaigns and internal communication efforts to foster an organizational culture supportive of Emiratization goals.
• Identify and resolve challenges hindering Emiratization efforts, including addressing gaps in recruitment, retention, or employee engagement among Emirati staff.
• Manage succession planning with a focus on preparing Emirati talent for leadership and critical roles within the organization.

Recruitment Process

• Collaborate closely with sector heads and managers to thoroughly understand their specific recruitment needs, develop tailored recruitment and selection programs, secure their agreement, and implement these programs effectively.
• Oversee the entire recruitment lifecycle, including managing employment requisitions, internal transfer requests, and sourcing from both internal and external candidate pools to provide sector heads and managers with qualified candidates aligned with the Chamber’s objectives.
• Lead a fair, transparent, and objective candidate selection process encompassing screening, interviewing, testing, shortlisting, validating candidate backgrounds and information, and negotiating employment contracts to attract and retain skilled personnel.
• **International Recruitment Management**
• Manage international recruitment efforts across all Dubai Chambers’ overseas offices, ensuring compliance with the employment laws, labor regulations, and cultural considerations specific to each country and region.
• Maintain comprehensive knowledge of local and international labor laws and regulations to guarantee all recruitment and employment activities adhere to legal standards and organizational policies.
• Manage the establishment of new and upcoming international offices and working closely with International Finance to obtain licenses by working closely with international law firms, MOFA, and other partners.
• Manage the inductions for new Office Heads & the Annual General Meeting.

Recruitment Performance Management

• Ensure monitoring of performance of all newly hired employees is done and adequately analyzed to ensure that the employees fit their respective positions’ criteria and business requirements and to incorporate the feedback for future recruitment processes.
• Ensure an effective implementation of the exit interviews process of employees leaving the company and analysis of the interview results to identify the trends and main drivers for attrition so that appropriate action can be taken.

Recruitment Systems

• Lead the review of relevant job descriptions, employee qualifications, application forms and other HR recruitment process documents to establish recruitment guidelines and standards which ensure consistency, smoothness and effectiveness of the recruitment process.
• Provide training on recruitment methods, policies, and procedures to enable relevant stakeholders to become an active and effective participant in recruitment process.

Relationship Management

• Communicate with sector heads / managers regularly to obtain a better understanding on their recruitment needs.
• Lead the establishment and maintenance of relationships with external employment agencies and other sources of employees and coordinate their activities regarding the Chamber to identify and recruit suitable candidates and enable the achievement of objectives.

People Management

• Manage the activities of direct reports to ensure that all work is carried out in an efficient manner, in line with the annual business plans, policies and procedures.
• Manage the performance management process by setting annual objectives, and developing staff through mentoring, coaching and constructive feedback.
• Identify employees’ training and developmental needs and in conjunction with Human Capital Department bridge the knowledge gaps to ensure continuous progression, and high-level of competence within the team.

Minimum Qualification

• Bachelor’s Degree in Human Capital or Business Administration or a relevant field
• Master’s degree in Human Capital or a relevant field, is preferable

Minimum Experience and Skills

• 5 – 8 years of progressive experience.
• Knowledge of various aspects of HR (esp.

Compensation

• and Benefits practices), including market trends.
• Awareness of local cultural and social factors.
• Knowledge of relevant labor law provisions.