Head of Talent Planning and Acquisition Section

Role Purpose

Key Responsibilities And Duties

• Functional:

• Workforce Planning & Organizational Structure Support

• Annual Recruitment Plan & Talent Acquisition

• Lead the preparation and execution of the annual recruitment plan based on the approved budget, overseeing candidate sourcing, assessment, and selection processes in coordination with relevant DCAA stakeholders. Ensure contracting, appointment, probation period management, new employee orientation programmes, and position confirmation procedures are activated and implemented in accordance with DCAA's established procedures and approved frameworks, with employee records, payroll inputs, and ongoing lifecycle transactions handed over to the HR Operations Section upon completion of the onboarding process.
• Job Description, Evaluation & Career Path Management
• Direct the preparation, review, updating, and evaluation of job descriptions for all DCAA positions, ensuring accuracy, consistency, and alignment with the approved organizational structure.
• Oversee the definition and documentation of career paths with relevant organizational units, and ensure the measurement, documentation, and evaluation of new positions are tracked and processed according to established procedures.
• Career path frameworks defined here are subsequently activated and managed by the HR Policies and Development Section.

• Emiratization, Succession & Workforce Statistics

• Recruitment, Transfer & Internal Mobility Implementation

• Competency Framework Development & Integration

• HR Policy Awareness & Regulatory Compliance

• Strategic Partnerships & External Coordination

• Analytics, Reporting & Decision Support

• Section Administration & Operational Planning

• Prepare and implement the section's operational plan in accordance with DCAA's strategic planning guide, maintain work manuals and procedures, and ensure section database inputs are accurate and current.
• Lead the section's team by setting clear performance objectives, building HR capability, and fostering a culture of precision, accountability, and continuous improvement.
• Other Duties
• Perform any other tasks assigned by the Director of Human Resources that are consistent with the section's mandate and operational responsibilities.
• Managerial:
• Section Strategy and Planning
• Lead development and execution of the section’s operational plan, ensuring alignment with sector priorities, governance frameworks, and performance expectations.
• People Leadership and Capability Development
• Lead, coach, and develop office staff, setting clear performance expectations, promoting accountability, and supporting capability development in coordination with HR and sector leadership.
• Performance and Quality Discipline
• Ensure structured performance monitoring, reporting accuracy, and adherence to quality assurance and governance standards across all office activities.
• Resource and Budget Coordination
• Coordinate preparation and follow-up of office-related resource and budget requirements in alignment with sector priorities and institutional financial governance processes.
• Stakeholder and Cross-Unit Coordination
• Maintain structured working relationships with sector directors, department heads, and internal governance functions to ensure integration, alignment, and reliable execution of sector governance requirements.
• Governance Culture and Continuous Improvement
• Promote a culture of governance discipline, documentation integrity, process consistency, and continuous improvement across office operations and sector coordination activities.

Qualifications

• ****Academic Qualifications****
• Bachelor's degree in Human Resources Management, Business Administration, Organizational Psychology, or a related field from a recognized university.
• Master's degree in Human Resources Management, Business Administration (MBA), or a related discipline is preferred.

Certifications

• CIPD qualification (Level 5 or above) or equivalent professional HR certification — required
• Interview and selection certification — required
• Human Resources Management diploma or equivalent — preferred
• Talent management or workforce planning certification — preferred
• UAE Government HR or Emiratisation programme certification — preferred
• ****Professional Experience****
• Minimum 14 years of progressive experience in human resources management, talent acquisition, or workforce planning with a Bachelor's degree; or 12 years with a Master's degree
• Minimum 4 years in a senior managerial or leadership role with demonstrated responsibility for leading talent acquisition or workforce planning functions
• Proven experience in end-to-end recruitment, workforce planning, job evaluation, and Emiratization programme management within a UAE government or regulatory entity
• Demonstrated experience in job description development, competency framework design, and career path planning
• Familiarity with Dubai Government HR Management Law and applicable UAE federal HR legislation is essential
• Experience coordinating with DGHR, Diwan, and Dubai Government talent and Emiratization bodies is strongly preferred
• Experience working within a UAE government entity or regulatory authority is an advantage

Schedule-Time