Manager - Manpower and Planning (UAE National Only)
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Key skills for this role
About the Role
Dubai Chambers seeks a Manager for Manpower and Planning to strategically plan and manage workforce and recruitment activities, including international offices. The role oversees workforce forecasting, succession planning, and Emiratization programs.
Key Skills for This Role
Responsibilities
- Lead analysis of current and future workforce requirements based on strategic objectives
- Develop, implement, and monitor comprehensive Emiratization strategies and action plans
- Oversee the entire recruitment lifecycle, including managing employment requisitions and sourcing candidates
- Manage international recruitment efforts across all overseas offices
- Contribute to the development and execution of the department's strategic plan
- Monitor and report key performance indicators related to the department
- Manage the organizational structure and manpower budgeting
- Lead the review of job descriptions and recruitment process documents
- Establish and maintain relationships with external employment agencies
- Manage the performance management process for direct reports
Requirements
- Bachelor's Degree in Human Capital or Business Administration or a relevant field
- 5 8 years of progressive experience in HR
- Knowledge of various aspects of HR, including compensation and benefits practices and market trends
- Awareness of local cultural and social factors
- Knowledge of relevant labor law provisions
- Master's degree in Human Capital or a relevant field is preferable
Full Job Posting
Job Purpose
- The role holder is responsible for strategically planning and managing manpower and recruitment activities for Dubai Chambers, including its international offices.
- This role oversees workforce forecasting aligned with growth projections across sectors and departments, manages international recruitment efforts, and leads succession planning to ensure leadership continuity.
- Additionally, the manager will launch and implement Emiratization programs and initiatives to support national talent development.
Key Accountabilities
- Contribute to the development and execution of the department’s short to long strategic plan.
- Lead the analysis of current and future workforce requirements based on strategic objectives.
- Ensure monitoring and analysis of market trends, industry, and workforce supply.
- Ensure the presence of right people at the right place and time, and costing the right amount.
- Ensure workforce planning results are integrated with talent and succession planning frameworks.
- Oversee the organizational structure and DC manpower budgeting.
- Develop, implement, and monitor comprehensive Emiratization strategies and action plans.
- Identify target roles and sectors for Emirati talent integration.
- Collaborate with HR, department heads, and external stakeholders to promote Emiratization initiatives.
- Design and manage training, mentoring, and career development programs for Emirati employees.
- Ensure compliance with UAE government Emiratization policies and labor laws.
- Lead awareness campaigns and internal communication efforts to foster an organizational culture supportive of Emiratization goals.
Recruitment Process
- Collaborate closely with sector heads and managers to understand recruitment needs and develop tailored programs.
- Oversee the entire recruitment lifecycle, including managing employment requisitions and sourcing candidates.
- Lead a fair, transparent, and objective candidate selection process.
- Manage international recruitment efforts across all overseas offices.
- Maintain comprehensive knowledge of local and international labor laws.
- Manage the establishment of new international offices and obtain licenses.
- Manage inductions for new Office Heads and the Annual General Meeting.
Recruitment Performance Management
- Ensure monitoring of performance of all newly hired employees is done and adequately analyzed.
- Ensure effective implementation of exit interviews and analysis of results.
Recruitment Systems
- Lead the review of relevant job descriptions, employee qualifications, and application forms.
- Provide training on recruitment methods, policies, and procedures.
Relationship Management
- Communicate with sector heads/managers regularly to understand recruitment needs.
- Lead establishment and maintenance of relationships with external employment agencies.
People Management
- Manage the activities of direct reports to ensure efficient work.
- Manage the performance management process by setting annual objectives and developing staff.
- Identify employees’ training and developmental needs.
Qualifications & Experience
- 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.
- 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.
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