Manager - Manpower and Planning

Role Overview

Manager - Manpower and Planning at Dubai Chambers, responsible for strategically planning and managing manpower and recruitment activities for the organization and its international offices.

Role 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. The manager will launch and implement Emiratization programs and initiatives to support national talent development and manage the organizational structure to optimize resource allocation and ensure alignment with the Chamber's operational and strategic goals.

Key Responsibilities

Strategy and Performance Management

• Contribute to the development and execution of the department's short-to-long strategic plan to ensure alignment with strategic priorities and corporate goals.
• Contribute to the development of annual business plans for assigned areas of responsibility to support 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 analysis of current and future workforce requirements based on strategic objectives of the Chamber and individual objectives of various sectors and departments to forecast required numbers, demographics, and timespan 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, costing the right amount throughout the Chamber, while considering strategic objectives and Emiratization regulations to maintain optimum staffing levels, attrition rates, and succession planning requirements.
• Ensure that 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 Dubai Chambers 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 hiring, retention, and progression of Emirati nationals.
• Design and manage training, mentoring, and career development programs tailored to enhance 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 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 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 by working closely with International Finance, international law firms, MOFA, and other partners to 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 to ensure that employees fit their respective positions' criteria and business requirements and to incorporate feedback for future recruitment processes.
• Ensure effective implementation of the exit interviews process for employees leaving the company and analysis of interview results to identify trends and main drivers for attrition so that appropriate action can be taken.

Recruitment Systems

• Lead 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 active and effective participants in the recruitment process.

Relationship Management

• Communicate with sector heads and managers regularly to obtain better understanding of their recruitment needs.
• Lead 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 achievement of objectives.

People Management

• Manage activities of direct reports to ensure that all work is carried out in an efficient manner, in line with 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 knowledge gaps to ensure continuous progression and high-level competence within the team.

Qualifications & Experience

• Bachelor's degree in Human Capital, 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, especially Compensation and Benefits practices, including market trends.
• Awareness of local cultural and social factors.
• Knowledge of relevant labor law provisions.