Director – Workforce Planning & Crisis Management at Confidential Company
Dubai, Dubai, United Arab Emirates -
Full Time


Start Date

Immediate

Expiry Date

23 Nov, 26

Salary

0.0

Posted On

25 Aug, 26

Experience

0 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Yes

Skills

Industry

Defense & Military

Description

 Strategic Workforce Planning

  • Develop and implement long-term workforce planning strategies aligned with business objectives.
  • Analyze workforce trends, capacity gaps, and future talent needs using data-driven insights.
  • Design scalable workforce models to support rapid expansion, contraction, or restructuring.
  • Partner with business leaders to forecast manpower requirements across functions and geographies.

2. Crisis & Contingency Planning

  • Lead the development and execution of HR contingency plans for emergencies, economic downturns, or operational disruptions.
  • Establish workforce continuity plans, including succession pipelines and backup resource strategies.
  • Coordinate with leadership during crises to ensure timely decision-making and workforce stability.
  • Design redeployment strategies to optimize workforce utilization during uncertain conditions.

3. Organizational Resilience & Risk Management

  • Identify workforce-related risks and develop mitigation strategies.
  • Build frameworks for business continuity planning (BCP) from a human capital perspective.
  • Ensure readiness for scenarios such as layoffs, restructuring, remote workforce shifts, or geopolitical disruptions.

4. Talent Optimization & Deployment

  • Oversee internal mobility, succession planning, and talent redeployment initiatives.
  • Drive workforce agility through cross-training and multi-skilling programs.
  • Ensure optimal allocation of human resources across projects and business units.

5. HR Analytics & Reporting

  • Utilize HR analytics to inform strategic decisions and workforce planning models.
  • Develop dashboards and reports on workforce metrics, productivity, and risk indicators.
  • Provide insights to senior leadership on workforce efficiency and cost optimization.

6. Policy Development & Governance

  • Design HR policies aligned with crisis management and workforce flexibility.
  • Ensure compliance with labor laws and organizational policies during workforce adjustments.
  • Establish governance frameworks for workforce decision-making during critical periods.

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Responsibilities
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