Job Requisition ID: 168490
Established in the 1930s as a trading business, Al-Futtaim Group today is one of the most diversified and progressive, privately held regional businesses headquartered in Dubai, United A”rab Emirates. Structured into five operating divisions; automotive, financial services, real estate, retail and healthcare; employing more than 35,000 employees across more than 20 countries in the Middle East, Asia and Africa, Al-Futtaim Group partners with over 200 of the world’s most admired and innovative brands. Al-Futtaim Group’s entrepreneurship and relentless customer focus enables the organisation to continue to grow and expand; responding to the changing needs of our customers within the societies in which we operate.
By upholding our values of respect, excellence, collaboration and integrity; Al-Futtaim Group continues to enrich the lives and aspirations of our customers each and every day.

REQUIRED SKILLS TO BE SUCCESSFUL

• Proven experience in designing and delivering effective talent management and leadership development programs, including leadership competency frameworks, assessments, coaching, mentoring, and succession planning.
• Demonstrated experience in learning content creation, performance management, employee engagement, and retention strategies.
• Strong relationship building & influencing abilities.
• Project Management and presentation skills.

OVERVIEW OF THE ROLE

The Senior Manager Talent Management and Leadership Development (L&D) is responsible to provide professional expertise and support in the design, development and implementation of the talent management processes and L&D. The incumbent will implement the learning and organizational development roadmap at the corporate level. The role holder will cover all aspects of learning and development and build capability across the organization including process management and administration and work very closely with the corporate functions Heads and the HRBPs business Heads and the Group Talent COE.

WHAT YOU WILL DO

• Support and implement the Talent Development Strategy to review the pipeline of potential talents.
• Coordinate divisional wide annual and periodical talent identification exercise with all HRBPs. Implement TR rigor and Quality of reviews.
• Competency modal, aligned with IDP and Goals and Objectives.
• Support high impact actions to increase the development and retention of all leadership talent, including nationals. Conducts and presents post-talent review analysis.
• Responsible for creating and maintaining divisional talent mapping and succession for critical positions in line with CEO works methodology.
• Work closely with HRBP for all functions to design career path for all niche and critical roles. Conduct assessment centres for talent validation and succession planning.
• Design, create and deliver learning content.
• Apply the 70/20/10 model to enhance leadership capability across the organization, including action learning, coaching, mentoring, eLearning, and peer to peer learning.
• Create and implement the short- and long-term strategy and individual strategies for each market that strongly supports the leadership & coaching performance targets.
• Evaluate & maintain leadership & technical competency models that facilitate assessment of these and yield gap analysis.
• Create and implement the short- and long-term strategy and individual strategies for each function that strongly supports the leadership & coaching performance targets.
• Build relationships with key principal partners to optimise their support, access existing resources and ensure effective implementation and cost-efficient supply of leadership and coaching products and services.
• Provided detailed reporting & feedback mechanisms. Promote culture of coaching and feedback through learning and development.
• Design strategic development plan for Emirati National and succession plan for critical roles.
• In collaboration with HRBPs and other stakeholders, drive the cultural and employee engagement surveys paired with the development of action plans to be cascaded down to countries and functions.
• Manage the annual Engagement activities across the functions including the annual survey and periodical pulse surveys.
• Liaise with Group Engagement Lead on group wide engagement activities.
• Provide annual and periodic analysis and reports on engagement scores, activities, and impact planning updates.
• Ensure best practices are shared across the division.

WHAT EQUIPS YOU FOR THE ROLE

• Minimum of 15 years of experience in learning and development, talent management, leadership development, or related roles, preferably in a leadership capacity and in a highly matrixed organizational environment.
• Professional certifications in talent management, leadership development, or related fields (e.g., CIPD , SHRM, etc.) are preferred.
• Certification in Psychometrics and personality assessment (MBTI, EQ.) are preferred.
• Depth of knowledge of leadership theory and practice.
• Practiced with a broad range of learning technologies.
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  Before you click “apply”: Please read the job description carefully to ensure you can confidently demonstrate why this opportunity is right for you and take the time to put together a well-crafted and personalised CV to further boost your visibility. Our global Talent Acquisition team members are all assigned to specific businesses to ensure that we make the best matches between talent and opportunities. We not only consider the requisite compatibility of skills and behaviours, but also how candidates align with our Values of Respect, Integrity, Collaboration, and Excellence.
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