Sr. Manager People Partnering

at  Talabat

Company Description
As the region’s leading local tech organization, we’re proud to say that we have been delivering for millions of people right across MENA for the past 18 years.
We were founded in Kuwait in 2004, and acquired by Delivery Hero (DHER) in 2015. This gives us a unique outlook - local knowledge with global expertise. It also allows us to innovate, create, and bring new technologies for the betterment of the MENA region, such as q-commerce, sustainable packaging, cloud kitchens, autonomous delivery vehicles, robots, and drones.
We deliver across 9 countries with more than 4,500+ employees! Our food delivery business works with over 27,000 brands and almost 50,000 branches.
Our q-commerce concept, talabat mart (121 Stores), now delivers groceries to customers in Bahrain, Iraq, Egypt, Jordan, Kuwait, Oman, Qatar, and the UAE in 30 minutes or less!
talabat is part of the Delivery Hero Group, the world’s leading local delivery platform operating in 70+ countries worldwide
Job Description
As a Sr Manager People Partnering, you will be partnering closely with our stakeholders and supporting their organizational needs. This role has aspects to it that are operational and other parts that are creative - you never know what new initiatives you may be working on next quarter! We’re really looking for someone that is flexible, creative and resourceful – there is so much to do and you’ll have the autonomy to make things happen. The role entails partnering with four ExCo leaders to drive quarterly initiatives and partnering with the People Team to support in aligning our stakeholders with people initiatives.

EXPERIENCE

• Experience Optimization. Responsible for identifying gaps is experience and collaborating with stakeholders or People & Culture teams to bridge the gap.
• Change Management. Manages the transformation by developing change management strategies with the head of function in collaboration with management. Knows how to build a change both top down and bottom up and owns the change topics on the business area level. Is a leader, influencing others in continuous improvement. Is mentoring other People Partners in change management practices.
• Identifying Talent Gaps. Understands the various business areas organizational design and business needs. Can foresee long-term talent shortages and works closely with leaders to identify critical hiring needs, to design the hiring plan in alignment with business priorities and budget.

• Function Health. Monitoring functional-level health through tools like peakon, power bi and tableau and working closely with the leaders to identify risk areas and propose solutions - evaluating mindset, culture, performance and environment as a whole in each market.
• Environment Health
• Acquisition/Retention. Monitoring acquisition and retention metrics, performing root cause analysis, storytelling through data and co-creating solutions to solve retention in your area.
• Compensation Health. Monitoring function and market dynamics and impact on talent. When needed working with Leads and Rewards to build business cases for pay band and/or benefits redesign.
• Mindset/Culture. Working closely with the function leads to ensure our business leaders embody the values of the organization and it is embedded in their ways of working - hiring, performance, etc