Senior Director - Talent Acquisition & Emiratisation (UAE National)

JOB PURPOSE:

Define and manage the development, and implementation of robust talent acquisition strategy for local and international expatriate hires in line with best fitted global best practices.

KEY ACCOUNTABILITIES:

Strategy Development and Implementation

          Sets out EGA’s talent acquisition strategies for local and international expatriate hires based on EGA’s purpose, bold aspirations, values, strategic and operational requirements.

          Support the development and implementation of the functional strategy ensuring alignment to group strategy, EGA’s vision, mission, and corporate objectives.

          Ensures the provision of subject matter expertise for the assigned domain and provide counsel to EGA leadership on all related areas to facilitate the achievement of EGA’s strategy and functional strategies.

Leadership

          Manages the effective achievement of functional objectives through effective leadership and by setting of individual objectives, managing performance, developing, and motivating team to maximise performance.

          Leads the talent development initiatives for the assigned function, collaborating with discipline experts and thereby ensure the availability of talent to fit business requirements.

          Acts as a role model and drive adherence to organizational values and ethics by employees of the assigned function to ensure the establishment of a value driven culture within the organization.

          Champions and promotes innovation and idea generation to enable the establishment of a performance driven organization culture continually striving for excellence.

          Inspires the team and colleagues to consider new perspectives, attempt new ways of working, tread unfamiliar paths and unlock their hidden talents whilst still meeting agreed objectives and plans

Budgeting and Financial Performance

          Provide input into the functional budget and monitors financial performance versus the budget so that the business is aware of anticipated costs/revenues.

Policies, Systems, Processes & Procedures

          Support the development and implementation of functional policies, systems, processes, procedures, and controls covering all areas of assigned functional so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.

Employer Branding & EGA Promotion

          Oversee EGA’s employer brand through the relevant external channels to position the organisation as employer of choice.

          Oversee and recommends changes to the EGA Employee Value Proposition to support EGA positioning in the market.

Talent Acquisition

          Support the design, development, and implementation of the local and international expatriate recruitment strategy in order to strengthen EGA’s employer brand as employer of choice and ensure the acquisition of top talent in a timely manner.

          Stay updated on international talent acquisition trends, competitor strategies, and market dynamics to make informed decisions.

          Develop the annual recruitment plan, outlining the most appropriate strategies and approaches for identifying and selecting high caliber talent for technical and non-technical vacancies into required roles based on the priority of the business areas within EGA.

          Develop, maintain, and implement of all recruitment related processes to ensure consistency in application across EGA.

          Manage and guide the development and maintenance of professional relations with local, regional, and international recruitment agencies in order to source qualified candidates.

          Oversees the end-end assessment and selection process and ensure its fairness and objectivity.

          Utilise recruitment analytics and key performance indicators to measure the effectiveness of international recruitment efforts and identify areas for improvement

Stakeholder Management

          Develops and maintains effective business relationships with all relevant external/internal entities and all sections with the highest standards of business ethics, whilst promptly attending to all critical issues in-order to ensure the services required by the organisation are delivered in the most effective manner.         

          Collaborate with other HC functions, department heads, and international stakeholders to understand their talent needs and align recruitment strategies accordingly

Safety, Quality & Environment

          Ensures compliance to all relevant safety, quality and environmental management policies, procedures, and controls across the section to guarantee employee safety, legislative compliance, and a responsible environmental attitude.

Change Management

          Leads the management of change through continuous improvement of functional systems, processes and practices taking into account global standards and changes in the business environment which demand proactive action plans.

Reporting

          Ensures that all functional reports are prepared timely and accurately and meet EGA requirements, policies, and quality standards.

AUTHORITY/ DECISION MAKING:

          Thinking within defined policies and objectives, under general direction. The determination of “what needs to be done” in applying polices is largely left up to the incumbent who must establish the plan, determine the priorities, and prescribe the processes needed to achieve the objectives.

          Subject to general direction and defined functional policy objectives. Actions which will impact other functional or operating areas usually require approval before they may be implemented.

QUALIFICATIONS & SKILLS:

Minimum Qualifications:

          Bachelor’s degree in HR Management, Business Administration or equivalent with preferably a post graduate degree

Minimum Experience:

          15 + years relevant experience in Human Resources Management including at least 6 years in positions of progressively increasing managerial responsibilities and requires decision making in complex cases with high sensitivity

Skills:

          Knowledge of talent management principles and concepts

          Analytical skills

          Conflict management skills

          Knowledge of operations processes

          Problem solving skills

          Interpersonal skills

          Negotiation skills

          Planning and organising skills

          Communication and presentation skills

          Computer skills

          Teamwork skills

          People management skills

          Leadership skills