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.
Overview of the role
The Head of talent management and leadership is responsible to provide professional expertise and support in the design, development and implementation of the talent management strategies. This role executes the auto-wide talent management strategy which includes the pillars of Talent management, leadership development, performance management, engagement and rewards and recognition. The role holder will work very closely with the Automotive Talent Centre team, Automotive HRBPs, Automotive business Heads and the Group Talent COE
What you will do
Support and implement the CEO works methodology to review Talent to value critical roles and outcomes and action the collective and individual development needs for both critical roles and successors
Coordinate divisional wide annual and periodical talent identification exercise with Automotive HRBPs and identify high potential talent
Oversee and Implement succession planning across the Automotive division and critical roles
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
Conduct assessment centres for talent validation and succession planning.
Leadership Development
Partner in the execution of Leadership Talent identification, career guidance and leadership benchmarking
Serve as a resource for the recruitment & selection of leadership roles and critical role analysis
Provide coaching & support to key leaders in the creation of robust development plans that meet succession and retention needs
Liaise with departmental heads to ensure that the leadership strategies are aligned to and drive brand & local business objectives
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
Provide Business Consultancy to propose leadership solutions that are fit for purpose and cost effective
Quality assure the leadership and management pathways, continuously improving the programs to build competitive advantage, innovation and global best practices into the structure
Coaching & consulting to line managers across the AFG on leadership design, facilitation, and coaching
Coordinate annual performance cycle activities and report progress from the goal setting, performance reviews
Work with HRBPs and Talent Centre to embed ‘continuous performance management’ culture through utilization of CPM tool and mobile app
Manage divisional comms plan for performance management milestones and awareness in coordination with group level communication cascade
Manage the annual Engagement activities across the divisional 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
Design and manage an annual awards and recognition divisional plan
Liaise with Group HR on any group wide award and recognition activities.
Coordinate with business HRBPs all award and recognition schemes within the brands and across the division and act as the custodian of all relevant data
Manage divisional wide awards and recognition activities and events ensuring standard practices are followed
Required Skills to be successful
Stakeholder Management
Team management
Budgets and Financial experience
Business Acumen
OCM (Organisational change Management)
What equips you for the role
Minimum of 8-10 years of experience in talent management, leadership development, or related roles, preferably in a leadership capacity.
Depth of knowledge of leadership theory and practice
Coached a broad range of senior executives
Practiced with a broad range of learning technologies
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 performance management, employee engagement, and retention strategies
Professional certifications in talent management, leadership development, or related fields (e.g., CIPD , SHRM, etc.) are preferred
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