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Talent Acquisition Manager; UAEN
Job Description & How to Apply Below
Purpose
The Talent Acquisition Manager is responsible for designing and executing a forward-looking, digitally and AI enabled talent acquisition strategy that ensures the organization attracts world-class investment and corporate talent. The role leads end-to-end hiring across the organisation. This includes driving a strong Emiratization agenda and ensuring alignment with the organization's long-term workforce strategy.
This position plays a critical role in transforming the recruitment function through AI-driven sourcing tools, automation, workforce analytics, and HR chatbots, ensuring an optimized, data-rich, and candidate-centric recruitment experience suitable for a sovereign wealth fund operating in global financial markets.
Strategic Responsibilities- Develop and execute an enterprise-wide Talent Acquisition Strategy that supports long-term capability needs with a clear strategy on sourcing qualified talent from the industry
- Lead the digital transformation of recruitment, integrating AI-enabled screening, predictive analytics, automated workflows, and talent intelligence to enhance quality of hire and reduce cycle times
- Drive a proactive Emiratization hiring strategy, providing opportunities for UAE National talent
- Partner with senior leadership, business heads, and the HR team to forecast workforce needs and translate them into structured hiring plans
- Drive the Employer Branding Strategy, positioning EIA as an employer of choice locally and globally by leveraging institutional brand equity, digital content, talent communities, and industry partnerships
- Establish governance for all talent acquisition processes, ensuring alignment with internal policies, Board governance, and regulatory requirements
- (In conjunction with relevant corporate functions) define and maintain a governance framework for AI in Talent Acquisition, covering data usage, vendor selection, performance monitoring, and improving / phasing-out tools that no longer meet quality or risk standards
- Ensure hiring complies with data privacy regulations, and EIA policies, including transparency, fairness, non-discrimination, and candidate due-process standards
- Build Human In the Loop processes to ensure recruitment related roles remain augmented (not displaced) by AI augmented as well ongoing human skill development in talent acquisition
- Lead manpower planning and workforce demand forecasting in collaboration with business leaders and Finance, ensuring alignment with investment strategy and approved headcount plans
- Support organization design and role structuring, including job design, span of control, and headcount optimization
- Manage and monitor the Talent Acquisition budget, ensuring cost-effective hiring, vendor spend discipline, and alignment with approved workforce plans
- Oversee the full recruitment lifecycle: job design, sourcing, assessments, interview management, offers, onboarding, and post-hire integration
- Ensure AI-augmented candidate screening and shortlisting using ATS algorithms, skill-based matching, and chatbot-enabled candidate engagement
- Maintain strong hiring processes for senior, specialist, and investment roles including due diligence, reference checks, and assessment centre management
- Embed competency-based and behaviour-based selection methodologies aligned with organizational values and investment-industry expectations
- Talent Intelligence, Analytics & Reporting
- Build and maintain advanced Talent Acquisition dashboards covering hiring trends, pipeline analytics, time-to-fill, cost-per-hire, source effectiveness, and workforce forecasting
- Apply predictive analytics to analyse attrition risks, talent gaps, and long-term hiring needs
- Provide market insights on compensation, investment sector mobility, and talent availability
- Emiratization & National Talent Development
- Lead targeted strategies to identify, attract, assess, and onboard UAE Nationals across all business units
- Establish partnerships with universities, scholarship programs, and government entities to build strong national pipelines
- Align hiring practices with Emiratization KPIs, national reporting requirements, and relevant governance structures
- Employer Branding & Talent Pipelines
- Build global and local talent communities for ongoing talent needs such as UAE National investment professionals
- Promote internships, analyst programs, early careers initiatives, and UAE National rotational programs
- Vendor & Technology Management
- Oversee partnerships with recruitment agencies, executive search firms, assessment vendors, and technology providers
- Evaluate and implement AI, automation, and recruitment-tech platforms (ATS, CRM, assessment tools) to enhance efficiency and decision quality
- Ensure vendor performance meets agreed-upon SLAs and governance requirements
- Manpower Planning, Budgeting & Organization Design
- Execute annual and multi-year manpower planning cycles and translate approved plans into hiring roadmaps
- Partner with Finance to manage…
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