Head of Talent Planning and Acquisition Section

Organization: Dubai Civil Aviation AuthorityEducational-level Beginning of the main content section.Return to the home pagePrintable Format Job Description - Head of Talent Planning and Acquisition Section (26001671)Job Description Head of Talent Planning and Acquisition Section - (26001671) Job Description Role PurposeTo lead and manage the Talent Planning and Acquisition Section by directing the implementation of workforce planning, recruitment, Emiratization, job description, and competency frameworks across DCAA, ensuring the Authority attracts, selects, and retains the right talent in alignment with the approved organizational structure, annual workforce plan, and Dubai Government HR legislation. The role ensures that recruitment, job evaluation, career pathing, and Emiratization processes are executed with precision, institutional integrity, and strategic alignment, positioning DCAA as an employer of choice within Dubai's government and aviation sector.Key Responsibilities/DutiesA. Functional:1. Workforce Planning & Organizational Structure SupportDirect the analysis of job functions and development of the annual workforce plan based on needs identified in organizational units' operational plans, ensuring plans are approved through appropriate governance channels. Provide data inputs to support the development, review, and approval of DCAA's organizational and functional structure in coordination with relevant units and the HR Director, without extending into job description ownership which is managed separately.2. Annual Recruitment Plan & Talent AcquisitionLead the preparation and execution of the annual recruitment plan based on the approved budget, overseeing candidate sourcing, assessment, and selection processes in coordination with relevant DCAA stakeholders. Ensure contracting, appointment, probation period management, new employee orientation programmes, and position confirmation procedures are activated and implemented in accordance with DCAA's established procedures and approved frameworks, with employee records, payroll inputs, and ongoing lifecycle transactions handed over to the HR Operations Section upon completion of the onboarding process.3. Job Description, Evaluation & Career Path ManagementDirect the preparation, review, updating, and evaluation of job descriptions for all DCAA positions, ensuring accuracy, consistency, and alignment with the approved organizational structure. Oversee the definition and documentation of career paths with relevant organizational units, and ensure the measurement, documentation, and evaluation of new positions are tracked and processed according to established procedures. Career path frameworks defined here are subsequently activated and managed by the HR Policies and Development Section.4. Emiratization, Succession & Workforce StatisticsLead the preparation and implementation of Emiratization and replacement plans, overseeing the tracking of workforce statistics including turnover rates, recruitment outcomes, Emiratization targets, and retirement and pension planning. Ensure all related procedures are followed up and completed in accordance with applicable legislation and institutional frameworks.5. Recruitment, Transfer & Internal Mobility ImplementationOversee and ensure the implementation of all recruitment, hiring, and internal mobility activities across the organization, including permanent recruitment as well as non-standard employment types such as temporary, part-time, special contracts, and outsourced workforce arrangements, ensuring compliance with approved policies, procedures, budget allocations, and Dubai Government HR regulations. Ensure all recruitment and mobility processes are properly documented, position titles and workforce records are accurately updated in HR systems, and full alignment is maintained with approved organizational structures and workforce plans. Participate in secondment and delegation procedures from a workforce readiness and positional suitability perspective, ensuring consistency, governance compliance, and proper coordination with relevant stakeholders.6. Competency Framework Development & IntegrationDirect the development and definition of technical and behavioral competencies for DCAA positions, ensuring they are effectively linked to job descriptions, career paths, and development and leadership programmes in coordination with relevant HR sections and organizational units.7. HR Policy Awareness & Regulatory ComplianceEnsure HR policies, Dubai Government HR Law, and applicable regulations are consistently applied across all recruitment and workforce planning activities. Oversee the delivery of continuous awareness workshops and orientation programmes for new and current DCAA employees to ensure understanding and compliance with HR policies, legislation, and procedures.8. Strategic Partnerships & External CoordinationDirect coordination with local and federal

Lead and manage the Talent Planning and Acquisition Section, directing workforce planning, recruitment, Emiratization, job description development, and competency framework integration across DCAA. Oversee annual recruitment planning, candidate sourcing, assessment, onboarding, and lifecycle management in alignment with approved frameworks and organizational structures. Direct the preparation, updating, and evaluation of job descriptions and career paths, ensuring alignment with organizational needs. Manage Emiratization, succession planning, and workforce statistics reporting, tracking turnover, recruitment outcomes, and retirement/pension planning. Oversee recruitment, transfer, and internal mobility activities, including temporary, part-time, special contracts, and outsourced workforce, ensuring policy and regulatory compliance. Develop and integrate technical and behavioral competency frameworks linked to job descriptions and development initiatives. Ensure HR policies and Dubai Government HR law compliance, delivering awareness and orientation programs. Establish strategic partnerships and coordinate with external stakeholders to support governance and workforce readiness.