Manager Talent Management

JOB PURPOSE: Responsible for designing, leading, and executing an integrated end-to-end talent lifecycle strategy that ensures DP World KSA attracts, develops, retains, and deploys the right talent to meet current and future business needs. Partners closely with senior leaders to align Talent Acquisition, Learning & Development, Succession Planning, Leadership Development, Saudization, and Workforce Planning within the People & Sustainability strategy and operational priorities across DP World KSA. Plays a critical role in building strong talent pipelines, strengthening leadership and capability development, enhancing internal mobility, and positioning DP World as an Employer of Choice. KEY ACCOUNTABILITIES: • Strategic Responsibilities Talent Strategy & Workforce Alignment • Develop and execute an integrated Talent Management and Talent Acquisition strategy aligned with the People & Sustainability goals and business objectives. • Align workforce planning, recruitment, succession, and development initiatives with future skills requirements, operational growth, and Saudization targets. • Partner with senior leadership to identify short-, medium-, and long-term talent risks and propose proactive mitigation strategies. Talent Acquisition & Pipeline Strategy • Define and oversee talent acquisition strategies for critical, technical, leadership, and national roles. • Build sustainable talent pipelines through proactive sourcing, employer branding, early career programs, and strategic partnerships. • Ensure recruitment strategies support diversity, inclusion, and national workforce development objectives. Succession Planning & Critical Roles • Lead the annual succession planning process across all business units. • Ensure identification of critical roles and ready-now / ready-for future successors. • Develop frameworks to assess leadership readiness, bench strength, and role criticality. • Recommend strategic actions to close succession gaps and enhance internal mobility. High-Potential & Leadership Development • Design and govern HiPo identification processes using best-practice tools (e.g., 9-Box, leadership assessments). • Develop structured development pathways, fast-track, and leadership acceleration programs. • Lead the Learning & Development to deliver long-term leadership capability strategies. Employer Value Proposition (EVP) & Retention • Contribute to EVP development and ensure alignment with attraction and retention priorities. • Design targeted retention strategies for critical, high-performing, and national talent. • Strengthen DP World’s positioning as an Employer of Choice in the local market. Talent Analytics & Insights • Establish and govern talent analytics frameworks covering recruitment, succession, mobility, HiPo retention, and capability gaps. • Provide leadership with data-driven insights to support workforce and talent decisions. Learning & Development (L&D) • Own and manage the Learning & Development function, ensuring alignment with Talent, Workforce Planning, and business strategy. • Defining and deliver learning priorities based on talent reviews, succession plans, performance outcomes, and capability gaps. • Oversee leadership, technical, and functional development programs aligned with future skills and operational needs. • Integrate L&D initiatives with succession, HiPo development, career pathways, and Saudization objectives. • Ensure effective use of learning platforms, external providers, and measurable learning outcomes. • Maintain governance, budget oversight, and compliance with DP World global standards. • Operational Responsibilities Talent Acquisition Operations • Oversee end-to-end recruitment processes, ensuring quality, speed, compliance, and candidate experience. • Manage sourcing strategies, assessment tools, interview frameworks, and selection methodologies. • Ensure strong partnership with Talent Acquisition teams and hiring managers for effective demand planning. • Manage outsourcing and overseas recruitment, including agreements with external agencies, and overseeing visa and Government Relations processes to ensure compliance and smooth operations. Talent Review & Assessment • Manage along with Organizational Development Team, assessment tools, psychometrics, and capability evaluations. • Plan and execute team building and employee engagement activities. • Facilitate calibration sessions with leadership to ensure fairness, consistency, and accountability. • Ensure alignment between Talent Management and Performance Management processes. • Support managers in identifying development needs and talent gaps based on performance outcomes. • Design and implement templates and frameworks for gap analysis, utilizing HR systems and AI-driven insights to identify skill gaps, optimize workforce planning, and support strategic talent development. Succession & Development Execution • Maintain and regularly update succession plans. • Track development actions for successors and HiPo employees. • Monitor progress and escalate risks related to readiness or retention. Career Pathing & Capability Building • Design and maintain career pathways for operational, technical, and corporate roles. • Lead the L&D to implement capability and skill development programs aligned with business growth. • Ensure alignment with global DP World competency and capability frameworks. Internal Mobility & Talent Deployment • Enable internal movement, job rotations, and cross-functional opportunities. • Support workforce optimization initiatives in collaboration with HR Business Partners. • Promote internal talent deployment as a key retention and development mechanism. Performance & Talent Integration 3. Saudization & National Talent Development • Lead and support structured development programs for Saudi nationals aligned with Saudization strategy. • Build national talent pipelines through partnerships with universities, training institutes, and government entities. • Ensure recruitment, development, and succession plans actively support national workforce objectives. 4. Stakeholder Partnership & Governance • Partner closely with HR Business Partners, Organizational Development and HR Services teams to deliver an integrated talent lifecycle. • Act as a trusted advisor to leaders on recruitment, succession, leadership development, and talent retention. 5. Reporting, Compliance & Governance • Maintain accurate talent data, dashboards, and reporting.

JOB PURPOSE: Responsible for designing, leading, and executing an integrated end-to-end talent lifecycle strategy that ensures DP World KSA attracts, develops, retains, and deploys the right talent to meet current and future business needs. Partners closely with senior leaders to align Talent Acquisition, Learning & Development, Succession Planning, Leadership Development, Saudization, and Workforce Planning within the People & Sustainability strategy and operational priorities across DP World KSA. Plays a critical role in building strong talent pipelines, strengthening leadership and capability development, enhancing internal mobility, and positioning DP World as an Employer of Choice. KEY ACCOUNTABILITIES: Strategic Responsibilities Talent Strategy & Workforce Alignment • Develop and execute an integrated Talent Management and Talent Acquisition strategy aligned with the People & Sustainability goals and business objectives. • Align workforce planning, recruitment, succession, and development initiatives with future skills requirements, operational growth, and Saudization targets. • Partner with senior leadership to identify short-, medium-, and long-term talent risks and propose proactive mitigation strategies. Talent Acquisition & Pipeline Strategy • Define and oversee talent acquisition strategies for critical, technical, leadership, and national roles. • Build sustainable talent pipelines through proactive sourcing, employer branding, early career programs, and strategic partnerships. • Ensure recruitment strategies support diversity, inclusion, and national workforce development objectives. Succession Planning & Critical Roles • Lead the annual succession planning process across all business units. • Ensure identification of critical roles and ready-now / ready-for future successors. • Develop frameworks to assess leadership readiness, bench strength, and role criticality. • Recommend strategic actions to close succession gaps and enhance internal mobility. High-Potential & Leadership Development • Design and govern HiPo identification processes using best-practice tools (e.g., 9-Box, leadership assessments). • Develop structured development pathways, fast-track, and leadership acceleration programs. • Lead the Learning & Development to deliver long-term leadership capability strategies. Employer Value Proposition (EVP) & Retention • Contribute to EVP development and ensure alignment with attraction and retention priorities. • Design targeted retention strategies for critical, high-performing, and national talent. • Strengthen DP World’s positioning as an Employer of Choice in the local market. Talent Analytics & Insights • Establish and govern talent analytics frameworks covering recruitment, succession, mobility, HiPo retention, and capability gaps. • Provide leadership with data-driven insights to support workforce and talent decisions. Learning & Development (L&D) • Own and manage the Learning & Development function, ensuring alignment with Talent, Workforce Planning, and business strategy. • Defining and deliver learning priorities based on talent reviews, succession plans, performance outcomes, and capability gaps. • Oversee leadership, technical, and functional development programs aligned with future skills and operational needs. • Integrate L&D initiatives with succession, HiPo development, career pathways, and Saudization objectives. • Ensure effective use of learning platforms, external providers, and measurable learning outcomes. • Maintain governance, budget oversight, and compliance with DP World global standards. Operational Responsibilities Talent Acquisition Operations • Oversee end-to-end recruitment processes, ensuring quality, speed, compliance, and candidate experience. • Manage sourcing strategies, assessment tools, interview frameworks, and selection methodologies. • Ensure strong partnership with Talent Acquisition teams and hiring managers for effective demand planning. • Manage outsourcing and overseas recruitment, including agreements with external agencies, and overseeing visa and Government Relations processes to ensure compliance and smooth operations. Talent Review & Assessment • Manage along with Organizational Development Team, assessment tools, psychometrics, and capability evaluations. • Plan and execute team building and employee engagement activities. • Facilitate calibration sessions with leadership to ensure fairness, consistency, and accountability. • Ensure alignment between Talent Management and Performance Management processes. • Support managers in identifying development needs and talent gaps based on performance outcomes. • Design and implement templates and frameworks for gap analysis, utilizing HR systems and AI-driven insights to identify skill gaps, optimize workforce planning, and support strategic talent development. Succession & Development Execution • Maintain and regularly update succession plans. • Track development actions for successors and HiPo employees. • Monitor progress and escalate risks related to readiness or retention. Career Pathing & Capability Building • Design and maintain career pathways for operational, technical, and corporate roles. • Lead the L&D to implement capability and skill development programs aligned with business growth. • Ensure alignment with global DP World competency and capability frameworks. Internal Mobility & Talent Deployment • Enable internal movement, job rotations, and cross-functional opportunities. • Support workforce optimization initiatives in collaboration with HR Business Partners. • Promote internal talent deployment as a key retention and development mechanism. Saudization & National Talent Development • Lead and support structured development programs for Saudi nationals aligned with Saudization strategy. • Build national talent pipelines through partnerships with universities, training institutes, and government entities. • Ensure recruitment, development, and succession plans actively support national workforce objectives. Stakeholder Partnership & Governance • Partner closely with HR Business Partners, Organizational Development and HR Services teams to deliver an integrated talent lifecycle. • Act as a trusted advisor to leaders on recruitment, succession, leadership development, and talent retention. Reporting, Compliance & Governance • Maintain accurate talent data, dashboards, and reporting.