Senior Manager

Role: Senior Manager - Emiratisation Talent Sourcing - Location: Dubai, United Arab Emirates - Industry: Human Resources - Function: Staffing & Selection - Experience: 10 years - Job Type: Full Time - Work Arrangement: On-site

Majid Al Futtaim is seeking an experienced Senior Manager - Emiratisation Talent Sourcing to lead the development and execution of strategic recruitment initiatives focused on attracting, engaging, and hiring UAE National talent across its businesses in Dubai, United Arab Emirates. The role is responsible for developing Emiratisation sourcing strategies, building sustainable Emirati talent pipelines, establishing strategic partnerships, and applying market intelligence to support current and future workforce requirements. Working closely with Talent Acquisition, Human Resources, business leaders, and external partners, the Senior Manager will oversee targeted sourcing campaigns, employer branding initiatives, recruitment performance, and compliance with applicable Emiratisation regulations.

Country: United Arab Emirates - City: Dubai - Industry: Human Resources - Function: Staffing & Selection - Salary: Not disclosed - Gender: No Preference - Candidate Nationality: Not specified - Job Type: Full Time - Work Arrangement: On-site

• Develop and implement comprehensive Emiratisation talent sourcing strategies aligned with organizational workforce plans and hiring objectives.
• Lead sourcing initiatives designed to identify, attract, and engage qualified UAE National candidates across Majid Al Futtaim businesses.
• Align talent acquisition activities with current recruitment priorities and future workforce requirements.
• Adapt sourcing approaches in response to changing labor market conditions, business requirements, and talent availability.
• Establish strategic sourcing priorities across relevant functions, industries, and candidate segments.
• Collaborate with business and Talent Acquisition stakeholders to support sustainable Emiratisation hiring outcomes.
• Apply talent market insights to continuously improve sourcing effectiveness and recruitment strategies.
• Lead talent mapping initiatives to identify high-potential Emirati professionals across relevant industries and business functions.
• Conduct market intelligence activities to assess UAE National talent availability and emerging recruitment opportunities.
• Analyze candidate profiles, professional networks, and talent segments to support targeted sourcing activities.
• Monitor competitor recruitment activity and relevant industry trends.
• Provide talent market benchmarking and insights to support strategic workforce planning.
• Identify changes in sourcing practices and candidate engagement approaches.
• Translate labor market information into practical recommendations for business leaders and recruitment stakeholders.
• Build and maintain proactive talent pipelines to support immediate and future Emiratisation recruitment needs.
• Develop diversified sourcing channels to engage UAE National candidates.
• Establish relationships with relevant government organizations, universities, and professional networks.
• Utilize social platforms, employer branding activities, and technology-enabled sourcing tools to identify potential candidates.
• Maintain engagement with relevant talent communities and prospective candidates.
• Support targeted recruitment campaigns for priority business functions and workforce requirements.
• Strengthen candidate pipelines through structured market engagement and relationship development.
• Build and maintain partnerships that support the attraction and recruitment of UAE National talent.
• Collaborate with government entities, educational institutions, and professional networks on relevant talent initiatives.
• Support partnerships designed to improve access to qualified Emirati candidates.
• Coordinate with external stakeholders on recruitment events, career fairs, and national talent programs.
• Develop engagement activities aligned with Emiratisation sourcing objectives.
• Evaluate partnership effectiveness and contribution to talent attraction outcomes.
• Maintain professional relationships that support long-term national talent development and recruitment.
• Monitor sourcing performance against established recruitment objectives and key performance indicators.
• Manage sourcing service level agreements (SLAs) to support timely recruitment delivery.
• Track Emiratisation hiring targets, candidate conversion rates, and offer acceptance rates.
• Evaluate sourcing channel performance and identify opportunities to improve recruitment effectiveness.
• Maintain