Senior Manager - Emiratisation Talent Sourcing

Majid Al Futtaim; Dubai; On-site; AED 400,000 - 800,000; Full time

Job summary

Majid Al Futtaim is seeking a Senior Manager - Emiratisation Talent Sourcing to lead strategic recruitment initiatives focused on attracting UAE National talent in Dubai. You will develop Emiratisation sourcing strategies, build Emirati talent pipelines, and collaborate with Talent Acquisition, HR, and external partners to meet workforce requirements.

The role emphasizes market intel, employer branding, and compliance with Emiratisation regulations as you oversee targeted sourcing campaigns and

Qualifications

• Bachelor's degree in Human Resources, Business or related field.
• 10 years of professional experience in talent sourcing.
• Experience in a large corporate or shared services environment preferred.
• Advanced sourcing or talent management certifications.
• Extensive knowledge of UAE National talent markets and Emiratisation programs.

Responsibilities

• Develop and implement Emiratisation talent sourcing strategies aligned with workforce plans.
• Lead sourcing initiatives to identify, attract, and engage UAE National candidates across Majid Al Futtaim businesses.
• Collaborate with Talent Acquisition, HR, and business leaders to support Emiratisation hiring outcomes.
• Ensure sourcing activities comply with MOHRE regulations and internal policies.
• Build and maintain proactive Emirati talent pipelines for immediate and future needs.

Skills

Strategic sourcing

Employer branding

Talent mapping

Stakeholder management

Education

Bachelor's degree in HR/Business

Tools

ATS

Advanced sourcing tools

Recruitment platforms

Job description

Senior Manager - Emiratisation Talent Sourcing Job Snapshot

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

Job Overview

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.

Job Details

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

Key Responsibilities

• 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 consistent operational standards across sourcing activities.
• Identify recruitment process challenges and recommend practical improvements.
• Support efficient coordination between sourcing teams, Talent Acquisition stakeholders, and hiring functions.
• Promote a positive and professional candidate experience throughout the sourcing process.
• Use recruitment data and analytics to assess the effectiveness of Emiratisation sourcing strategies.
• Analyze sourcing results, candidate engagement, conversion rates, and hiring outcomes.
• Prepare reports and performance insights for business leaders and Human Resources stakeholders.
• Monitor recruitment trends to identify potential improvements in talent attraction activities.
• Evaluate sourcing channel effectiveness and recruitment campaign outcomes.
• Apply data-driven findings to refine sourcing strategies and operational processes.
• Support workforce planning discussions through relevant talent market information and recruitment performance analysis.
• Lead employer branding initiatives designed to strengthen Majid Al Futtaim 's attractiveness to UAE National candidates.
• Develop annual talent engagement plans aligned with Emiratisation sourcing priorities.
• Plan and support career fairs, recruitment events, partnerships, and national talent programs.
• Coordinate targeted sourcing campaigns to reach relevant Emirati talent segments.
• Work with internal stakeholders to align talent attraction activities with recruitment objectives.
• Assess the effectiveness and return on investment of employer branding and candidate engagement initiatives.
• Promote consistent and professional engagement with prospective candidates and external partners.
• Utilize applicant tracking systems (ATS) and advanced sourcing tools to support recruitment activities.
• Apply talent mapping methodologies to identify and engage suitable UAE National candidates.
• Leverage technology-enabled sourcing platforms and professional networks.
• Monitor the effectiveness of digital sourcing channels and recruitment technologies.
• Support improvements to sourcing workflows through effective use of available systems.
• Apply recruitment data and market intelligence to improve candidate identification and engagement.
• Encourage effective use of sourcing technologies across the recruitment team.
• Ensure sourcing activities comply with applicable UAE employment legislation and Emiratisation regulations.
• Maintain awareness of relevant Ministry of Human Resources and Emiratisation (MOHRE) requirements.
• Support compliance with internal recruitment policies, procedures, and governance standards.
• Identify potential regulatory or operational compliance concerns within sourcing activities.
• Coordinate with relevant stakeholders to address recruitment governance requirements.
• Promote consistent application of compliant sourcing and candidate engagement practices.
• Maintain appropriate oversight of recruitment processes against established organizational requirements.
• Lead and develop talent sourcing teams to support effective recruitment delivery.
• Provide coaching, guidance, and professional development support to team members.
• Establish clear performance expectations aligned with sourcing objectives and recruitment targets.
• Monitor team performance and identify opportunities to strengthen sourcing capabilities.
• Encourage the adoption of effective recruitment practices, sourcing technologies, and market intelligence methods.
• Promote collaboration, accountability, and continuous improvement within the sourcing function.
• Support a positive team environment focused on candidate experience and recruitment results.
• Build strong working relationships with business leaders, Human Resources teams, and Talent Acquisition stakeholders.
• Understand workforce requirements and translate hiring priorities into effective sourcing plans.
• Provide strategic advice on Emirati talent availability, recruitment trends, and sourcing opportunities.
• Communicate sourcing performance and recruitment challenges clearly to relevant stakeholders.
• Influence recruitment decisions through market intelligence and data-driven recommendations.
• Collaborate across business functions to address complex hiring requirements.
• Support sustainable talent solutions aligned with organizational workforce objectives.

Qualifications and Experience

• Bachelor 's degree in Human Resources, Business, or a related field.
• 10 years of professional experience in talent sourcing.
• Experience within a large corporate organization or shared services environment is preferred.
• Advanced sourcing or talent management certifications.
• Extensive knowledge of UAE National talent markets and Emiratisation recruitment programs.
• Strong understanding of strategic sourcing, talent mapping, and recruitment best practices.
• Experience developing sourcing strategies and managing recruitment initiatives.
• Proven ability to lead, coach, and develop talent sourcing teams.
• Experience working with business leaders and Human Resources stakeholders.
• Knowledge of applicant tracking systems, advanced sourcing technologies, and recruitment platforms.
• Understanding of Emiratisation hiring requirements and relevant MOHRE regulations.
• Experience monitoring recruitment KPIs, candidate conversion rates, and offer acceptance performance.
• Strong capabilities in talent market intelligence, employer branding, and strategic partnerships.

Technical Skills and Competencies

Strategic Talent Acquisition