Senior Manager - People Development

ADNOC Abu Dhabi UAE

Al Ruways Industrial City

On-site

AED 183,621 - 257,069

Full time

14 days+

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Job summary

ADNOC Abu Dhabi UAE is looking for a Senior Manager – People Development, based in Abu Dhabi Emirate. The successful candidate will oversee talent development strategies aligned with ADNOC's workforce priorities and lead initiatives to enhance workforce capabilities.

The ideal profile includes a Bachelor’s degree in Human Resource Management and a minimum of 15 years of HR experience, with at least 5 years focused on People Development and succession planning.

Qualifications

Minimum 15 years of comprehensive Human Resources experience.
At least 5 years of experience in People Development, talent development, or succession planning.
Strong understanding of learning strategy and workforce capability management.

Responsibilities

Lead talent development frameworks into business-specific strategies.
Oversee execution of people development initiatives across business units.
Advise on talent strategy and succession planning.

Skills

People development

Talent development

Human Resources

Succession planning

Leadership pipeline

Learning strategy

Workforce capability development

Talent analytics

Performance management

Education

Bachelor’s Degree in Human Resource Management or equivalent

Job description

Job Snapshot

Senior Manager – People Development

Location: Abu Dhabi Emirate, United Arab Emirates

Industry: Oil and Energy

Function: Human Resources

Experience: Minimum 15 years in Human Resources, including at least 5 years in People Development

Job Type: Full-time

Job Details

Country: United Arab Emirates

City: Abu Dhabi Emirate

Salary: 50,000–70,000

Gender: Any

Candidate Nationality: Any

Role Context

The Senior Manager – People Development will oversee integrated talent, learning, and succession planning solutions across business portfolios. The position translates enterprise Human Capital frameworks into practical workforce development strategies that address capability gaps, future skills, leadership risks, and business continuity needs. Partnering with senior business leaders, Centers of Excellence, business line directorates, group companies, consultants, vendors, and government entities, the role ensures people development initiatives are aligned, measurable, scalable, and relevant to ADNOC’s long‑term workforce priorities.

Key Responsibilities

Lead the translation of enterprise talent development frameworks into business‑specific strategies that address capability gaps and future workforce requirements.
Oversee the execution of people development initiatives across multiple business units, ensuring alignment with organizational priorities and measurable business impact.
Consolidate business‑specific insights, talent trends, development needs, and workforce feedback to enhance enterprise‑level talent development approaches.
Oversee succession planning across assigned portfolios by identifying critical roles, succession risks, readiness levels, and leadership pipeline gaps.
Validate talent assessments, succession outcomes, and leadership readiness decisions to ensure objectivity, consistency, and alignment with enterprise standards.
Direct targeted development interventions to strengthen bench strength, leadership continuity, and readiness for critical positions.
Align learning strategies with business capability needs by integrating learning priorities into workforce plans, talent plans, and development roadmaps.
Partner with Centers of Excellence to prioritize and scale learning programs that build enterprise‑critical skills and leadership capabilities.
Evaluate learning effectiveness across assigned portfolios and recommend adjustments that improve performance, productivity, and capability outcomes.
Advise senior business leaders on talent strategy, succession risks, capability gaps, development priorities, and workforce readiness.
Shape workforce strategies by integrating talent development, learning solutions, succession planning, and career development into broader business plans.
Use scenario analysis, talent insights, workforce data, and forward‑looking planning to influence leadership decisions.
Establish tracking mechanisms for talent development and succession initiatives using defined KPIs, dashboards, and performance indicators.
Analyze talent analytics and workforce data to identify systemic risks, capability trends, succession concerns, and improvement opportunities.
Drive corrective actions to ensure development initiatives remain aligned with strategic objectives and deliver intended outcomes.
Shape the employee development experience by embedding structured career pathways, growth opportunities, leadership development, and capability plans.
Promote a performance‑driven and development‑led culture aligned with ADNOC’s People and Culture value proposition.
Plan and supervise department personnel, resources, and activities to achieve division objectives in an efficient and cost‑conscious manner.
Support the establishment of Personal Development Plans, succession planning, and talent pipelines within the department.
Coordinate with the Human Capability Group to continuously develop employees, with emphasis on UAE Nationals and Emiratization targets.
Compile input for division budgets and monitor department expenditure against approved budget levels.
Investigate, highlight, and reconcile significant budget variances to support effective performance and cost control.
Lead implementation of approved department policies, systems, processes, standards, procedures, and internal controls.
Implement the company performance management system and monitor department KPIs linked to the annual performance management contract and balanced scorecard.
Review and recommend organization structure improvements that optimize human capital and support sustainability in work practices.
Encourage innovation, employee motivation, change management, and continuous improvement across people development services.
Recommend process improvements against best practices and ISO standards to improve efficiency and resolve department‑level challenges.
Support HSE culture and ensure compliance with relevant HSE policies, procedures, controls, sustainability guidelines, and ADNOC Code of Practices.
Ensure adequate HSE training and induction for department employees.
Prepare department MIS reports, progress reports, and timely management information to support business decision‑making.
Maintain regular coordination with senior business partners, peers, business line directorates, group companies, external consultants, vendors, government entities, and shareholders when required.

Ideal Profile

Bachelor’s Degree in Human Resource Management or an equivalent discipline.
Minimum 15 years of comprehensive Human Resources experience.
At least 5 years of experience in People Development, talent development, learning strategy, succession planning, leadership development, or workforce capability management.
Strong experience translating enterprise people frameworks into business‑specific development strategies.
Proven ability to manage succession planning, critical role identification, leadership pipeline governance, and talent readiness interventions.
Strong understanding of learning strategy, capability development, employee growth pathways, leadership programs, and development effectiveness.
Ability to advise senior leaders on talent risks, workforce capability, succession outcomes, and strategic people priorities.
Skilled in using talent analytics, workforce data, KPIs, and performance insights to guide decisions and improvement actions.
Experience coordinating with Centers of Excellence, business line directorates, group companies, consultants, vendors, and government entities.
Strong understanding of performance management, balanced scorecards, annual performance contracts, people policies, and internal controls.
Ability to support Emiratization through Personal Development Plans, talent pipelines, succession planning, and UAE National capability development.
Strong communication skills with the ability to deliver the Human Capital agenda clearly across business levels.
Excellent advisory, facilitation, stakeholder management, influencing, and business partnering skills.
Strong planning, supervision, budget monitoring, change management, and continuous improvement capability.
Comfortable working in a structured Oil and Energy environment with high standards for governance, performance, sustainability, and people development.

Skills Set