Senior Manager Talent Acquisition

Confidential; Dubai; On-site; AED 200,000 - 300,000; Full time

Job summary

A leading organization in Dubai is seeking a Senior Manager TA & HR Business Partner to lead talent acquisition and enhance HR partnerships. This role involves developing recruitment strategies, overseeing employer branding, and collaborating with business leaders to drive employee engagement and retention. The ideal candidate will have at least 10 years of experience in talent acquisition or HR at a managerial level and possess strong business partnering skills.

Qualifications

• Minimum 10 years at a managerial/head level in Talent Acquisition or HR.
• Strong business partnering skills with senior leaders.
• Expertise in TA tools, market mapping, and assessment practices.

Responsibilities

• Develop and execute comprehensive talent acquisition strategy.
• Lead full-cycle recruitment with a focus on critical hires.
• Establish and monitor KPIs related to hiring metrics.

Skills

Strategic HR advisory support

Talent acquisition strategy development

Full-cycle recruitment

Employee engagement strategies

Diversity and inclusion initiatives

Education

Bachelor's degree in HR or Business Administration

MBA or specialized HR certifications

Tools

ATS systems

HRIS

Job description

We’re searching for a strategic and dynamic Senior Manager TA & HR Business Partner to lead our talent acquisition and enrich HR partnerships across the organization. You will shape our recruitment strategy, drive HR initiatives, and serve as a trusted advisor to business leaders—ensuring we attract and retain top talent in alignment with organizational priorities.

Key Responsibilities

1. Develop and execute a comprehensive talent acquisition strategy aligned with organizational objectives and future workforce planning.
2. Lead full-cycle recruitment across all levels, with a focus on mid-to-senior and critical leadership hires.
3. Oversee employer branding initiatives, ensuring a compelling Employee Value Proposition (EVP) across digital platforms and career channels.
4. Build and manage talent pipelines through proactive sourcing, market mapping, headhunting, and candidate engagement strategies.
5. Establish and monitor KPIs such as time-to-hire, quality-of-hire, offer-to-acceptance ratio, and candidate experience metrics.
6. Optimize recruitment tools (ATS, HRIS) and digital sourcing technologies to improve operational efficiency.
7. Manage and mentor a team of TA professionals, ensuring capability development and performance excellence.

HR Business Partnering

1. Collaborate with business leaders to understand workforce needs and translate them into strategic talent acquisition and HR initiatives.
2. Provide strategic HR advisory support on workforce planning, organizational design, succession planning, and performance management.
3. Partner with leadership teams to drive employee engagement, retention strategies, and culture-building initiatives.
4. Act as a trusted advisor on talent-related decisions, organizational changes, and leadership development needs.

Workforce Planning & Organizational Development

1. Contribute to annual workforce planning in collaboration with HR and business leadership.
2. Identify critical roles and build succession plans to ensure organizational continuity.
3. Lead organizational structure reviews in partnership with HRBPs and department heads.
4. Analyze talent market trends and provide strategic insights to inform hiring and retention strategies.
5. Prepare periodic dashboards and reports for leadership, covering recruitment activity, workforce analytics, and key HR metrics.
6. Evaluate recruitment performance data to identify bottlenecks and recommend solutions.

Diversity, Equity & Inclusion (DEI)

1. Embed DEI principles into all talent acquisition strategies and ensure inclusive hiring practices.
2. Champion diversity initiatives and lead related reporting and stakeholder engagement.
3. Manage external recruitment agencies, search firms, and other talent vendors to ensure high service levels and cost-effectiveness.
4. Oversee recruitment-related budgets, monitor spending, and optimize investments across sourcing, branding, and candidate experience.

Compliance & Policy Governance

1. Ensure recruitment and HR activities are compliant with regional labor laws, organizational policies, and global HR standards.
2. Regularly review and update recruitment and onboarding policies in line with best practices and evolving regulations.

Ideal Candidate Profile

1. Minimum 10 years at a managerial / head level in Talent Acquisition, Recruitment, or HR—ideally with a mixture of agency and in-house experience.
2. Strong business partnering skills, proven through meaningful collaboration with senior leaders and delivering strategic HR outcomes.
3. Expertise in TA tools, ATS systems, market mapping, employer branding, assessment practices, and digital sourcing.
4. Demonstrated ability to analyze metrics and author strategic recruitment insights.
5. Bachelor's degree in HR, Business Administration, or equivalent (MBA or specialized HR certifications preferred).
6. Exceptional communication, stakeholder management, coaching prowess, and executive presence.

Seniority level

Director

Employment type

Full-time

Job function

Human Resources

Industries

Staffing and Recruiting

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