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Strategic Employee Experience

• Lead experience-design sprints and initiative execution for priority moments (e.g., preboarding, onboarding, recognition, parental leave).

• Apply human-centred design methods—journey maps, surveys, focus groups, co-creation workshops etc—to surface pain points, root causes and craft solutions.

• Pilot, iterate, scale. Run small pilots, collect real-time feedback, and roll out initiatives and process improvements that lift satisfaction, productivity and experience.

• Track success. Measure and report headline metrics to stakeholders.

• Maintain awareness of trends and best practices in designing, measuring and optimizing employee experience
  

Employee Listening

• Own our engagement survey cycle (Peakon). Manage survey launch (system preparation, troubleshoot), monitor participation, work with HRBPS to access and interpret findings and surface key themes to leadership.

• Evolve our listening approach. Optimise surveys, focus groups and stay-interviews to answer new business questions.

• Launch & run stay interviews with priority teams; blend qualitative themes with survey data to flag business risks.

• Take advantage of learning opportunities to expand knowledge in data analysis, research, design thinking, employee engagement, survey design and related areas.

• Pinpoint sentiment drivers and business impact. Use available data to show which EX drivers move the needle—and recommend actions.

• Prepare clear comms. Turn insights into clear and compelling recommendations for managers and HRBPs.
  

Action Planning Enablement

• Uplift action-plan quality. Facilitate Listen → Act sessions and refine templates, review loops and timelines to help managers and HRBPs drive more effective action planning

• HRBP enablement. Check-lists, slide decks, training; run in-person workshops to uplift action planning and Peakon capability.
  

What to expect:

• Autonomy with support. You choose methods, set timelines and lead small workstreams, while a Senior Manager is there for unblockers and coaching.

• Broad remit, clear impact. You’ll steer projects across employee listening, experience design and action-planning, with a primary focus on uplifting key EX moments (eg. onboarding, recognition, offboarding).

• Visible results. You’ll see how your analysis and impact improve onboarding, recognition and other key employee journey moments.

• In-office teamwork. This role is 100 % in-office so you can collaborate face-to-face with HRBPs, and other stakeholders.

• Cross-functional reach. Regular touch-points with HRBPs, Talent, Brand, Comms and Analytics teams to turn insights into action.

• Regional travel and cross-cultural experience. Depending on circumstances and need, some travel to our regional market offices might be required.

• 3-5 years’ exposure to HR, people analytics, service/experience design or internal comms.

• Passion for employee experience — energised by making work better for people.

• Advanced employee listening platform user — builds pulses, survey design, segments, exports and action-plan workflows with confidence. Experience with Peakon is preferred.

• Proven EX project lead. Has driven at least one end-to-end improvement (onboarding, recognition, pre-boarding, etc.) with measurable impact.

• A builder - people who can make things real and actually create systems, spreadsheets, integrations, workflows, new processes etc

• Human-centred design practitioner — comfortable with journey maps, co-creation workshops and rapid testing/execution.

• Solid research and insights skills. Can design surveys, focus groups and stay interviews, and can synthesize data into clear insights.

• Project management pro. Plans timelines, tracks tasks, manages stakeholders and iterates based on feedback.

• Clear, jargon-free communicator—turns numbers and ideas into slides or one-pagers.

• Collaborative self-starter—works smoothly in teams and takes initiative on small improvements.

• Business-impact mindset—links ideas to simple ROI (time saved, engagement lift, lower turnover).

• Bachelor’s degree in HR, Psychology, Organisational Behaviour or related field (Master’s a plus).

As the region’s leading local tech organization, we’re proud to say that we have been delivering for millions of people right across MENA for the past 18 years.

We were founded in Kuwait in 2004, and acquired by Delivery Hero (DHER) in 2015. This gives us a unique outlook - local knowledge with global expertise. It also allows us to innovate, create, and bring new technologies for the betterment of the MENA region, such as q-commerce, sustainable packaging, cloud kitchens, autonomous delivery vehicles, robots, and drones.

Today, we deliver hundreds of millions of food orders, grocery items, and other products per year, to our customers in nine countries throughout the region with more than 4,500+ employees! Our food delivery business works with over 27,000 brands and almost 50,000 branches.

Our q-commerce concept, talabat mart (121 Stores), now delivers groceries to customers in Bahrain, Egypt, Jordan Kuwait, Oman, Qatar, and the UAE in 30 minutes or less! Our philosophy is to ensure we do what is suitable for our ecosystem- our customers, partners, people, riders, and the communities in which we operate.

As part of the talabat team:

• You have the opportunity to be based in our specially designed collaborative work space in City Walk.

• You will also experience exciting opportunities for professional and personal growth and recognition.

• Monthly talabat credit to spend in the app, however you want

• Parental leave

• Working with the team, building the fastest-growing, largest and most valuable network of online food ordering services.

• Our colleagues at talabat come from every corner of the globe, working in diverse, cross-cultural teams.

• Enjoy fresh fruits, cereals, beverages, tea, and discounts at our Everyday Roastery cafe next door

• Take a break in our wellbeing room, music room or take in the views of the Dubai Downtown Skyline on our roof terrace!

• Sponsored healthcare and gym membership