To design, implement and manage the development of UAE Nationals throughout the organisation. The role will integrate line department manpower needs with the placement of appropriate UAE National into these roles when they are available. The overall objective of the role is to provide, through effective development activities, a foundation level of core skills for UAE Nationals to enable them to perform effectively in their first permanent role beyond their development programme. Equally the role will establish, monitor and maintain a network of line manager mentors that will provide on job assistance and coaching to UAE Nationals within the line area.

Job Outline:

Needs Analysis:
To conduct needs analysis UAE Nationals in Grades 8+ to determine development needs and appropriate strategies and interventions to address needs. This will ensure that UAE Nationals are well prepared for future roles and performing their existing jobs to the levels required. Measures will include levels and amount of development required, performance ratings of staff following development interventions (sourced from line managers).

To enable the Group to measure its National Development efforts and to operate at a best practice level, the role will be responsible for establishing and maintaining contacts with organisations in the Gulf and to benchmark our National Development initiatives and systems against these companies. This will provide a resource reference for continual improvement. Measures will include quality and number of contacts established and degree to which best practices has been adopted into the Group. Other measures could include any official awards and research requests from other organisations seeking improvement to their National Development initiatives.

Mentoring Programme:
The role will need to establish and maintain a mentoring programme for UAE nationals within the organisation at a Grade 8 level and above. This will involve defining the mentoring role, identifying and training mentors, monitoring and managing the mentoring process. This will provide the Group with an effective on job process for developing UAE Nationals so they can continually improve their performance. Success will be measured by UAE National and mentor satisfaction with the programme and impact of the programme through performance review ratings of UAE Nationals and achievement of development plans.

Relationship Management:
The role will be responsible for building and managing close relationships with all senior line and HR managers so that appropriate UAE Nationals are placed in roles commensurate with their skills and also the needs of the line department. The objective is that each placement adds value to both the Individual and the line department. Measure will include line manager satisfaction with the process and feedback on the quality of the relationships established through surveys.

Succession Plans:
The role will assist line managers and HRMs to develop and manage UAE National succession plans that enable appropriate job placements and rotations to take place in a timely manner and that provide guidelines and boundaries to manage expectations and meet deployment needs. Measures will include performance of plans against guidelines and line manager/UAE National satisfaction with the process.

Transfer Co-ordination:
The role will be responsible for the transfer administration for UAE Nationals finishing their development programmes and being placed in permanent roles in their respective departments. This will include ensuring salary and contract changes are completed accurately and on time and co-ordinating between the respective recruiting area, HRM and the line to ensure a smooth transition between Development Programme and permanent role.

Programme Design:
To plan, formulate and provide a structured programme that assists in the development of competencies, skills and qualifications for UAE Nationals in the various development schemes. This will include effective tracking and feedback systems to allow for remedial development if necessary and early warning of problem areas before they become unsalvageable.
The quality of the programmes will be measured by;
– Effective use of learning methodologies (coaching, counselling, training programmes, multimedia etc.)

– Cultural sensitivity

– Quality of relationship with managers and feedback from participants. Quality of materials and professional packaging of the programmes.

Programme Delivery:
To plan and control the delivery of the development programme activities by arranging and co-ordinating speakers for face to face interventions, delivering structured workshops in compliance with the programme design and assessing the programme’s effectiveness through evaluation of skills developed. This will require the enhancement of the existing evaluation processes by utilising such tools as skills, audits, Performance Matters competency profiles and line management feedback on performance of trainees. The involvement of line managers in the process as speakers or on job coaches will be one measure of success as well as participant feedback and their performance on the job.

The administrative processes involved in planning programmes and ensuring trainees/line managers are adhering to programmes timings are critical. The role will be required to produce an annual development plan for each draft of recruits that aligns with the recruitment plan and the deployment plan as prepared by the National Placement Manager.

Staff Development:
Responsible for the effective management and development of the team including the completion of performance reviews, agreeing and completing development plans and coaching to ensure the roles are performing effectively in support of the development programmes.

– Human Resources.Organisational Development : 8+ Years

Degree or Honours (12+3 or equivalent) :

– Experience in developing and maintaining strong relationships with senior line management is essential and preferably in a GCC environment or International company where the company workforce is a combination of Ex Pat and local employees.
– Demonstrated history of implementing a successful HR change programme using highly developed influencing skills amongst senior management are essential.
– Direct experience in designing and introducing new manpower systems and processes into an organisation or been part of a team that have done so. Examples would include mentoring programmes, manpower planning models or succession planning processes

We offer an attractive tax-free salary, paid in Dirhams, the local currency of the UAE. The Dirham is linked to the Special Drawing Right of the International Monetary Fund and it has been held constant against the US dollar since the end of 1980 at a mid-rate of approximately US$1=Dh3.66. Besides generous travel benefits normally associated with an airline, this managerial role also has excellent leave and health care packages, accommodation, power and water paid for, along with transport benefits, life insurance and other employee benefits making the role attractive to high performers. By viewing the ‘Dubai Lifestyle’ section in the careers website you can also consider the many benefits of Dubai as a location to live and work in.

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