Head of Talent Management

Overview

Head of Talent Management Jobs in Dubai, United Arab Emirates at Legend Holding Group

Title: Head of Talent Management

Company: Legend Holding Group

Location: Dubai, United Arab Emirates

Role Summary

The Head of Talent & Organizational Development (T&OD) is responsible for designing, leading, and executing the Group's people strategy to ensure the organization attracts, develops, retains, and prepares high-performing talent for future growth. This role serves as the custodian of Talent Acquisition, Succession Planning, Leadership Development, Performance Management, Learning & Development, Competency Frameworks, Workforce Planning, Organizational Effectiveness, and KPI Governance across all business units. The incumbent will work closely with business leaders to build a sustainable talent pipeline, identify future leaders, strengthen organizational capability, improve employee performance, and establish a high-performance culture aligned with the Group's strategic objectives. The role requires a strategic HR leader capable of balancing business growth, talent development, workforce optimization, and employee engagement across a diverse and dynamic organization.

About Legend Holdin

gLegend Holding Group is a diversified enterprise headquartered in Dubai, operating across the Middle east and African region. With a strong focus on sustainability and innovation, the group manages a growing portfolio of companies in automotive, trading, energy, Travel and Tourism and mobility services

.Rooted in Loyalty, Excellence, and Progress, we lead innovation and technology to seamlessly connect the physical and digital worlds

.Our goal is to become a leader in intelligent, data-driven solutions because Together We Grow

.
Key Responsibiliti

es
Talent Acquisition & Workforce Plann

• ingDevelop and implement the Group Talent Acquisition strategy aligned with business growth pla
• ns.Lead workforce planning initiatives to ensure manpower availability across all business uni
• ts.Design and implement recruitment frameworks, sourcing strategies, and talent pipelin
• es.Oversee executive search, leadership hiring, and critical position recruitme
• nt.Establish employer branding initiatives to attract top-tier tale
• nt.Monitor recruitment KPIs including Time-to-Fill, Cost-per-Hire, Quality-of-Hire, and Offer Acceptance Ra
• te.Ensure consistent recruitment standards and candidate experience across the Gro
• up.Build strategic relationships with universities, professional institutions, and talent networ

ks.
Succession Planning & Leadership Pipe

• lineDesign and maintain a comprehensive Group Succession Planning Framew
• ork.Identify critical positions and high-risk talent gaps across the organizat
• ion.Develop succession plans for key management and leadership positi
• ons.Assess readiness levels of successors and establish development pl
• ans.Conduct talent review sessions with business lead
• ers.Build leadership pipelines to support future expansion and business continu
• ity.Ensure the organization maintains adequate bench strength for critical ro

les.
Performance Management & KPI Gover

• nanceLead the Group Performance Management Sy
• stem.Design and continuously improve appraisal frameworks and performance review proce
• sses.Develop and implement KPI structures aligned with business object
• ives.Ensure departmental and individual KPIs cascade effectively from strategic g
• oals.Facilitate annual, mid-year, and probationary performance rev
• iews.Monitor performance trends and recommend interventions where requ
• ired.Support business leaders in managing underperformance and performance improvement p
• lans.Drive accountability and performance ownership throughout the organiza

tion.
Learning & Devel

• opmentEstablish the Group Learning & Development Str
• ategy.Conduct annual Training Needs Analysis (TNA) across all business
• units.Develop competency-based learning programs and career development pat
• hways.Design technical, leadership, managerial, and behavioral training initia
• tives.Monitor training effectiveness and ROI through measurable out
• comes.Partner with external training providers and educational institu
• tions.Implement leadership development and management acceleration pro
• grams.Promote a culture of continuous learning and professional develo

pment.
Organizational Deve

• lopmentLead organizational design and restructuring initi
• atives.Review organizational structures to improve efficiency and effecti
• veness.Conduct role evaluations, job analysis, and competency mapping exe
• rcises.Develop and maintain competency frameworks across the
• Group.Support organizational transformation and change management pr
• ojects.Analyze workforce productivity and recommend improvement initi
• atives.Drive cultural transformation programs aligned with business obje

ctives.
Talent Ma

• nagementDevelop and implement integrated talent management p
• rograms.Identify high-potential employees and future
• leaders.Create retention strategies for critical and high-performing
• talent.Establish career progression frameworks and development p

• athways.
  Monitor employee engagement and retention
• metrics.Lead talent calibration and workforce capability

reviews.
HR Analytics &

• ReportingDevelop talent dashboards and workforce analytic
• s reports.Analyze recruitment effectiveness, attrition trends, performance metrics, and training
• outcomes.Present workforce insights and recommendations to Executive M
• anagement.Use data-driven approaches to support strategic workforce

decisions.
Employee Engagement &a

• mp; CultureDrive employee engagement initiatives across the or
• ganization.Develop recognition and reward programs aligned with performance
• and values.Support leadership in building a positive and high-performance work e
• nvironment.Measure employee satisfaction and implement action plans based o

n feedback.
Policy Development &

• ; GovernanceDevelop policies and procedures related to Talent Management and Organizational
• Development.Ensure compliance with internal policies, labour regulations, and governanc
• e standards.Continuously benchmark HR practices against industry bes

t practices.
Leadership Res

• ponsibilitiesLead and manage the Talent Acquisition and Organizational Devel
• opment teams.Set departmental goals, KPIs, and devel
• opment plans.Coach, mentor, and develop HR p
• rofessionals.Build a culture of accountability, collaboration, innovation, and continuous
• improvement.Partner with senior leadership on strategic workforce

initiatives.
Q

• ualifications Bachelor's Degree in Human Resources, Business Administration, Psychology, Organizational Development, or
• related field.Master's Degree or
• MBA preferred.Professional Certificatio
• ns (Preferred)CIPD Leve
• l 5 or L
• evel 7S
• HRM-
• SCPSHRM-CPSPHRHRCI
• CertificationsTalent Management
• CertificationsOrganizational Development

Certificat

• ions
  ExperienceMinimum 12–15 years of progressive
• HR experience.At least 5 years in a leadership role managing Talent Acquisition, Talent Management, Learning & Development, or Organizational Develop
• ment functions.Experience within diversified business groups, conglomerates, or multinational organizat
• ions preferred.Proven track record in building talent pipelines, succession frameworks, performance management systems, and leadership develo

pment programs.
Techni

• cal CompetenciesTalent Acqu
• isition StrategyWo
• rkforce PlanningSuc
• cession PlanningPerfor
• mance ManagementKPI Design
• & GovernanceLearning &
• amp; DevelopmentTraining Need
• s Analysis (TNA)Organ
• izational DesignCompetency Frame
• work DevelopmentTalent Assessment &
• amp; CalibrationC
• hange ManagementHR Analytics & Wor
• kforce ReportingLeader
• ship DevelopmentEmp
• loyee EngagementHR Technolo

gy & Systems
Behavi

• oral CompetenciesS
• trategic ThinkingLeadershi
• p & Influen
• ceBusiness AcumenStake
• holder Management
• Change LeadershipCoachin
• g & Mentori
• ngDecision Maki
• ngProblem SolvingCommunication & Pr
• esentation SkillsEmoti
• onal IntelligenceInnovation & Conti
• nuous ImprovementRe

sults Orientation
Key Performance

Indicators (KPIs)

• Talent Acqui
• sitionTime-to
• -FillCost-per-H
• ireQuality-of-HireOff
• er Acceptance RateRecruitm

ent SLA Compliance

• Talent DevelopmentIntern
• al Promotion RatioSuccession Coverage
• for Critical RolesHigh-Potential Tal
• ent Retention RateLeadersh

ip Readiness IndexPerf

• ormance ManagementCompletion Rate of P
• erformance ReviewsKP
• I Achievement RatePerformance Improv

ement Success RateLearning

• & DevelopmentTraini
• ng Completion RateTraining E
• ffectiveness ScoreEmployee Development Pl

an Completion RateOrganizati

• onal EffectivenessEmploye
• e Engagement ScoreVolunt
• ary Attrition RateProductivity I
• mprovement MetricsWorkforc

e Capability Index