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Talent Management Director

Date: 22-May-2023

Location: Dubai, AE

Company: Majid Al Futtaim

Majid Al Futtaim invites you to join us in our quest to create great moments for everyone, everyday! We are the leading shopping mall, residential communities, retail and leisure pioneer across the Middle East, Africa and Asia, serving over 560 million visitors a year. For the past two decades, we have shaped the consumer landscape across the region, transforming the way people shop, live and play, while maintaining a strong sustainability track record and the largest mall in the world to attain LEED Gold EBOM Certification. We have over 40,000 team members in 15 international markets representing over 100 nationalities – all keeping the customer at the heart of everything we do. If you enjoy being BOLD, PASSIONATE and TOGETHER, then Majid Al Futtaim is the destination for you.

Job Location: MAF Retail Head Office - Cairo Egypt


Role Purpose:

The Talent Management Director is responsible for developing and leading a reliable overarching talent management strategy and talent development programs for MAF Retail, overseeing the function’s end-to-end annual cycles including talent identification, succession planning and performance management.


The role holder is also responsible for developing and implementing the MAF Retail Competency framework (RCF), owning succession planning to continuously evolve our talent. Responsible for introducing change management and owning the organization culture activation and end-to-end diverse programs, ensuring programme success and full implementation within MAF Retail. The role holder is also responsible for leading the organization’s L&D agenda, inclusive of setting up Country Retail Business Schools (RBS), driving the L&D digitalization and leading upskilling programs.


Responsible for developing and leading the Employee Engagement strategy delivering effective engagement programs, strengthening the sense of belonging and enabling employees to feel fully engaged. He/she will partner with MAF Retail REC, and work closely with the Human Capital Business Partners, Strategic workforce planning, Organization effectiveness, and GS TM teams, ensuring programs are communicated and executed at the GS TM level effectively delivering the function outcomes in line with the overall business & HC objectives.


Role Details – Key Responsibilities and Accountabilities:

Talent Management Strategy

  • Drive the talent management agenda and end-to-end annual cycles including talent identification, succession planning and performance management.
  • Lead strategic L&D agenda and initiatives, drive L&D digitalization and ensure effective alignment of function objectives with the business and corporate structure.
  • Oversee the Retail RBS in UAE, Egypt and KSA; advising on key capabilities and skillset needed, and ensuring operational metrics are defined with set roadmap, timelines and deliverables.
  • Own the Organization Culture activation, and oversee Engagement, Culture and Diversity & Inclusion (D&I) strategy.
  • Oversee, advice and develop on end-to-end programs designed for succession planning and RBS; including but not limited to, designing roadmaps and timelines, key deliverables and success metrics and system guidelines relevant to the MAF Retail vision, culture and objectives; proposing sustainable solutions where needed, ensuring programme success and full implementation within MAF Retail.
  • Oversee the Employee Experience function of MAF Retail with global scope, developing and executing corporate and country approach through a multi-year strategic employee engagement program centered around the best-in-class initiatives while leveraging data to implement strategies that promote and achieve a high engagement culture.
  • Cultivate a continuous development culture, through nurturing effective dialogues with various stakeholders for insightful feedback across the business and propose solutions, new concepts and programs from a talent development and L&D perspective to the leadership team for further consideration and implementation.


Talent Management, L&D, Culture and Engagement Programs

  • Develop and roll out the Retail Graduate Program, Retail Leaders Incubator Program, cross-functional Rotational Programs, Women Development program as well as leadership and mentorship programs.
  • Own the MAF Retail Top 200 Position program, and oversee the associated development needs and career progression, and ensure quality of top 200 positions objectives are in line with the overall business objectives.
  • Lead the upskilling program throughout the organization focusing on key functions
  • Develop and conduct regular reviews on the progress of leaders’ development plans against their objectives to further evaluate programme efficiency and effectiveness.
  • Launch and drive the annual OHI survey meeting the targeted deadline set, socialize and educate Corporate and Countries on OHI Survey, the process and timelines.
  • Lead and manage and enhance OIC – innovation program within Retail and ensure selected ideas are implemented and launched in several markets.
  • Lead and continuously improve and launch AHLAN onboarding platform across countries.
  • Drive the development and implementation of employee rewards programs that recognize performance achievements and service anniversaries. Lead and continuously enhance SPARK program and ensure including all emerging business models/ archetypes.
  • Champion change management; own Engagement, Culture and Diversity & Inclusion (D&I) initiatives and ensure full implementation and lead the employees’ survey action plan on annual basis.


Succession Planning and Competency Framework

  • Develop career management and succession planning frameworks following best practice elements, including but not limited to the related tools, forms, guidelines and policies in line with defined process, procedures and organizational requirements.
  • Establish the MAF Retail Competency framework (RCF), by working closely with REC Functional Executives to develop the function core career path and the competency needed per level.
  • Ensure effective translation of Competency frameworks into L&D offerings.
  • Advice on functional competencies in a regular manner to ensure employee’s competencies are always in line with the business needs


Learning & Development

  • Lead and advice on L&D organization gap assessment on an annual process and recommend/develop the L&D agenda resulting from the process and outcome.
  • Oversee and advice on L&D frameworks following best practice elements, including but not limited to the related tools, forms, guidelines and policies in line with defined process, procedures and organizational requirements.
  • Collaborate closely with the Human Capital Business Partner and REC function executives to ensure development of the function core L&D training needs per seniority level.
  • Recommend content relevant for new Retail technical and non-technical programs, and ensure it is continuously relevant to the MAF vision, culture and terminologies and adhering to the associated needs.
  • Ensure maintaining updates on functional competencies in a regular manner to ensure L&D offerings are always in line with employee’s competencies and business needs


Retail Business School Management

  • Lead the UAE RBS annual agenda, operations, current and planning technical programs for Corporate and Commercial businesses, inclusive of offline and omnichannel course offerings and immersion experiences.
  • Establish and lead Country RBS in new countries (Egypt & KSA) as key pilot countries and ensure operational KPIs are in place. Continue exploring more countries/regions/territories to launch pilot RBS on a minimal scale for further evaluation on full implementation at later stages.
  • Drive the standardization of communication material to ensure wide understanding of Retail L&D initiatives and training material for the various L&D and RBS initiatives


Coordination and Communication

  • Liaise with relevant stakeholders to align talent management projects in line with the Human Capital strategy.
  • Coordinate effectively with all stakeholders to ensure various Programs success.
  • Align with GS TM team to ensure programs are communicated and executed at the GS TM level.
  • Oversee the Retail capabilities gap assessment project with the strategic workforce planning team.
  • Collaborate with MAF Retail functional leaders, Human Capital Business Partners and other senior stakeholders to deliver on the business objectives.
  • Ensure regular information exchange with all relevant stakeholders and update them on the acquired knowledge from the assessment analysis.
  • Collaborate with key stakeholders to ensure clarity of the specifications and expectations of the Retail Capabilities and Talent Management function.


Audit and Reporting

  • Prepare business presentations and reports related to Retail Talent Management, L&D and Culture for various stakeholders, on periodic and ad hoc basis as and when required.
  • Prepare MAF Holding presentation for MAF Retail Talent Management, L&D and Culture.
  • Perform regular audit of various processes and databases for the Retail Talent Management, L&D and Culture function in order to identify gaps and risks, and propose corrective actions.


Policies and Procedures

  • Review and update the Retail Talent Management, L&D and Culture policies and procedures.
  • Support in the development and implementation of relevant policies and procedures.


Human Capital Responsibilities

  • Oversee the implementation of the performance management process by setting objectives, monitoring performance, and providing formal and informal feedback.
  • Ensure training and development needs of employees are met.
  • Provide inputs for the development of the sector's manpower plan to ensure availability of staff to support the business in meeting its strategic objectives.
  • Provide guidance and coaching to enable direct reports to perform their jobs more efficiently.
  • Develop and monitor the implementation of MAF Retail’s corporate policies and relevant procedures.


Personal Characteristics and Required Background


  • Bachelor’s Degree in Business Administration with emphasis in Human Resource Management.
  • Master’s Degree in the same field is preferred.
  • CIPD/SHRM certification is preferred.
  • 15+ years in a Talent Management/ L&D in an international environment, 5+ years in retail business is preferred.
  • Strong tactical thinking with Talent Development and L&D capabilities, supporting on vision and purpose.
  • Strong leadership and people management capabilities with proven ability to develop strategic relationships with senior leadership stakeholders.
  • Proven ability to develop new ideas, process improvement and innovative solutions.
  • Strong business and commercial acumen with an aptitude in decision-making.
  • Excellent project management skills.
  • Strong business communication and presentation skills with proven experience managing executive level communications.
  • Strong English language skills (Speaking, Reading and Writing) with exceptional business writing.
  • Excellent organizational skills with the ability to prioritize workload; ability to manage multiple projects simultaneously, follow through and meet deadlines.


Disclaimer: This role description reflects the general details considered necessary to describe the principal responsibilities of the role identified and shall not be construed as an exhaustive description of all the work requirements inherent to success in the role