Purpose The Talent Management Manager is responsible for developing and executing advanced talent management strategies and programs that strengthen leadership capability, organizational performance, employee engagement, and long-term workforce sustainability.
The role encompasses performance management, succession planning, competency frameworks, leadership development, career pathways, and employee engagement, ensuring full alignment with the organization’s strategic priorities and Emiratization objectives.
Operating within a sovereign wealth fund environment, the role also drives AI-enabled talent insights, digital learning innovation, HR automation, and predictive talent analytics—enhancing decision-making, workforce planning, and leadership pipeline readiness.
 Strategic Responsibilities ·         Lead the design and implementation of the Talent Management Strategy, ensuring integration with business priorities, investment mandates, and future workforce needs.
·         Embed AI, predictive analytics, and digital talent tools into talent processes to enhance forecasting, performance insights, and succession planning accuracy.
·         Partner with senior leaders and HR Business Partners to identify critical roles, succession risks, high-potential talent, and targeted development pathways.
·         Ensure Talent Management frameworks support the development of UAE National talent and contribute to organizational Emiratization goals.
·         Drive the modernization of Talent Management systems, ensuring automation, accurate data governance, and seamless integration with HRIS and performance platforms.
·         Monitor and report talent-related metrics to senior leadership, providing strategic recommendations to strengthen workforce capability and leadership depth.
Core Responsibilities 1.
Competency Frameworks & Career Development ·         Maintain and continuously evolve competency models for investment, technical, leadership, and functional roles.
·         Design structured career pathways and mobility programs , including UAE National development tracks and specialist career ladders.
·         Implement AI-driven career mapping and skills gap analysis tools.
2. Succession Planning & Leadership Development ·         Lead succession planning cycles and talent review sessions, identifying high-potential employees and key successors.
·         Develop tailored development plans, leadership readiness programs, mentoring initiatives, and coaching engagements.
·         Build leadership capability through targeted experiences, academies, and partnerships with global educational institutions.
3. Learning & Development Integration ·         Work with the L&D team to design learning programs that align with competency gaps, performance outcomes, and leadership pipeline needs.
·         Support the deployment of personalized, AI-driven learning journeys based on employee skill data and role requirements.
·         Ensure mandatory learning (risk, compliance, culture) is embedded and tracked.
4. Employee Engagement, Culture & Retention ·         Design and implement engagement initiatives that strengthen culture, employee experience, and retention.
·         Conduct engagement analytics and pulse surveys, applying insights to shape organizational action plans.
·         Partner with Total Rewards to ensure recognition programs reinforce high performance and cultural values.
5. Talent Analytics & Digital Enablement ·         Manage and enhance the Talent Analytics Dashboard , delivering insights on succession health, capability gaps, leadership readiness, and workforce risks.
·         Use predictive analytics to support decision-making on mobility, promotions, and retention interventions.
·         Improve digital processes for Talent Management through HRIS upgrades, workflow automation, and digital documentation governance.
People & Leadership Responsibilities ·         Lead, coach, and develop the Talent Management team, building expertise in analytics, AI tools, and modern talent practices.
·         Partner closely with business leaders to embed a culture of continuous learning, accountability, performance, and professional excellence.
·         Serve as a trusted advisor to management on talent development strategies and workforce planning.
·         Champion EIA’s values, governance, and risk culture through strong talent practices and ethical leadership.
Education & Qualifications   ·         Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
·         Master’s degree and/or HR certifications (CIPD, SHRM, ATD) preferred.
Experience Requirements   ·         10–12 years of progressive HR experience with at least 5+ years specializing in Talent Management, L&D, or Organizational Development.
·         Experience working in sovereign wealth funds, investment firms, financial institutions, or other highly regulated environments is strongly preferred.
·         Proven experience designing and implementing performance management, succession planning, and leadership development frameworks .
·         Demonstrated ability to apply analytics, digital tools, and AI-enabled talent platforms to enhance talent insights and decision-making.
Technical Expertise / Skills / Knowledge   ·         Deep knowledge of talent frameworks, leadership development, and succession methodologies.
·         Strong capability in HR analytics, dashboarding tools, and data interpretation (Power BI, Tableau).
·         Experience with HRIS, LMS, talent suites (Workday, SAP SuccessFactors, Cornerstone).
·         Familiarity with AI tools, chatbot training, predictive analytics, and digital talent systems.
·         Strong stakeholder management, communication, and facilitation skills.
·         High integrity and professionalism in managing sensitive talent data.
·         Understanding of UAE labor laws and Emiratization policies.