Talent Acquisition Manager
Dubai, United Arab Emirates
Full timeHybrid
Job description
Our Story:
Alabbar Enterprises & ANOTHER is a UAE-based retail group that represents established brands like Candylicious, Ethan Allen, Yogurtland and Garrett Popcorn. It is also the parent company of multiple F&B concepts like Social House, Karak House, Angelina, Gia, Markette, Two Bistro, Caya, Parka, Krema, Carpo, Ganache Chocolatier, Parka Bakehouse, The Good Hood Kitchen and Klay by Karak under its umbrella.
An entity with lifestyle and retail endeavours and a passion for distinction - moments – growth.
Guided by our values and positivity, we bring prevailing international & homegrown brands, delivering the highest levels of retail excellence and experiences to our guests.
The backbone of our vision is to pursue opportunities to grow and expand our presence locally and internationally while adhering to our core values and bringing synonymous moments and experiences to life.
Job Summary:
The Talent Acquisition Manager is responsible for developing and executing the overall talent acquisition strategy for the company and its multiple brands, ensuring the timely attraction, selection and onboarding of high-quality talent across corporate, retail, F&B and operational functions.
Job Responsibilities:
The job holder is responsible and accountable for (but not limited to) the following:
Talent Acquisition Strategy
- Develop and implement the overall Talent Acquisition strategy aligned with the company's business objectives and workforce requirements.
- Lead recruitment activities across all assigned brands, departments and locations, ensuring appropriate recruitment plans are in place for both corporate and operational hiring.
- Partner with senior management and hiring managers to understand current and future manpower requirements and develop effective recruitment plans.
- Provide market insights on talent availability, salary trends, sourcing channels and recruitment challenges.
- Develop and maintain talent pipelines for critical, recurring and hard-to-fill positions.
Recruitment Management
- Manage the complete recruitment lifecycle from manpower requisition through sourcing, screening, interviewing, selection, offer and onboarding.
- Ensure vacancies are accurately raised, managed and closed through the company's ATS and recruitment systems.
- Establish clear recruitment priorities based on business requirements, urgency and approved manpower budgets.
- Monitor recruitment progress and ensure vacancies are filled within agreed timelines and recruitment SLAs.
- Review candidate profiles and ensure appropriate shortlisting against approved job requirements.
- Conduct interviews and assessments for managerial, specialist and critical positions where required.
- Ensure appropriate reference checks, documentation and pre-employment requirements are completed before onboarding.
Sourcing & Employer Branding
- Develop and implement effective sourcing strategies using LinkedIn, job boards, recruitment agencies, employee referrals, social media, talent pools and direct sourcing.
- Build and maintain strong relationships with recruitment agencies, universities, colleges, vocational institutes and other talent partners.
- Identify new and innovative sourcing channels to improve the quality and diversity of the candidate pipeline.
- Support the development of the company's employer brand and recruitment marketing activities.
- Represent the company at career fairs, recruitment events, university engagements and other talent acquisition initiatives.
Stakeholder & Hiring Manager Management
- Work closely with business leaders and hiring managers to define job requirements, candidate profiles and selection criteria.
- Advise hiring managers on recruitment market conditions, candidate availability and appropriate hiring strategies.
- Ensure timely feedback and decision-making throughout the recruitment process.
- Manage expectations regarding recruitment timelines, candidate availability and market challenges.
- Build strong working relationships with internal stakeholders to ensure recruitment remains aligned with business priorities.
Team Leadership
- Lead, manage and develop the Talent Acquisition team, ensuring clear objectives, responsibilities and performance expectations.
- Allocate recruitment assignments and monitor individual and team performance against agreed targets.
- Coach recruiters on sourcing, screening, interviewing, candidate management and recruitment best practices.
- Conduct regular reviews of recruitment performance, workload and productivity.
- Ensure the team follows approved recruitment policies, SOPs, processes and documentation requirements.
ATS, Reporting & Recruitment Analytics
- Ensure effective utilization of the ATS and other recruitment technology to maintain accurate and up-to-date recruitment data.
- Monitor recruitment KPIs including time-to-fill, time-to-hire, source effectiveness, offer acceptance, candidate satisfaction and hiring manager satisfaction.
- Prepare and present regular recruitment reports and dashboards to management.
- Analyze recruitment data and identify trends, gaps and opportunities for process improvement.
- Continuously evaluate recruitment technology, tools and platforms to improve efficiency and candidate experience.
Emiratization & National Talent
- Develop and implement recruitment initiatives to support the company's Emiratization objectives.
- Build relationships with UAE national talent pools, universities, government initiatives and relevant recruitment partners.
- Monitor Emirati hiring progress and ensure recruitment activities support the company's compliance requirements and targets.
- Develop targeted sourcing and engagement strategies for UAE nationals across relevant functions.
Recruitment Process & Compliance
- Ensure recruitment activities are conducted in line with company policies, approved procedures and applicable UAE employment regulations.
- Maintain consistent recruitment documentation and ensure candidate records are complete and accurate.
- Review and continuously improve recruitment SOPs, templates, forms and processes.
- Identify opportunities to automate and streamline recruitment, offer approval and onboarding processes.
- Ensure recruitment practices promote fairness, consistency, confidentiality and a positive candidate experience.
Budget & Vendor Management
- Manage the Talent Acquisition budget and ensure recruitment expenditure remains within approved limits.
- Evaluate and manage recruitment agencies, job boards, sourcing platforms and other recruitment vendors.
- Negotiate commercial terms and monitor vendor performance and return on investment.
- Review recruitment subscriptions and sourcing channels periodically to ensure they remain effective and relevant.
Candidate Experience
- Ensure candidates receive a professional, timely and consistent experience throughout the recruitment process.
- Monitor candidate feedback and satisfaction and implement improvements where required.
- Maintain regular communication with candidates throughout the hiring process.
- Ensure offers, joining formalities and onboarding coordination are completed accurately and within agreed timelines.
Continuous Improvement
- Identify opportunities to improve recruitment efficiency, quality and speed through new processes, technology and sourcing strategies.
- Benchmark recruitment practices against market trends and leading organizations.
- Introduce innovative approaches to attract and retain high-quality talent.
- Lead recruitment projects and initiatives assigned by senior management.
Job Requirements:
- Hold a bachelor's degree in human resources, Business Administration, Psychology or a related field.
- At least 7 years’ experience in Talent Acquisition / Recruitment, preferably within a fast-paced retail, F&B, hospitality environment.
- Strong knowledge of end-to-end recruitment practices and talent acquisition strategies.
- Experience managing recruitment teams and high-volume recruitment environments.
- Experience using ATS and recruitment technology platforms.
- Strong understanding of sourcing techniques and recruitment analytics.
- Knowledge of UAE employment and recruitment practices is preferred.
- Fluency in English. Arabic is an advantage.
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Strong proficiency in Microsoft Office.
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Experience with ATS / HRIS systems and recruitment platforms.
- Proficiency in LinkedIn Recruiter and other sourcing platforms is an advantage.
What We Offer:
- A supportive and friendly team.
- Career growth opportunities.
- Competitive salary and benefits.