1.

JOB DETAILS:

Job Title: GM HR – Emiratization Strategy & Planning

Band J

Division and Company: Al-Futtaim Private, Group Human Resources

Reports to: Group Director Human Resources

2. ROLE PURPOSE:

To act as a trusted, senior Human Resources advisor to HR Leadership team and Al-Futtaim business leaders, on all
human capital management matters, focussed specifically on Emiratis as the target audience, to drive business
results.

Your focus will be on business partnering across the Group and acting as change agent to facilitate best in class
human resources management and to influence all aspects of Emiratisation throughout the Employee Lifecycle
(Attract, Engage, Develop & Retain).

Your broad Human Capital experience will support the central HR function and CoE’s with the development and
implementation of all Emiratisation strategies and practices and will reinforce a culture that focusses on attracting
the best local talent to strategically unlock our bottom line. You will be responsible for engagement activities and
measure success through high impact plans to show continuous improvement whilst driving a culture of meritocracy
through promoting Al-Futtaim’s values of Excellence, Respect, Collaboration and Integrity.

You will also play a key role in representing Al-Futtaim externally at all Government departments, associations and
organisations. The Emiratisation Ambassador will be the single point of contact for all matters relating to
Emiratisation, and will act as an advisor in this capacity to the Government etc. on behalf of
Al-Futtaim, and act as an advisor in this capacity to the HR Leadership team and business leaders.

3. RESOURCE COMPLEXITY – Resources required to achieve accountability

Direct Reports: 1-2 people

Financial Dimensions: None

4. KEY ROLE SPECIFIC ACCOUNTABILITIES:

Description of the Accountability

ATTRACT
Act as a Talent Acquisition advisor to the HR Leadership team and Head of Talent Acquisition on all aspects of
Emiratisation. Support and input into the design and implementation of strategies to attract best in class Emirati
talent to meet both the current and future business objectives. Leverage Al-Futtaim’s Talent brand attributes
across all areas of attract; our brand reputation, supportive work environment, recognition and career &
development opportunities.
 Collaborate with Talent Acquisition to develop and implement hiring strategies that are targeted and unique
to each tier of the organisation to ensure we have Emirati talent represented on all tiers throughout the
organisation.
 Co-Develop and implement hiring plans with Talent Acquisition that are specific to each division’s business
needs.
 Consult on the selection and embedment of assessment tools to ensure Al-Futtaim can assess capability of
talent before offer stage and during their development path. Evaluate talent within Al-Futtaim through the
Employee Lifecycle including internal recruitment and annual talent review cycles.
 Develop and manage key relationships with Schools and Universities with strategies in place to attract and
secure the best future talent for Al-Futtaim.
 Play a key role in the annual workforce planning cycle to ensure that each business has a clear strategy to
increase Emirati headcount within their businesses, with clearly defined roles and provision made in their
budgets.
 Embed Al-Futtaim’s values and Talent Brand attributed throughout all strategies.
 Provide regular reporting to the HR Leadership team on the Nationalisation strategies with a clear link to the
balance scorecards.
 Increase the quality of impact plans, focussed on Emiratis. Support HR in the development of impact plans
each year to ensure that they are relevant to this target audience and has a consistent approach on engaging
Emirati talent across Al-Futtaim.
 Ensure continuous improvement of all Emiratisation processes and policies where relevant.

DEVELOP
Provide employees with the development and career growth in line with our Talent Brand. In close partnership
with each HR Director and the Group Learning & Development team, build development strategies for each
division in line with their business needs for each tier of their organisation to ensure all Emirati talent has a
developmental and career path.
 Collaborate with L&D to create development strategies for each business in line with their business
objectives.
 Provide a focus on the internal mobility of Emiratis. Ensure career pathways are in place throughout the
organisation for Emiratis.
 Ensure each Emirati has an individual development plan in iGROW that links to their career path.
RETAIN
Develop a culture of meritocracy where performance is rewarded, recognised and celebrated. To establish a Total
Rewards approach for Al-Futtaim that is market competitive in the attraction and retention of Emirati talent.
 In partnership with the Total Rewards, develop and implement compensation structures that are competitive
 and appropriately benchmarked for Emirati talent, across all tiers within the organisation.
 Review Emirati retention data and report to the HR Leadership team on a regular basis and develop retention
strategies based on the data and input from the HR Leadership team.
 Review exit interview data from businesses and develop a consistent framework for such interviews.
 Work with Employee Services and TA to create a seamless on-boarding experience for Emiratis which
increases engagement
 Advise, develop and implement retention strategies, which are both monetary and non-monetary for this
target audience, in line with the market and trends within the region.
EMPLOYEE RELATIONS, POLICY & FINANCE
 Support line managers in creating a culture of employee engagement based upon ‘Al Futtaim’ values. Reinforce at
all times a culture of meritocracy, performance-focus and diversity. Act as an advisor to Line Managers in order to
educate them and minimise risk.
 Ensure compliance with local law and Group policy throughout the employee lifecycle and the disciplinary
procedure is properly applied
 Ensure compliance to HR & Emiratization policy is maintained, to review and strengthen business internal controls
and procedures. Safeguard that Emiratization focus is maintained and diversification goals are reinforced and
achieved.
 Provide HRLT and business with regular and financial reporting of employee costs. Ensure annual manpower
budgeting exercise is conducted accurately and efficiently.
EXTERNAL ADVISORY
Represent Al-Futtaim externally at all matters relating to Emiratisation.
 Influence and Manage all relationships between Al-Futtaim and external Government Departments,
Ministries, Organisations, Clubs and Associations such as Tawteen etc. Maintain ties to align with Al Futtaim
strategies.
 Act as an advisor for Al-Futtaim on all new regulatory matters and provide input to those matters on behalf of
Al-Futtaim to the Government, Ministries etc.
 Identify important Emiratisation events to attend externally and to celebrate internally and represent the
Group as the key point of contact at each.

5. PERSON SPECIFIC:
Education
 University Degree holder
 Professional HR qualification will be preferred

Minimum Experience and Knowledge

 5-10 years of HR experience covering all areas of Human Capital
 Must have at least 3 years’ experience in a leadership role engaging and influencing with C-suit and executive
board members
 Well versed with creating and presenting company-wide HR strategy to the leadership team, taking everyone on
the journey and measuring success
 Government Relations experience

Behavioural Skills
 Assertive personality with strong leadership skills
 Ability to collaborate, engage and drive support from various stakeholders/departments across various business
lines of the group.
 Confident in engaging with senior leadership with excellent influencing skills
 Commercially savvy and results focused
 Dynamic, energetic and resilient

6. RECOMMENDATION /APPROVAL:
Recommended by HR Director:

Signature Date
Recommended by GDHR:

Signature Date
Approved by the Vice Chairman:

Signature Date