Talent Acquisition Manager (UAEN)

About the role

Purpose The Talent Acquisition Manager is responsible for designing and executing a forward-looking, digitally and AI enabled talent acquisition strategy that ensures the organization attracts world-class investment and corporate talent. The role leads end-to-end hiring across the organisation. This includes driving a strong Emiratization agenda and ensuring alignment with the organization's long-term workforce strategy. This position plays a critical role in transforming the recruitment function through AI-driven sourcing tools, automation, workforce analytics, and HR chatbots, ensuring an optimized, data-rich, and candidate-centric recruitment experience suitable for a sovereign wealth fund operating in global financial markets. Strategic Responsibilities - Develop and execute an enterprise-wide Talent Acquisition Strategy that supports long-term capability needs with a clear strategy on sourcing qualified talent from the industry - Lead the digital transformation of recruitment , integrating AI-enabled screening, predictive analytics, automated workflows, and talent intelligence to enhance quality of hire and reduce cycle times. - Drive a proactive Emiratization hiring strategy , providing opportunities for UAE National talent. - Partner with senior leadership, business heads, and the HR team to forecast workforce needs and translate them into structured hiring plans. - Drive the Employer Branding Strategy , positioning EIA as an employer of choice locally and globally by leveraging institutional brand equity, digital content, talent communities, and industry partnerships. - Establish governance for all talent acquisition processes, ensuring alignment with internal policies, Board governance, and regulatory requirements. - (In conjunction with relevant corporate functions) define and maintain a governance framework for AI in Talent Acquisition, covering data usage, vendor selection, performance monitoring, and improving / phasing-out tools that no longer meet quality or risk standards. - Ensure hiring complies with data privacy regulations, and EIA policies, including transparency, fairness, non-discrimination, and candidate due-process standards. - Build Human In the Loop processes to ensure recruitment related roles remain augmented (not displaced) by AI augmented as well ongoing human skill development in talent acquisition - Lead manpower planning and workforce demand forecasting in collaboration with business leaders and Finance, ensuring alignment with investment strategy and approved headcount plans. - Support organization design and role structuring , including job design, span of control, and headcount optimization. - Manage and monitor the Talent Acquisition budget , ensuring cost-effective hiring, vendor spend discipline, and alignment with approved workforce plans. Core Responsibilities 1. End-to-End Recruitment Management - Oversee the full recruitment lifecycle: job design, sourcing, assessments, interview management, offers, onboarding, and post-hire integration. - Ensure AI-augmented candidate screening and shortlisting using ATS algorithms, skill-based matching, and chatbot-enabled candidate engagement. - Maintain strong hiring processes for senior, specialist, and investment roles including due diligence, reference checks, and assessment centre management. - Embed competency-based and behaviour-based selection methodologies aligned with organizational values and investment-industry expectations. 2. Talent Intelligence, Analytics & Reporting - Build and maintain advanced Talent Acquisition dashboards covering hiring trends, pipeline analytics, time-to-fill, cost-per-hire, source effectiveness, and workforce forecasting. - Apply predictive analytics to analyse attrition risks, talent gaps, and long-term hiring needs. - Provide market insights on compensation, investment sector mobility, and talent availability. 3. Emiratization & National Talent Development - Lead targeted strategies to identify, attract, assess, and onboard UAE Nationals across all business units. - Establish partnerships with universities, scholarship programs, and government entities to build strong national pipelines. - Align hiring practices with Emiratization KPIs, national reporting requirements, and relevant governance structures. 4. Employer Branding & Talent Pipelines - Build global and local talent communities for ongoing talent needs such as UAE National investment professionals. - Promote internships, analyst programs, early careers initiatives, and UAE National rotational programs. 5. Vendor & Technology Management - Oversee partnerships with recruitment agencies, executive search firms, assessment vendors, and technology providers. - Evaluate and implement AI, automation, and recruitment-tech platforms (ATS, CRM, assessment tools) to enhance efficiency and decision quality. - Ensure vendor performance meets agreed-upon SLAs and governance requirements. 6. Manpower Planning, Budgeting & Organization Design -

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