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Head of HR Strategy & Planning

ADIB105 open roles

Where
United Arab Emirates
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Your applicationOpen nowHead of HR Strategy & PlanningADIB · United Arab Emirates

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The clock on this job

Early applications get read.

12.4% of postings close within 7 days. Measured by our own scanner across the market. ADIB postings stay open a median of 9 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.4%7 days
  4. 20.0%14 days
  5. 35.5%30 days
  6. 58.6%60 days
This job: posted today

ADIB median: 9 days open

The posting

Job Description

Role : Head of HR Strategy & Planning Location : Abu Dhabi

Role Purpose: Provide executive leadership in shaping and executing ADIB’s enterprise people strategy, ensuring alignment with business priorities, growth ambitions, and future workforce requirements. Serve as a strategic adviser to the GCHRO on workforce planning, talent, organizational capability, and performance priorities, while leading the integration of Talent Acquisition, Workforce Planning & HR Governance, Learning, and Talent Development & Performance Management.

Drive workforce and talent initiatives that strengthen leadership pipelines, succession readiness, critical capabilities, and a high-performance culture. Lead strategic workforce planning, people analytics, Emiratization, and HR transformation initiatives while ensuring strong governance, regulatory compliance, and measurable business outcomes that support ADIB’s long-term growth and organizational success.

Key Accountabilities of the role

  • Provide strategic leadership for talent acquisition and onboarding, ensuring ADIB attracts, selects, and integrates high-caliber talent aligned with current and future workforce requirements.
  • Oversee the end-to-end recruitment lifecycle, ensuring robust governance, compliance, service excellence, and alignment with workforce plans, succession needs, and business priorities.
  • Strengthen ADIB’s employer brand and optimize talent sourcing strategies, recruitment partnerships, and vendor performance to enhance the attraction and acquisition of high-caliber talent.
  • Leverage recruitment analytics and market intelligence to improve hiring quality, operational efficiency, candidate experience, and overall recruitment effectiveness.
  • Promote fair, inclusive, and merit-based hiring practices while advancing Emiratization objectives and ensuring compliance with regulatory and organizational requirements.
  • Define and lead ADIB’s enterprise learning strategy to develop critical capabilities, support future workforce requirements, and enhance organizational performance.
  • Oversee learning needs analysis, learning plans, academies, digital learning, leadership development programs, and targeted upskilling initiatives to drive continuous capability enhancement.
  • Ensure effective governance of learning operations, including the Learning Management System, training administration, compliance training, and service delivery standards.
  • Manage learning budgets, vendor relationships, and program effectiveness, ensuring optimal return on investment and alignment with business priorities.
  • Foster a culture of continuous learning and professional development while supporting Emiratization and leadership capability-building initiatives.
  • Lead the talent development and performance management agenda to strengthen succession readiness, leadership capability, critical talent pipelines, and organizational effectiveness.
  • Oversee talent reviews, succession planning, high-potential development, leadership assessments, coaching, mentoring, and competency management frameworks.
  • Direct the enterprise performance management cycle, including goal setting, mid-year reviews, year-end reviews, calibration, performance improvement, governance, and reporting.
  • Ensure alignment between business objectives and performance outcomes through consistent, fair, and effective performance management practices across the organization.
  • Utilize talent and performance insights to identify capability gaps, succession risks, leadership priorities, and targeted development interventions that support long-term business success.
  • Establish governance frameworks, strategic scorecards, KPIs, budgets, and operating mechanisms to monitor performance, manage risks, and drive accountability across all functions within scope.
  • Ensure compliance with applicable laws, regulations, internal policies, audit requirements, and risk management standards while maintaining effective governance and control environments.
  • Build and maintain strong partnerships with senior leadership, business stakeholders, regulators, and external partners to support strategic workforce and talent decisions.
  • Lead, coach, and hold accountable the functional heads, fostering collaboration, strategic alignment, operational excellence, and a culture of high performance and ownership.
  • Drive enterprise-wide people transformation and strategic workforce initiatives that enhance organizational effectiveness, strengthen leadership capability, and deliver sustainable business value.

Specialist Skills / Technical Knowledge Required for this role:

  • Enterprise HR strategy development and strategic workforce planning.
  • Broad expertise across talent acquisition and onboarding; workforce and headcount planning; HR data management and governance; learning; talent and succession development; leadership development; and enterprise performance management.
  • Workforce costing, manpower budgeting, headcount governance, scenario planning, and business case development.
  • HR analytics, data interpretation, executive dashboards, KPI design, and evidence-based decision-making.
  • Knowledge of HR technology, Human Resources Management Systems, Learning Management Systems, data models, and digital HR solutions.
  • Knowledge of UAE employment and Emiratization context, banking-sector regulatory expectations, and HR governance requirements.
  • Strong commercial and financial acumen with the ability to connect people decisions to business outcomes.
  • Excellent written and verbal communication, executive presentation, influencing, negotiation, and stakeholder management skills. Proven ability to lead large, multidisciplinary teams and complex enterprise-wide transformation or change programs.
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