Head of HR Strategy & Planning

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.

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.