• Description: 

  Majid Al Futtaim Global Solutions invites you to join us in our quest to create great moments for everyone, everyday! We are the leading shopping mall, residential communities, retail and leisure pioneer across the Middle East, Africa and Asia, serving over 560 million visitors a year. For the past two decades, we have shaped the consumer landscape across the region, transforming the way people shop, live and play, while maintaining a strong sustainability track record and the largest mall in the world to attain LEED Gold EBOM Certification. We have over 40,000 team members in 15 international markets representing over 100 nationalities – all keeping the customer at the heart of everything we do. If you enjoy being BOLD, PASSIONATE and TOGETHER, then Majid Al Futtaim is the destination for you.

  Role Purpose:

  The Workforce Planning & Organizational Effectiveness Manager is responsible for developing and leading the strategic planning initiating from talent requirements, position and requisition creations, to projections and capabilities gap mapping. The role holder is also expected to provide governance on the new role out of archetypes and provide full visibility on staff cost management and staff productivity indicators.   He/she will partner with MAF Retail EEC, Functional leaders and work closely with the Human Capital Business Partners, Talent Management, Talent Acquisition and Organization effectiveness teams in delivering the function outcomes in line with the overall business & HC objectives.

  Role Details – Key Responsibilities and Accountabilities:

  Strategic Workforce Planning framework   Lead the Strategic Workforce Planning agenda and initiatives and effectively align function objectives with the business and corporate structure Manage and drive the retail capabilities gap assessment project with the Capabilities and Talent Management Programs team to identify skills and competency gaps more efficiently Design and build meaningful Power BI HC analytics and provide insights on areas of improvements and deep dive in various HC Reporting Provide governance on MAF Retail’s archetype framework, overseeing and analysing new and existing roles across the business Manage Human Capital budgets across the organization and provide governance Establish and drive the Human Capital embedded Strategic Workforce Planning Unit to enable end-to-end data consolidation and accessibility of MAF Retail Human Capital reporting and analytics, providing relevant solutions with the objective of MAF Retail progressing as a data-driven organization Cultivate a continuous development culture, through nurturing effective dialogues with various stakeholders for insightful feedback across the business and propose solutions, new concepts and programs from a strategic workforce planning perspective to the leadership team for further consideration and implementation.   Human Capital Budgeting, Projections & Indicators Drive staff cost optimization across the business and provide full visibility on staff cost management and staff productivity indicators Design Productivity Indicators project, develop and implement assessment frameworks following best practice elements, including but not limited to the related tools, forms, guidelines and policies in line with defined process, procedures and organizational requirements Develop FTE and staff cost projections based on sales, hiring processes and other indicators Enhance MAF Retail’s Human Capital budgeting projections through leading data-driven methods and solutions Collaborate closely with the Human Capital Business Partner and EEC function executives to develop the function core Strategic Workforce Planning needs per seniority level Maintain updates on functional competencies in a regular manner to ensure Strategic Workforce Planning strategies are always in line with employee’s competencies and business needs Coordination and Communication Coordinate the Retail capabilities gap assessment project with the Capabilities and Talent Management Programs team Coordinate with relevant stakeholders to align Retail Strategic Workforce Planning projects in line with the Human Capital strategy Collaborate with MAF Retail functional leaders, Human Capital Business partners and other senior stakeholders to deliver on the business objectives Ensure regular information exchange with all relevant stakeholders and update them on the acquired knowledge from the assessment analysis Collaborate with key stakeholders to ensure clarity of the specifications and expectations of the Retail Strategic Workforce Planning function Audit and Reporting  Responsible for the preparation of business presentations and reports related to Retail Strategic Workforce Planning for various stakeholders, on periodic and ad hoc basis as and when required Contributing to the preparation of MAF Holding presentation for MAF Retail Strategic Workforce Planning function Perform regular audit of various processes and databases for the Retail Strategic Workforce Planning function in order to identify gaps and risks, propose corrective actions, and ensure HC related data Integrity Policies and Procedures Review and update the Retail Strategic Workforce Planning policies and procedures Oversee the development and implementation of relevant policies and procedures Human Capital Responsibilities Ensure the implementation of the performance management process Provide mentorship for the purpose of developing a continuous talent pipeline for key roles Identify training needs and coordinate with the HC department to ensure facilitation of training requirements Oversee the development and implementation of on the job-training Ensure constant availability of the required competent staff to support the organization in meeting all its responsibilities, plans, and objectives Provide inputs while developing MAF Retail’s corporate policies and relevant procedures, and monitor the implementation Disclaimer: This role description reflects the general details considered necessary to describe the principal responsibilities of the role identified and shall not be construed as an exhaustive description of all the work requirements inherent to success in the role.

WORKFORCE PLANNING, ORGANIZATIONAL EFFECTIVENESS MANAGER | Majid Al Futtaim, Qatar, QA