Assistant Manager ‑ Talent & Performance

About SEHAWith a workforce of more than 17,500, SEHA is one of the biggest employers in the UAE. The company invests heavily in being an employer of choice, creating a work environment that encourages individual performance and clearly defined opportunities for career advancement. Regular surveys of employee satisfaction and workplace concerns provide invaluable feedback that guides the development and implementation of best-practice human resources policies. SEHA fosters a work environment that embraces diversity and provides equal opportunities, while also devoting resources to empowering UAE nationals to attain jobs at the company.

Listening and remaining responsive to SEHA's employees’ opinions is a chief component of SEHA’s people strategy. Basic Purpose of the RoleResponsible for supporting and driving an integrated culture and engagement strategy. Mapping Group’s key employee engagement fundamentals & differentiators, defining strategy for collecting employees’ feedback and leading Group-wide response.

This is an interesting and varied mid-level role with multiple responsibilities it is suitable for an HR professional who is keen to continue building their HR career at SEHA with a focus on tools, processes and initiatives that drive engagement and cultural change, and to help create the best possible experiences for our people. The right candidate will have a passion for helping to lead continuous improvement and developing our people and culture.

This role does not have direct people management responsibilities but has a critical role to play in mentoring others, influencing and working collaboratively within and outside of the immediate team. Key TasksProject manage employee engagement surveys (end to end) in partnership with external provider.

Lead our engagement action planning and communication approach, providing support to regional HR teams as neededIdentify ‘critical moments’ of the employee journey/experience (where we have the greatest opportunities to engage our people); review existing tools/information available; identify gaps/opportunities to positively impact on engagement and support culture changeSupport management in defining, building and growing company’s culture. Support management in the internal engagement survey implementation, along with action planning and goal setting, ensuring the leadership team has access to insights that inform positive change and communication tools and processes; identify and implement opportunities for continuous improvement.

Work closely with different People & Organization teams to ensure engagement strategies are embedded in their strategies and different stages of Employee Cycle, evolve recruiting, interviewing, onboarding, and offboarding programs. Develop employee events and networks (both internal and external) that offer the opportunity to enhance personal development, that contribute to a diverse and inclusive work environment.

oversee social activity and performance update eventsReview existing Group and HCF recognition programs; identify gaps/opportunities for improvement or leveragingIdentify and implement ways to continually drive culture change and engagement through our valuesMaintaining overall working of the sectionMaintaining, monitoring and reporting monthly to the Manager the allocated budget for the learning and development plan and the budget allocation for the organizational development services so as to ensure financial resources are properly allocated and accounted for Producing a monthly report for the Manager on learning and development undertaken by facility staff as and when requiredProducing learning and development activity reports as required for management purposes Following-up regarding missing documentation or any other work that requires attentionAnalyzing training needs for employees and departmentsEnsuring support in the design, co-ordination, production and training of staff in relation to the learning needs analysis process to identify learning and development needs and participate in the planning, organization and production of the annual facility learning and development plansProviding consulting services to Managers related to career development of employeesManaging the effective administration, organization evaluation and audit of management training, leadership and supervisory activities Preparing in conjunction with the Manager’s yearly individual career development plansQualifications:

Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field. Master’s degree in HR, Organizational Psychology, or a related field may be preferred or provide a competitive edge. Experience: HR Expertise: At least 5-7 years of experience in human resources roles, focusing on culture development, employee engagement, or organizational development.