Senior Manager Talent Acquisition

Abdul Latif Jameel… a place to realize your potential...
Through Respect, Continuous Improvement, Pioneering Spirit, and Empowerment, we are proud of our culture which sees ideas blossom, people thrive and success flourish. Abdul Latif Jameel is a global investor and 80-year-old network of internationally diversified businesses shaping the future of core sectors driving the global economy including, Mobility, Energy, Environmental Services, Financial Services and Health; together with land & real estate development, logistics, electronics retailing and media services.
Established in 1945 Abdul Latif Jameel has a presence in more than 35 countries employing over 11,000 people from more than 85 nationalities. The ideal candidate will be responsible for using their analytical mindset to analyze and interpret financial data, then relating it to potential business trends and issues. This candidate will feel comfortable using insights they have discovered to communicate important themes and discoveries to company leadership.
About the Job
To lead and deliver the organization’s talent acquisition strategy by providing data-driven insights, optimizing end-to-end recruitment processes, and ensuring high-quality execution of hiring activities. The role supports business growth by building strong talent pipelines, driving operational excellence in TA, and enhancing the candidate and hiring manager experience across the organization. This is a senior individual contributor role with high visibility to business leaders.
Key Responsibilities:
1. Strategic Talent Acquisition & Hiring Delivery
Partner with hiring managers to understand workforce needs
Build and execute sourcing strategies across channels
Monitor pipeline performance and continuously improve recruitment processes
Success looks like: Quality, on-time hires and hiring plans delivered across business units.
2. Data-Driven Insights & Market Intelligence
Maintain recruitment metrics and report regularly to TA leadership
Analyze hiring trends, market data, and pipeline performance
Diagnose hiring challenges and propose practical solutions
Success looks like: Accurate, actionable reporting that shapes hiring strategy.
3. Stakeholder Management & Candidate Experience
Deliver a positive candidate experience from first contact to offer
Manage external recruitment partners and agencies
Partner with HRBPs and business leaders to align TA with business goals
Success looks like: High hiring manager and candidate satisfaction, and strong partner relationships.
4. Compliance & Governance
Keep all recruitment activity compliant with applicable laws and regulations
Maintain data accuracy and integrity across ATS and HR systems
Success looks like: Full adherence to employment and data protection rules across jurisdictions.
5. Process Optimization & Innovation
Streamline recruitment workflows
Evaluate and recommend new sourcing channels, tools, and technologies
Track labor market shifts and adjust hiring strategies to match
Success looks like: Measurable efficiency gains and adoption of new tools and best practices.
Qualifications & Experience:
Education
Bachelor's degree in Human Resources, Business Administration, or a related field
Experience
8–10 years of progressive experience in talent acquisition or recruitment, ideally in a mid-to-large organization
Hands-on experience with ATS platforms and HR systems
Strong stakeholder management and interpersonal skills
Proven ability to manage multiple priorities in a fast-paced environment
High attention to detail and a commitment to data accuracy
Languages & Certifications
Fluency in English and Arabic preferred
HR or commercial certifications are a plus
Core Competencies
ATS & HR Systems: Manage end-to-end recruitment workflows, generate reports, and keep data clean and reliable.
Data Analytics & Reporting: Analyze recruitment metrics, spot trends, and turn data into clear recommendations for TA leadership and the business.
Sourcing & Market Intelligence: Build multi-channel sourcing strategies, track labor market shifts, and adapt hiring plans to match.

Work arrangement
No