The Arab Monetary Fund aims to onboard a "Manager, Human Capital" in the Human Capital Section in the Support Services Department, reporting to the Director, Support Services.
Job Purpose
The Manager of Human Capital is responsible for leading and optimizing all aspects of human capital management within AMF. This includes strategic workforce planning, talent acquisition, performance management, learning and development, employee relations, and compensation and benefits. The role ensures alignment with AMF’s strategic priorities, fosters an inclusive and high-performing culture, and ensures compliance with relevant employment regulations and organizational standards.
Key Accountability Areas and Activities
The key activities include, but are not limited to, the following:
- Develop and implement workforce plans aligned with AMF’s strategic direction and future capability needs.
- Collaborate with departments to assess workforce requirements and ensure alignment with organizational priorities.
- Monitor workforce trends and provide strategic advice on workforce optimization and talent mobility.
- Design and oversee recruitment strategies and processes to attract and select high-caliber candidates.
- Ensure consistency in job profiling, advertising, candidate assessment, and onboarding activities.
- Coordinate with hiring managers to ensure seamless integration of new employees and alignment with AMF values and expectations.
- Oversee the implementation of the performance management framework to ensure a transparent, fair, and developmental process.
- Guide departments in the effective use of performance evaluation tools and methods.
- Monitor performance data to support talent development, succession planning, and workforce optimization.
- Lead the identification of training needs across AMF and ensure delivery of targeted learning and development programs.
- Promote a culture of continuous learning and skills development aligned with institutional priorities.
- Evaluate the effectiveness of learning interventions and their impact on employee performance and business outcomes.
- Establish and enforce policies that support a positive, compliant, and inclusive work environment.
- Address workplace issues proactively and maintain strong channels of communication with employees.
- Promote employee well-being and engagement through culture-building initiatives.
- Design and maintain competitive and equitable compensation frameworks aligned with AMF’s pay philosophy.
- Oversee the administration of employee benefits, ensuring compliance, competitiveness, and alignment with market standards.
- Conduct periodic benchmarking and internal reviews to support reward decisions and retention.
- Utilize data analytics to monitor key HC indicators (e.g., attrition, time-to-hire, training ROI).
- Generate regular reports and insights to inform HC strategy, policy decisions, and workforce planning.
- Recommend evidence-based improvements to enhance HR processes and effectiveness.
- Lead the formulation and execution of the HC Section’s strategy, ensuring alignment with AMF’s overarching goals.
- Define measurable KPIs and ensure regular reporting on progress and performance.
- Prepare, manage, and monitor the HC Section budget, ensuring cost-effectiveness and resource alignment with priorities.
- Review and update HC policies and procedures to ensure compliance with regulations and internal governance frameworks.
- Promote continuous improvement in HC practices and systems to enhance efficiency and effectiveness.
- Monitor day-to-day operations to ensure policy adherence and service excellence.
- Build and maintain effective relationships with internal departments and external service providers.
- Represent the HC Section in discussions with training providers and consultants, ensuring alignment of services with institutional needs.
- Stay abreast of external market and regulatory trends and incorporate relevant insights into HC planning.
- Lead and support the HC team, ensuring clarity of roles, objectives, and performance expectations.
- Identify learning and development needs and support professional growth of team members.
- Promote a culture of collaboration, accountability, and continuous improvement within the team.
Qualifications and Requirements
- A minimum of 10 years of progressive experience in Human Capital management, preferably within the financial services or banking sector.
- Demonstrated experience in leading HC strategy, workforce planning, and organizational development.
- Solid understanding of international Human Capital Management (HCM) practices, policies, and regulatory requirements.
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- Master’s degree in Human Resources, Organizational Development, or a related discipline is preferred.
- Professional certifications such as SPHR (Senior Professional in Human Resources), SHRM-SCP (SHRM Senior Certified Professional), or equivalent are preferred.
- Excellent communication and writing skills in Arabic and English. French, as a third language, is a solid advantage
We offer an attractive package of benefits aligned with our employment policies, including a tax-free salary and supplementary allowances as housing, furniture and air ticket, schooling, and comprehensive medical insurance.
Only shortlisted candidates will be contacted.