Emiratization Manager - UAE National

Job description

Emiratization Manager - UAE National

Date: Jul 3, 2025

Location: 

Dubaï, AE, 114190
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Brand: KEOLIS

Contract Type: Permanent contract

The Emiratization Manager is responsible for overseeing the effective operation and development of the Keolis-MHI Emiratization program. The incumbent leads the Keolis-MHI in championing corporate initiatives and human resource management practices that facilitate strategies geared at the recruitment, development, and retention of UAE National human capital. The Manager works closely with KM Executive Team, Government Stakeholders, Ministry of Human Resources, NAFIS, College/School Directors, in order to set and achieve targets. 

KEY RESPONSIBILITIES

 

STRATEGIC

· 
Oversees the development and continuous improvement of Keoils-MHI Emiratisation program.

· 
Achieve Emiratisation Obligation within the set time frame.

FINANCIAL

· 
Formulates Emiratisation budgets, goals, objectives and priorities

· 
Assists the company in applying for and receiving any Government Emiratization grants.

STAKEHOLDER/ CUSTOMER

· 
Participates in the review of Keolis-MHI regulations, policies and procedures to ensure that any barriers for UAE National employment are identified and reduced or removed.

· 
Collaborates with senior management to develop and disseminate appropriate Emiratization policies and procedures, and advises internal stakeholders on the proper application of relevant policies and procedures.

· 
Collaborate, coordinate and report to RTA on all Emiratisation Committed Obligations and initiatives.

OPERATIONAL 

· 
Works closely with the Human Resources recruitment team to ensure that UAE National recruitment are prioritized.

· 
Works closely with the Talent Development team in the design and delivery of specific qualifications and training programs for all UAE Nationals.

· 
Works with senior management to identify positions and departments to be filled by UAE Nationals.

· 
Advises on UAE National employee relations issues.

· 
Conducts internal surveys, market research, and networks with other HR professionals to ensure that Keolis-MHI Emiratization program embraces current best practices.

· 
Ensures the effective management and development of staff through participation in Emiratis promotion selection.

· 
Implement retention strategies to reduce turnover among Emirati nationals.

· 
Ensure compliance with Emiratization quotas and regulations mandated by the government.

· 
Stay updated on changes in Emiratization policies and regulations and adapt strategies accordingly.

· 
Monitor and track the progress of Emirati employees in their development. Advise both employees and management on improvements and corrections as required.

· 
Identify skill gaps among Emirati employees and create training and development programs to bridge these gaps.

· 
Ensure the success of critical Emiratization development programs like the Emirati Graduate Program, Internship Learning Program among others.

· 
Manage internship program for the entire company.

· 
Manage RTA staff training programs, coordinating with relevant stake holders and ensure optimal delivery and customer satisfaction.

· 
Promote and facilitate the participation of both the company and Emirati staff in national and international awards and competitions (i.e. NAFIS, GSS Emiratisation Award), that aims to showcase achievements and contribute to the recognition of both the organization and Emirati talent on a broader scale.

· 
Manages projects related to hiring people of determination, ensuring the company's commitment to diversity and compliance with relevant regulations.

· 
Carry out any other duty or reasonable request to support the needs of the business.

CAPABILITY/ PEOPLE

· 
Provide mentorship and guidance to help Emirati employees navigate their career progression.

DIMENSIONS 

· 
Office environment.

· 
Occasional travel may be required.

CHALLENGES 

· 
Talent Sourcing: Identifying and attracting qualified Emirati candidates for various positions can be challenging, especially in specialized or technical roles.

· 
Retention: Implementing effective retention strategies to reduce turnover among Emirati nationals can be a persistent challenge.

· 
Market Competition: Competing with other organizations for top Emirati talent in a limited pool can be fierce and require creative recruitment strategies.

· 
Managing Expectations: Balancing the expectations of the government, company leadership, and Emirati employees can be demanding, as each group may have different priorities and needs.

 

 KEY COMPETENCIES 

 

 TECHNICAL COMPETENCIES 

· 
Emiratization Regulations and Policies - deeper knowledge of Emiratization laws, regulations, and government policies to ensure compliance and maximize benefits for the organization.

· 
Project Management - Capability to manage Emiratization-related projects, including setting goals, establishing timelines, allocating resources, and tracking progress.

· 
Stakeholder Engagement - Strong communication and interpersonal skills to collaborate with government entities, senior management, and employees to align Emiratization initiatives with organizational goals.

· 
Diversity and Inclusion - Competency in promoting and fostering diversity and inclusion in the workplace, accommodating employees from different backgrounds, including people of determination.

· 
Communication Skills - Strong verbal and written communication skills to effectively convey Emiratization policies, goals, and progress to diverse audiences within and outside the organization.

BEHAVIOURAL COMPETENCIES 

· 
Leading and developing others – Set clear and SMART goals for self and the team, providing feedback and development opportunities to all team members and UAE Nationals. Understand the needs and concerns of team members and UAE National population and provide expert advice to achieve their full potential. Ensure that IDPs are in place and reviewed regularly to address any development gaps.

· 
Driving performance - Efficiently organize and prioritize tasks to meet deadlines and optimize training outcomes.

· 
Communicating with impact - Clearly convey ideas, instructions, and feedback to ensure understanding among team members and stakeholders.

· 
Building relationship and partnerships - Working effectively with cross-functional teams and other stakeholders to achieve training objectives.

· 
Making efficient decisions – Demonstrate a proactive approach based on available data in solving technical and operational challenges.

· 
Leading change and continuous improvement – Embracing change and adapting ways of working to meet evolving railway operations.

· 
Leading a safety culture – Ensure that all team members and participants abide by safety procedures during delivery of all Emiratization programs at all times.

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