Talent Acquisition Partner | Corporate Services | AFG – Al-Futtaim Group

This Talent Acquisition Partner role sits within Al-Futtaim Group’s Corporate Services HR function, supporting recruitment across one of the UAE’s largest and most diversified employers. The role exists to make sure business units get the right people, through the right process, in line with Al-Futtaim’s recruitment policy, while partnering closely with business unit stakeholders and HR Business Partners rather than recruiting in isolation.

Practically, that means supporting manpower planning and scheduling with business leaders, managing requisitions and candidate pipelines, coordinating interviews and offers, and acting as the connective tissue between hiring managers, HRBPs, and candidates throughout the process. Because Al-Futtaim spans automotive, retail, real estate, and financial services, this role requires comfort recruiting across genuinely different kinds of roles rather than a single specialism.

A good Talent Acquisition Partner in this seat is as much a relationship manager as a recruiter – someone hiring managers trust to understand what they actually need and someone candidates experience as professional and responsive throughout a process that can move at different speeds depending on the business unit involved.

This suits someone who enjoys the variety of corporate recruitment inside a large conglomerate and wants to build genuine business partnering skills alongside core talent acquisition experience.

Hiring quality and speed directly affect how well Al-Futtaim's business units can execute their plans, whether that's a retail division preparing for a new store opening or an automotive business filling a critical operational gap. A Talent Acquisition Partner who understands what a business unit genuinely needs - not just what a job description says - reduces mis-hires and the costly cycle of re-recruiting roles that didn't work out. Because this role operates across Al-Futtaim's recruitment policy and multiple business units, consistency matters too: getting the process right builds trust with hiring managers who then engage earlier and more collaboratively in future hiring cycles, rather than treating recruitment as a bottleneck. Good talent acquisition work compounds into a stronger, better-staffed organization across the group, which is a meaningful contribution even though it rarely shows up as a single headline metric. That kind of consistency is easy to underrate from the outside, but it is precisely what the business is paying for when it fills a role like this one.

Few recruitment roles offer the breadth this one does - partnering across automotive, retail, real estate, and financial services hiring inside a single group builds a genuinely broad understanding of how different business functions hire and what makes a strong hire in each context. It develops core talent acquisition skills alongside real HR business partnering experience, since the role explicitly connects with HRBPs and manpower planning rather than working as an isolated recruitment function. That combination - recruiting skill plus business partnering fluency - is exactly what's needed to progress into senior talent acquisition, HR business partner, or broader HR leadership roles. Al-Futtaim's scale also means strong performers get visibility across a large organization, and the group's structure offers a credible path from talent acquisition partner into regional or group-level HR roles for someone who builds a track record of strong hiring outcomes and stakeholder trust. That foundation matters most in the long run, because the specific tools and systems in any given role tend to change, while strong fundamentals built early carry forward into whatever comes next. Just as importantly, it builds the day-to-day professional habits - clear communication, follow-through, and comfort being accountable for a defined piece of the business - that hiring managers look for regardless of which direction a career ends up taking next.

• Bachelor’s degree in human resources, business, or a related field
• Experience in talent acquisition or recruitment, ideally within a large or multi-business-unit organization
• Strong stakeholder management skills, with comfort partnering with both hiring managers and HR Business Partners
• Familiarity with manpower planning and workforce scheduling concepts
• Organized approach to managing multiple open requisitions and candidate pipelines simultaneously
• Clear communication skills across candidates, hiring managers, and HR colleagues
• Working knowledge of UAE recruitment practices and labor market norms