Senior Business Partner, People & Culture

JOB PURPOSE

Lead and oversee the delivery of talent development, succession planning, and learning strategies across assigned business areas by translating enterprise frameworks into integrated workforce solutions, strengthening leadership pipelines, and ensuring sustained capability development aligned with ADNOC’s strategic priorities.

KEY ACCOUNTABILITIES

Talent Development Strategy Deployment

• Lead the translation and deployment of enterprise talent development frameworks into integrated, business-specific strategies that address capability gaps and future workforce requirements.
• Oversee the execution of development initiatives across multiple business units, ensuring alignment with organizational priorities and measurable impact.
• Consolidate business‑specific insights to inform continuous enhancement of talent development approaches at the enterprise level.

Succession Planning & Pipeline Governance

• Oversee succession planning across assigned portfolios by ensuring identification of critical roles, robust succession pipelines, and actionable development plans.
• Validate talent assessments and succession outcomes to ensure consistency, objectivity, and alignment with enterprise standards.
• Mitigate leadership risks by directing targeted interventions to strengthen bench strength and readiness levels.

Learning Strategy Integration

• Drive the alignment of learning strategies with business capability requirements by integrating learning priorities into workforce and talent plans.
• Partner with CoEs to prioritize and scale learning programs that address enterprise‑critical skills and leadership capabilities.
• Evaluate learning effectiveness at a portfolio level and direct adjustments to enhance impact on performance and productivity.

Strategic Business Partnering & Advisory

• Advise senior business leaders on talent strategy, succession risks, and capability development priorities using data‑driven insights.
• Shape workforce strategies by integrating talent, development, and learning solutions into broader business plans.
• Influence leadership decisions through scenario analysis, talent insights, and forward‑looking workforce planning considerations.

Performance Monitoring & Talent Insights

• Establish mechanisms to track performance of talent development and succession initiatives across business units using defined KPIs.
• Synthesize talent analytics and workforce data to identify systemic risks, trends, and improvement opportunities.
• Drive corrective actions to ensure alignment with strategic objectives and delivery of intended outcomes.

Employee Development & Value Proposition

• Shape the employee development experience by embedding structured career pathways, leadership development, and growth opportunities across business units.
• Promote a performance‑and‑development‑driven culture aligned with ADNOC’s P&C value proposition.

Generic Accountabilities

Management

• Plan and supervise the activities of the personnel and resources of the Department to achieve the Division objectives in an efficient and cost‑conscious manner while ensuring implementation of approved operational plans for the Department in line with Division objectives.
• Develop the knowledge, competencies and innovative spirit in the Department and support the establishment of Personal Development Plans (PDP’s), Succession Planning and Talent pipeline within the Department in coordination with the Human Capability Group to continuously develop employees with emphasis on UAE Nationals to meet Emiratization targets.

Budgets and Operational Plans

• Compile and provide input for preparation of the Division budgets and regularly monitor expenditure against approved Department budget levels.
• Investigate, highlight and reconcile any significant variances to ensure effective performance and cost control.

Policies, Systems, Processes & Procedures

• Lead the implementation of approved Department policies, processes, systems, standards, procedures and internal controls in order to support execution of the Division work programs in line with Company and International standards.

Performance Management

• Implement the Company Performance Management System for individuals within the Department in accordance with Company approved guidelines and continuously monitor the achievement of the Department KPIs related to the approved Annual Performance Management Contract and the Balanced Score Card.

Organisation Structure and Development

• Review, develop and recommend the appropriate organisation structure for the Department that will best utilise human capital while proactively incorporating sustainability into the on‑going work practices to meet the business objectives.

Innovation and Continuous Improvement

• Encourage innovation, enhance employee motivation and support initiatives for implementation of Change Management to continuously improve operations and services.
• Propose improvements in internal processes against best practices in pursuit of greater efficiency in line with ISO standards to define intelligent solutions for issues confronting the Department.

Health, Safety, Environment (HSE) and Sustainability

• Support the institution of an HSE culture and ensure compliance with relevant HSE policies, procedures, systems & controls and applicable legislation and sustainability guidelines across the Department in line with international standards, best practices and ADNOC Code of Practices.
• Ensure adequate HSE training and induction for all Department employees to meet HSE standards.

Management Information Systems (MIS) and Reports

• Prepare all Department MIS and progress reports to provide accurate and timely reports and necessary information to Company Management to effectively manage the business.

COMMUNICATIONS & WORKING RELATIONSHIPS

Internal

• Regular contact with Senior Business Partner and peers in the Division/Function.
• Regular contact with Business Line Directorate and Group Companies to integrate and coordinate People Development initiative delivery across the Directorate.

External

• Regular contact with external consultants, vendors and third‑party service providers for discussion, exchange of information and expertise purposes and on matters related to the Function.
• Regular contact with Government organizations and entities for matters related to the Function. Occasional contact with Shareholders and counterparts as required.

QUALIFICATIONS, EXPERIENCE, KNOWLEDGE & SKILLS

Minimum Qualification

• Bachelor’s Degree in Human Resource Management or equivalent.

Minimum Experience & Knowledge & Skills

• 15 years of comprehensive Human Resources experience, including at least 5 years in People Development.
• Strong communication skills to effectively deliver the HC agenda down the line.