After an unpredictable year, UAE job opportunities have grown and led to consistent recruitment and industry growth.
An international ranking of global talent has identified the UAE as the world’s fourth best country for attracting global talent.
“The key asset of the United Arab Emirates is its ability to attract talent,” the report said.
“Of particular note is its high level of external openness towards foreign talent. The country also ranks in the top 10 in the sub-pillar access to growth opportunities and has good lifelong learning possibilities”.
Here’s a round-up of the latest news and announcements around UAE’s job market:
- Best paid jobs in the UAE: Who can expect $54k a month?
- UAE employees likely to switch jobs for better benefits over salary: Report
- UAE jobs: 66% want to work from home
- Revealed: Best places to work for millennials in the Middle East 2022
- UAE employees are ‘career cushioning’ as fear of recession, inflation, termination looms
- UAE jobs: Employment contracts now handled by AI, 35,000 processed in 2 days
- UAE businesses open new job roles within firms to retain employees, says LinkedIn study
Best paid jobs in the UAE: Who can expect $54k a month?
UAE recruitment specialist Michael Page has released its annual salary guide and hiring insights report for 2023.
Developed as a guide for jobseekers and hiring managers the report identifies key trends for the year ahead and provides salary benchmarks, insights and key positions for a variety of employment sectors.
The report covers banking and financial services; property and construction; oil and gas; procurement and supply chain; engineering and manufacturing; as well as technology and the digital sector.
Jon Ede, the UAE’s Regional Director of Michael Page UAE explains, “Based on market confidence and therefore more aggressive growth and diversification plans, organisations shifted up a gear and their appetite to invest in attracting top talent increased significantly.
“We have also seen a significant return to foreign investments with businesses looking to expand their international footprint into the UAE. A complex global economic backdrop makes it impossible for anyone to predict what lies ahead for 2023. However, based on current demand, positivity and local market confidence, the UAE appears to be well positioned for growth and resilience.”
Check out the Michael Page salary expectation benchmarks for selected sectors in the UAE per month.
UAE banking and financial services jobs
Positions most in demand in this sector include Finance Managers, CFOs and Investment Analysts.
Top salaries in the sector are:
- Head of Consumer Banking AED95k to AED200k
- Managing director of Investment banking firm AED87k to AED185k
- Head of Wholesale Banking AED98k to AED177
Recruitment challenge: Lack of an extensive on-the job environment has meant that professionals, especially those in their early-to-mid careers, have not had the benefit of extensive on-the-job training & coaching in their roles. There is a gap in terms of client expectations versus candidate skills which is an ongoing challenge.
UAE data and analytics jobs
Positions most in demand in this sector include data management professionals, advanced analysts and data engineers..
Top salaries in the sector are:
- Data Analytics Manager AED95k to AED200k
- Chief Data Officer AED80k to AED177k
- Data Governance Manager AED75k to AED120k
Recruitment challenge: Data is now in the space where it is more prevalent than before with strategies and dedicated professionals in place. Yet still, organisations struggle to find synergy between their data agendas and their business goals/objectives resulting in misaligned hires.
UAE digital jobs
Positions most in demand in this sector include Product Developers, U/X Designers, E-Commerce Specialists.
Top salaries in the sector are:
- Chief Digital Officerer AED60k to AED90k
- Head of Digital marketing AED40k to AED60k
- UX director AED50k to AED70k
Recruitment challenge: Hybrid working is the new norm. Organisations who are bringing back full time office traditional models will put themselves at risk not only in securing top talent, but losing talent to competitors.
UAE engineering and manufacturing jobs
Positions most in demand in this sector include CEO, General Manager and Plant Manager.
Top salaries in the sector are:
- VP AED90k to AED150k
- CEO AED80k to AED120k
- COO AED70k to AED110k
Recruitment challenge: Positive growth and multiple opportunities in the region is leading to difficulty in attracting and retaining calibre talent.
UAE finance and accounting jobs
Positions most in demand in this sector include Commercial Finance Manager, Compliance Audit Manager and CFO.
Top salaries in the sector are:
- Group CFO AED100k to AED200k
- CFO AED80k to AED120k
- Chief Audit Officer AED75k to AED140k
Recruitment challenge: There is a high inflow of candidates to the Middle East which has resulted in an oversupply of candidates with skillsets which are not necessarily in demand. Hiring Managers are struggling to sift through a large volume of candidates to identify their preferred one.
UAE legal and policy jobs
Positions most in demand in this sector include Fintech specialists, Islamic Finance Specialists, Commercial Contract workers.
Top salaries in the sector are:
- Partner (private practice) AED90k to AED180k+
- General Counsel (in-house) AED80k to AED130k
- Head of Legal (in-house) AED70k to AED85k
Recruitment challenge: Following the trend from 2022, the Legal recruitment market has rapidly grown within the UAE. While the aim in 2022 was to replace leavers, for 2023 it will be to grow teams to ensure high quality specialist advice is available without seeking external counsel. Specialist lawyers are in demand for senior positions and generalists for junior positions.
UAE procurement and supply chain jobs
Positions most in demand in this sector include Supply Planner, Supplier Relationship Manager and Category Manager.
Top salaries in the sector are:
- Chief Supply Chain Officer AED85k to AED165k
- Chief Procurement Officer AED70k to AED150k
- VP of Procurement AED50k to AED100k
Recruitment challenge: Navigating the new world of work: flexibility, outcome-focus, and worldwide prospects. A prevalent and growing number of candidates wish to associate themselves with organisations that strive to be on the cutting edge of working culture.
UAE property and construction jobs
Positions most in demand in this sector include Property Director, Development Manager and Real Estate Asset Manager.
Top salaries in the sector are:
- General Manager AED65k to AED100k
- Project Director AED60k to AED90k
- Project Manager AED40k to AED55k
Recruitment challenge: The UAE and Northern Gulf property and construction sector has seen a large volume of major developments and ventures being launched across the market. Developers, real estate consultancies and construction specialists have been recruiting in large volumes making the market extremely competitive for employers to secure and retain top talent. Salaries have increased, benefits are becoming more versatile, and people now desire flexible working such as work from home policies. Some employers are meeting the markets demands, however many are still operating like pre-Covid times.
UAE retail jobs
Positions most in demand in this sector include Marketing Manager, Store Manager and Commercial Directors.
Top salaries in the sector are:
- Retail CEO AED70k to AED120k
- Retail Managing Director AED65k to AED100k
- Merchandise Director AED50k to AED80k
Recruitment challenge: With an increased purchasing power across all income levels, a confident customer now willing to spend and a market overpopulated with different brand offerings across all categories, the customer is now presented with multiple options whether the purchase is a basic necessity or a once in a lifetime purchase. Brands will find it difficult to attain and retain customers with different aspects like price points, product availability, customer service and brand equity making the difference.
UAE B2B sales and marketing jobs
Positions most in demand in this sector include Sales Director, Account Director, Business Development Manager.
Top salaries in the sector are:
- CEO AED70k to AED120k
- Chief Marketing Officer AED70k to AED120k
- General Manager AED50k to AED90k
Recruitment challenge: With multinational and local companies increasing their presence in Middle East and in particular the UAE it is creating an influx of international talent which will be creating a more competitive market for candidates.
UAE consumer sales and marketing jobs
Positions most in demand in this sector include Brand Manager, Head of Sales, Business Development Manager.
Top salaries in the sector are:
- Sales General Manager AED60k to AED120k
- Chief Marketing Officer AED65k to AED120k
- Commercial Director AED65k to AED100k
Recruitment challenge: Top t talent is as scarce as ever before. The pool of talent demonstrating; strategic, operationally well-versed, and strong cultural suitability is becoming an increasingly narrow selection.
UAE technology jobs
Positions most in demand in this sector include Software Developer, IT Project Manager and Enterprise Architect.
Top salaries in the sector are:
- CIO AED70k to AED130k
- CTO AED50k to AED120k
- Chief Information Security Officer AED60k to AED110k
Recruitment challenge: there is a severe shortage of qualified candidates. With the rapid expansion of the technology sector in recent years, the demand for IT workers has far outstripped the supply. As a result, many companies are forced to compete for a limited pool of talent.
UAE employees likely to switch jobs for better benefits over salary: Report
A vast majority of UAE employees (89 percent) said that they would switch jobs for the same salary if the benefits were better, according to the YouGov survey commissioned by Zurich International Life Middle East.
The talent landscape in the UAE is increasingly competitive resulting in the need for employers to consider more than just salary to retain skilled workers. More than three-quarters (76 percent) of employees have changed jobs in the past year or are considering changing in the next 12 months and are looking for good UAE job opportunities, according to the survey.
The main drivers for the changing organisations were noted as better salary package, better employee benefits and professional development and skills growth.
More than half of the employers said that they believe they are facing a talent shortage with sales, marketing and data science facing the biggest shortfall, findings lead to the fact that employers must readdress their benefits to attract and retain talent.
The survey revealed that cost and extra administrative workload were the biggest factors that were holding employers back from upgrading employee packages.
Over 53 percent cited that unhappiness with growth opportunities was a reason to change jobs followed by lack of professional development and salary dissatisfaction.
“The government of the UAE has in recent years enacted a broad range of measures to make the nation more attractive for global talent as it seeks to enhance its diversification towards a knowledge-based economy. The environment is now fertile for employers to capitalize and act in order to make the UAE a net importer of talent and net exporter of knowledge work,” said Sajeev Nair, Senior Executive Officer at Zurich Workplace Solutions.
“As companies seek to attract and, importantly, retain talent in the UAE, they must accept that this is a mature job market where talent holds many of the cards. Providing better benefits is a clear-cut way for companies to position themselves as employers of choice; yet our survey reveals that there is a mismatch in an employer’s definition of a benefit and what employees understand to be a tangible benefit,” he added.
The survey was conducted based on a sample size of 2,021 respondents made up of 1,015 employees and 1,006 employers.
UAE jobs: 66% want to work from home
As the UAE looks ahead to strong growth in 2023 employees are looking for jobs with remote working flexibility.
Michael Page has released its annual Salary Guide and Hiring Insights 2023 for the UAE, offering analysis for hiring managers and job seekers to make informed employment decisions.
After an unpredictable year, strong market confidence has led to consistent recruitment activity and industry growth, says Michael Page.
A key finding of the report is that the concept of remote working continues to be a long-term legacy of the Covid-19 pandemic.
Learning to embrace a hybrid work model proves to be key in attracting and safeguarding employees. Findings show that 66% of respondents surveyed are looking for positions with an element of remote working integrated into their role.
The most popular arrangement, Michael Page says, is three days at the office, two days at home, preferred by 36% of respondents. 27% prefer working from home permanently, while 21% like the idea of spending just one day working from home.
The trend for remote working shouldn’t disguise the fact that many employees enjoy working in the office. The key motivation for these workers is to feel more engaged with their job (67%), while 45% like to keep personal and professional environments separate.
Office-based teams may also benefit from greater employee engagement. More than four in 10 respondents (41%) emphasised the importance of face-to-face meetings, while 28% said they want to maintain social links and enjoy relaxing moments with colleagues.
Revealed: Best places to work for millennials in the Middle East 2022
The Great Place to Work Middle East surveyed thousands from across the region to determine the Best Workplaces for Millennials 2022. THE One topped the rankings, based on the Great Place to Work audit and confidential survey data assessing employee experiences of trust, innovation, company values and leadership.
THE One, a furniture retail company which opened its first store in Abu Dhabi in 1996 took the lead in the rankings followed by Dubai Police Academy, Century Financial, McDonalds and more.
“To be considered in the list, organisations had to meet the Great Place to Work-certified standard, with a minimum score of eighty-five percent based on what millennials say about their experiences of trust and ability to reach their full human potential as part of their organisation, no matter who they are or what they do,” said Mazen Harb, managing director for Great Place To Work Middle East.
According to Michael Burchell, CEO of Great Place to Work Middle East, Millennials face a unique set of challenges both in and out of the workplace ranging from job security to a lack of trust in their management, “The Best Workplaces on this list have created a greater sense of fairness, collaboration, and professional development for millennials. These positive experiences empower them to bring their full potential to the workplace and the world.”
Arabian Business had earlier reported that 86 percent of UAE professionals have a positive outlook about 2023 career prospects, according to a survey. Workers in the country have high aspirations, with 66 percent planning to find a new job, 46 percent hoping to learn new skills and 44 percent setting a goal of securing a higher salary.
Here are the top 10 best places to work for millennials in the Middle East 2022 according to a survey by Great Place To Work:
- THE One
- Dubai Police Academy
- Century Financial
- McDonald’s
- Hadi Express Exchange
- Pizza Express
- Eva Interiors
- Ajman Police
- Full Circle
- RICC McDonald’s
UAE employees are ‘career cushioning’ as fear of recession, inflation, termination looms
With tech layoffs emerging one after the other, many are looking at job prospects that could provide them with professional and personal safety. For that, these employees upskill themselves, increasing their chances of employment with another firm.
Employees also reach out to their connections to see what jobs are looking for candidates and brush up on their resumes.
The latest trend – career cushioning – which emerged on LinkedIn, is a term used for those who fall under this category.
Career cushioning often involves the metaphorical action of ‘cushioning’ oneself from the pain of unexpected job loss.
It [career cushioning] is the art of “taking actions to keep your options open and cushioning for whatever comes next in the economy and job market. Think of it like an insurance policy to set yourself up for success,” LinkedIn career expert Catherine Fisher said.
However, this can also be accompanied with guilt. Speaking to Arabian Business, Bayzat’s chief customer officer Brian Habibi said there are a few triggers that cause employees to look elsewhere for a job, and they do not need to feel guilty for it.
“While the many reasons why employees resign are well documented, it is interesting to factor in events that trigger such decisions. Recent research has found that following work anniversaries, job-hunting activity jumps up to 9 percent — this is even more pronounced following class reunions (16 percent). When reflecting upon the role and career development reveals unachieved ambitions, employees feel inclined to look elsewhere for progress,” Habibi told Arabian Business.
“To counter the culture of career cushioning, organisations need to ensure their employees perceive their career growth prospects to be transparent, tangible, and fair. This calls for a diligent performance management practice — an area where businesses unfortunately fall short. In Dubai, for example, a mere 26 percent of SMEs follow a well-defined practice for employee performance management,” Bayzat’s Habibi said.
Habibi added technology can also be used to the company’s advantage. “Today’s digital performance management platforms ensure nothing is forgotten or unseen. Setting goals is easy, as is tracking their progress. The employee experience is enhanced because workers have trust that their performance is being accurately monitored and recorded. And in the meantime, the employer has created a constructive environment that makes attracting and retaining talent easier.”
On tracking performance accurately, Habibi said organisations must then recognise and reward top performers, thus increasing morale and motivation.
“This could include offering stock options which makes these valued employees ‘buy into the company’s vision’ and ties their professional success to the long-term growth of the organisation,” he said.
Adding to this, The Talent Enterprise’s founder and chief executive officer David Jones said that career cushioning is also a good strategy for “navigating a portfolio approach to professional development.”
“For decades smart organisations have been investing in high potential programmes and succession planning to manage their talent risk. Increasingly smart people are also investing in more options for developing their own human capital and career trajectories. This is today’s reality of where talent demand meets talent supply in modern, complex labour markets,” he said, adding that “our research indicates that individual’s working lives are becoming longer and more volatile and less predictable and linear.”
UAE jobs: Employment contracts now handled by AI, 35,000 processed in 2 days
UAE employment contracts will be processed by advanced technologies that don’t need any human support, state news agency WAM reported.
It will dramatically speed up the process of finalising UAE job contracts.
The Ministry of Human Resources and Emiratisation (MoHRE) has launched an automated system to complete employment contracts without human intervention.
MoHRE said more than 35,000 contracts in the first two days of the new system’s launch have been completed, including new and renewed employment contracts, which were approved after the verification of the signatures of both parties.
“The new system utilises advanced technologies to process and verify images, which reduces the duration per transaction from two days to just 30 minutes, while also minimising human error,” the Ministry said.
The smart system aligns with the National Artificial Intelligence Strategy 2031, which aims to position the UAE as a global leader in artificial intelligence (AI) by developing an integrated framework to be adopted in vital areas in the UAE.
In October 2017, the UAE Cabinet adopted the UAE National Strategy for Artificial Intelligence with the aim of enhancing government performance, accelerating transactions, and developing innovative working environments.
The strategy will also focus on making the UAE government the first in the world to invest artificial intelligence across vital sectors and provide 100 percent of its first-line services through AI.
This strategy is a new phase following the smart government, serving as a foundation for future services and infrastructure in the United Arab Emirates, in line with the objectives of the UAE Centennial 2071.
MoHRE has adopted several technologies such as the awareness programme via the self-guidance service, the WhatsApp channel, the smart mobile app, the smart communication framework, the Nafis platform, and the open data policy.
Customers can use the awareness programme for the self-guidance service via the ministry’s smart mobile app, which also provides more than 100 of the ministry’s services, powered by artificial intelligence and big data.
The WhatsApp channel is available in Arabic and English, making MoHRE the first federal entity that has a verified business account on the Meta-owned app.
The Ministry has also developed the smart communications system to become the first government entity to implement it proactively.
It completes digital transactions with a remote work system and provides e-services around the clock. The system has smart features that allow checking attachments and transaction data.
UAE businesses open new job roles within firms to retain employees, says LinkedIn study
With UAE executives facing tough decisions to cut back on flexible work, employee well-being, and skill development, workplace mobility has become a priority for the lot of them as economic challenges creep up.
According to a LinkedIn study surveying 2,900+ C-level executives from large companies across the world, 41 percent of UAE executives will prioritise workplace mobility such as “giving employees to move into different roles within the organisation.
“Employees who make an internal move are more likely to stay at their organisation longer than those who stay in the same role,” the study said.
The priority for executives comes after the study revealed that 57 percent of them do not plan to cut costs, saying that they are holding back on making cuts to “maintain workforce morale and productivity.”
With UAE leaders keeping employee motivation and engagement as their top workforce priorities over the next six months, some employers have sought to “alleviate financial pressures” on their employees by granting incentives such as subsidised commuting costs (46 percent), or by offering direct financial well-being assistance (38 percent) to address the rising living costs.
The LinkedIn study which targeted UAE businesses surveyed 2,900+ C-level executives from large companies across the world, where it was revealed that the current global climate is slowing down progress in important areas of working life such as skills development, employee well-being, and flexible work.
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