عباس جانوس ضاهر

As the Talent Development Director, I oversee comprehensive strategies to enhance talent management, leadership development, and employee engagement. My role includes designing and delivering impactful training programs, creating competency frameworks, driving succession planning, and fostering a culture of continuous growth and innovation. I work closely with senior leaders to align talent initiatives with business goals, ensuring organizational agility and a robust pipeline of future leaders.

• Define and execute the company-wide Talent Development and Learning
strategy, embedding the competency framework into the performance
enablement culture and aligning development with business goals.
• Build and lead structured academies and programs including the Sales
Academy, Managerial Development, Retail Progression, and Senior
Leadership, ensuring a robust pipeline for succession planning and high
potential development.
• Oversee Talent Acquisition and Rewards functions, professionalizing
recruitment processes, aligning rewards with the market, and ensuring
performance-linked recognition frameworks.
• Implement and champion TAWWER 2.0 (Mesh) by embedding goal-setting,
feedback, reviews, and coaching into daily practices, while driving digital
adoption and innovative learning methods.
• Direct the full L&D lifecycle from training needs analysis and IDPs to design,
execution, and evaluation, leveraging external partnerships and world-class
providers to deliver impactful programs.
• Lead employee engagement and wellbeing initiatives such as Cultural Day,
Wellness Sessions, and frontline recognition programs, ensuring sustained
Great Place to Work standards.
• Partner cross-functionally with business leaders to align training with
commercial objectives, monitor impact on retail and distribution
performance, and reinforce client and employee experience.
• Manage L&D budgets, vendors, and external partnerships, ensuring cost
effective delivery of best-in-class training and continuous innovation in
learning practices.
• Serve on the Emiratization Committee, ensuring compliance with national
hiring quotas by recruiting UAE nationals with strong competencies and
integrating them effectively into the business.

• Upgraded company-wide L&D offerings by designing and delivering
innovative workshops, onboarding, and development programs.
• Built and managed a network oftraining suppliers while aligning content
with competency gaps and organizational needs.
• Designed and implemented individual learning plans to drive performance,
career mobility, and employee growth.
• Founded Malia Academy and the Wellness & Readership Clubs, introducing
programs in upskilling, mental health, and crisis management during COVID
19.
• Applied project management approaches to execute, track, and
continuously improve training initiatives.
• Developed and managed the annual training budget, ensuring effective
allocation of resources.
• Represented the company at corporate and HR events, while supporting
global affiliates through remote and onsite training visits.

• Led the design and implementation oftalent development initiatives,
introducing advanced training topics and continuous follow-up measures.
• Managed the companys Performance Management system end-to-end,
ensuring objective setting, appraisal processes, and talent reviews were
executed effectively.
• Founded and launched the Fattal Sales Academy, creating a structured
framework for sales capability building.
• Conducted comprehensive training needs analyses to address local and
regional skill gaps with targeted programs.
• Reviewed existing talent development practices to identify and act on
opportunities for improvement.
• Delivered coaching on soft skills to support employee adaptability and
change readiness.
• Delegated specialized tasks across the team to foster fairness, collaboration,
and accountability.

o Conducting analysis of existing talent development practices

o Founded Fattal’s Sales Academy

o Presented and implemented talent development initiatives by introducing advanced training topics and implementing constant follow-up measures

o Assigning specialized tasks to the team to improve the sense of fairness and encourage cooperation among team members to complete parallel tasks

o Conducting a training needs analysis in order to identify gaps and develop training in accordance with local and regional needs

o Training employees on soft skills that allow them to deal with changes in the work environment

o Created the Managing Training & Development (MTD) module within trainers’ training as a key element in a 3-element training program

o Originated training topics for in-store and back office trainings, including both practical and soft skills training

o Trained Azadea back office employees across the MENA region

o Evaluated training needs analyses from across the region to update and enhance existing trainings, as well as create new training topics and content

o Co-founded the Shoulder to Shoulder program

o Composed facilitator guides for training modules

• Designated Sales Excellence trainer across all Inditex brands on a regional
scope, delivering large-scale training programs that elevated retail
performance and client experience.
• Introduced the Managing Training & Development (MTD) module into
trainer certification, embedding it as a cornerstone ofAzadeas three-part
training framework.
• Conducted regional training needs assessments across diverse markets
(Qatar, KSA, Ghana, Algeria, Oman, Cyprus, Bahrain, Egypt, UAE, Jordan),
adapting and enhancing training content to local and cultural contexts.
• Co-founded Shoulder to Shoulder, a cross-functional program enabling
employees to explore internal mobility and broaden career opportunities
through hands-on job rotations.
• Traveled extensively to train store and back-office teams across MENA and
Africa, aligning service standards with global brand expectations and ensuring
consistency in customer engagement.
• Authored facilitator guides and training materials to support scalable
delivery and consistent training outcomes across the region.
• Partnered with brand leaders to embody Inditex retail culture, ensuring that
frontline employees translated brand values into daily store performance.

o Conducted profile analysis on visa applicants to grant them the visa

o Served as the embassy’s spokesperson at events and campaigns

o Interviewed visa applicants for visa granting purposes

o Followed up with other embassies and tourist agencies for visa applicants

o Organized the annual Embassy dinners

o Conducted end-of-month auditing to identify costs and evaluate efficiency

o Translated official documents from Arabic English to Hungarian and vice versa

• Conducted Schengen visa interviews and processed applications in line with
EU consular regulations, ensuring accuracy and compliance.
• Supported the embassy in translation, document verification, and general
consular services, contributing to efficient daily operations.
• Balanced full-time university studies while managing professional
responsibilities, developing strong organizational and multitasking skills.