Diane Christine Maninang

Head of Talent Acquisition & People Operations, Omorfia Group

As the Head of Talent Acquisition & People Operations, Diane brings over a decade of experience in the UAE and KSA, specializing in talent acquisition, employee engagement, and performance management. She is passionate about fostering a culture of innovation, empowerment, and well-being, ensuring employees thrive both personally and professionally.

Diane is deeply interested in talent strategy, employee happiness, inclusivity in the workplace, and developing future-ready HR practices.

Outside of work, Diane enjoys traveling, exploring different cuisines, and trying new experiences. She also has a strong commitment to mentoring and empowering the next generation of TA and HR professionals.

What’s a professional achievement of yours from 2024 that you are proud of?

A professional achievement I am particularly proud of from 2024 is spearheading Omorfia Group’s initiatives to promote inclusivity and empowerment. Through our partnership with ImInclusive, we successfully hired and integrated people of determination into our workforce, creating a more inclusive environment. Additionally, as part of the Shaping Futures program, we continued to train and hire disadvantaged youth, enabling over 20 students to join Omorfia Group and build careers in the beauty industry. These initiatives not only aligned with our mission to nurture talent but also reinforced our commitment to making a positive social impact.

How has the RL Community/helped you this year?

The RL Community has been an incredible source of support, growth, and a safe space for me this year. It has provided a valuable network of like-minded professionals who share a passion for innovation and excellence in talent acquisition. The platform has allowed me to exchange knowledge, learn from others’ experiences, and stay updated on the latest trends and best practices in the industry. Being part of this supportive and inspiring community has not only enriched my professional journey but also empowered me to bring fresh perspectives and ideas into my role.

What is your prediction for the TA industry for 2025?

In 2025, the TA industry will likely focus on skills-first hiring, prioritizing competencies over traditional qualifications to address evolving business needs and talent shortages. Employer branding will remain critical, as candidates increasingly evaluate companies based on culture, inclusivity, and sustainability.

Global talent acquisition strategies will grow in importance, driven by the continued demand for remote and hybrid work models. Additionally, providing a personalized and seamless candidate experience will become essential to attract and retain top talent in an increasingly competitive market.