Landmark Group is a Dubai-headquartered retail and hospitality conglomerate operating across the Middle East, South Asia and Africa. The group manages a portfolio of consumer-facing brands in fashion, footwear, home furnishings, beauty and leisure, a...
"I started as a sales associate and was surprised by how quickly I could learn the ropes. The training was practical and my manager actually cared about my growth." Another colleague said, "You will meet busy days, but the team spirit makes long shifts feel lighter." These kinds of comments are common from staff who enjoy the hands-on, customer-facing roles.
If you search for company culture at Landmark Group, you will find many voices praising the store-level camaraderie. People often mention helpful peers, on-the-job mentoring, and visible career paths. There are also honest notes from employees who wished for clearer communication from corporate and more consistent scheduling — very typical in retail settings.
The company culture is fast-paced, customer-focused, and quite results driven. You will see a blend of traditional retail discipline and attempts at modernizing HR practices. Many employees say the culture rewards hustle and initiative, and you will find celebratory moments when teams hit targets.
When discussing company culture at Landmark Group, people often highlight inclusivity across a diverse workforce and a strong focus on customer service. Some staff say that while the broader values are positive, execution can vary by region or store, so experiences differ depending on your immediate team.
Work-life balance at Landmark Group depends a lot on your role. If you are in a store, you will work shifts that include evenings, weekends, and holiday peaks — you will definitely feel the retail rhythm. Corporate employees will usually have more regular hours and occasional busy periods.
People commonly say, "You will have busy seasons, but management tries to be flexible." There are scheduling tools and shift swaps available in many locations, and they help when you have personal commitments. Overall, work-life balance at Landmark Group is achievable with planning, though it is not the quietest option if you want minimal surprises.
Job security tends to be moderate to strong in core retail and essential corporate functions. There is a steady demand for sales, logistics, and customer service roles, which supports consistent hiring and retention.
There will be periodic reviews and operational adjustments that can affect specific positions. Staff in specialized or seasonal roles will experience more variability. For long-term security, employees are advised to maintain strong performance records and cross-functional skills.
Leadership emphasizes operational excellence and customer satisfaction. Senior leaders often set clear business targets and are visible at major events and store launches. Management practices vary across regions, with some managers being very hands-on while others delegate responsibilities more.
There will be improvement opportunities in consistent communication and change management. Teams led by experienced managers report higher morale and clearer expectations. Leadership training initiatives are in place to standardize approaches across the group.
Managers are generally rated as competent and approachable, especially at mid-level. Positive reviews note strong coaching at the store level and willingness to support career moves internally. Constructive feedback often mentions inconsistency in managerial styles and occasional delays in decisions that affect day-to-day operations.
Performance evaluations for managers are tied to both sales metrics and team development, which encourages a balance between short-term results and people management.
Learning and development programs are established, with practical on-the-job training for frontline roles and formal courses for corporate staff. There will be e-learning modules, leadership workshops, and role-specific certifications available in many locations.
Employees who proactively engage with L&D resources tend to progress faster. The company supports learning through mentorship, online platforms, and occasional cross-department rotations.
Promotion opportunities exist, particularly for internal hires who demonstrate performance and leadership potential. There will be clear pathways from sales associate to supervisor and manager in retail tracks, and similar ladders exist in corporate functions.
Advancement speed will depend on location, business needs, and individual networking. High performers are often promoted, but structural roles may require patience due to limited openings.
Salary ranges vary widely by country, role, and experience. Entry-level retail staff will typically earn at market entry pay, supervisors and team leads earn moderate middle-tier salaries, and store managers or senior corporate roles earn competitive salaries relative to regional norms.
There will be differences between markets; compensation is usually aligned with local cost of living and industry standards. Candidates should verify specific figures for their location and role during the interview process.
Bonuses and incentives are performance-driven and commonly include sales commissions, monthly or quarterly incentives, and annual performance bonuses. There will be structured sales targets and reward schemes for meeting or exceeding goals.
High performers in sales roles can significantly increase total pay through commissions and incentive programs. Corporate roles may have annual bonuses tied to company and individual performance.
Health and insurance benefits are standard for full-time employees in most locations. There will be medical coverage, and in many regions additional benefits such as dental or life insurance are provided.
Benefit details vary by country and employment grade. Prospective hires should request the exact benefits package during offer discussions.
Employee engagement includes seasonal events, recognition programs, and team-building activities. There will be store-level celebrations, annual awards, and occasional company-wide events that promote morale.
Feedback channels, such as surveys and town halls, are used to gather employee input, though follow-up communication may sometimes be inconsistent.
Remote work support is limited for customer-facing roles but is more available for corporate and support functions. There will be some hybrid options, flexible arrangements, and technology support for remote-capable positions.
Employees in eligible roles will receive equipment and connectivity assistance as needed, but the company does prioritize in-person presence for operational teams.
Average working hours vary by role. Retail staff will commonly work 40–48 hours weekly, often including evenings and weekends. Corporate employees will typically work 40–45 hours per week, with occasional overtime in busy periods.
Shift patterns are common in retail, and schedules may change during peak seasons.
Attrition is moderate in retail segments and lower in stable corporate roles. There will be higher turnover during seasonal cycles and in entry-level positions. The company has undertaken periodic restructuring to optimize operations, which has led to localized layoffs in some markets.
Overall, the company manages workforce adjustments in line with business needs, and employees with core skills tend to find continued opportunities.
Overall, the company presents a solid option for those seeking experience in retail or regional corporate roles. There will be clear career ladders, structured incentives, and decent benefits for full-time staff. Areas for improvement include consistent managerial communication and standardized HR practices across regions. For candidates evaluating working at Landmark Group, the company is a good fit if you value customer-focused work, learning on the job, and internal growth opportunities.
Read authentic experiences from current and former employees at Landmark Group
Great brand portfolio and creative freedom. Leadership trusts the team and there is a positive, inclusive culture at Landmark Group.
Sometimes approvals take time due to multiple stakeholders, and budgets can be tight for big campaigns.
Stable job, decent team support, clear SOPs in warehouse operations.
Long standing hours in peak months, limited upward movement in local operations.
Clear career path at Landmark Group, hands-on training programs, supportive regional managers and good team camaraderie.
Long hours during sale seasons and weekend shifts can be tiring.
Good exposure to retail tech stacks and learning opportunities, cross-country projects.
Promotion cycles are slow and salary increments are conservative compared to market.
People-first approach in many policies. Training budgets available for certified courses.
Some processes are still manual and need digital overhaul. Pay could be more competitive.
