57 Global Hr jobs in Qatar

Overview

Cisco Pre-sales Engineer with 6-9 years of experience in the Middle East, fluent in Arabic. Focused on networking, security, and techno-commercial support to design and maintain maximum network uptime.

• Provide presales technical support across the products and solutions.
• Cooperate with sales teams to assess potential applications of products to meet customer business needs.
• Build complex, multi-product proof of concept solutions for customer evaluations as part of a sales engagement.
• Leverage product knowledge to provide technical expertise to internal sales teams, partners and end users.
• Develop customer requirements that map to solutions, assist with overcoming technical and competitive objections, and accelerate the technical evaluation component of the sales cycle to close deals.
• Deliver solutions for multiple security products based on market trends (Firewall, SOAR, SIEM, IPS, NAC, etc.) across multiple vendors (Cisco, Palo Alto, Fortinet).
• Use consultative sales process to determine product capability assessment as it applies to the technical sales process.
• Engage in presentations and demos to build trusted advisor relationships for the long term.
• Advise and deliver partner training and enablement sessions for partners.
• Maintain skills and certifications relevant to the brand and professional development.

• Self-driven, strong time management and multi-tasking abilities; effective communication.
• Experience with various Cisco products; good communication skills.
• Knowledge and experience in: Proficient in MS Visio for documentation; strong verbal and written communications.
• Demonstrated ability to liaise effectively and professionally with customers.

• CCNP ENCOR, CCDP, PCNSE, other design certifications.

The Consultant - Talent Management is a senior-level strategic advisor responsible for designing and implementing integrated talent management strategies that build organizational capability and drive sustainable performance. This role provides thought leadership on emerging trends, promotes a high-performance culture, and leads enterprise-wide initiatives related to leadership development, succession planning, diversity and inclusion, and employee experience. The Consultant collaborates with executive leadership and cross-functional teams to ensure that talent strategies are aligned with long-term organizational goals.

1. Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
2. Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
3. Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
4. Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
5. Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
6. Guide the creation of learning ecosystems that support agile leadership and continuous growth.
7. Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
8. Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
9. Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
10. Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
11. Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
12. Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
13. Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
14. Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
15. Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
16. Ensure continuous optimization of talent management processes through data insights, benchmarking, and stakeholder feedback.

Master's degree in Human Resource Management, Organizational Development, Business Administration, or a related field.

Required Certification/ Licensure: CIPD/ SHRM Preferred

Min. 12 years in the related field.

• Executive

• Full-time

• Human Resources, Consulting, and Other

• Human Resources Services
• Public Health
• Health and Human Services

Location: Doha, Qatar

The Consultant - Talent Management is a senior-level strategic advisor responsible for designing and implementing integrated talent management strategies that build organizational capability and drive sustainable performance. This role provides thought leadership on emerging trends, promotes a high-performance culture, and leads enterprise-wide initiatives related to leadership development, succession planning, diversity and inclusion, and employee experience. The Consultant collaborates with executive leadership and cross-functional teams to ensure that talent strategies are aligned with long-term organizational goals.

1. Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
2. Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
3. Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
4. Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
5. Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
6. Guide the creation of learning ecosystems that support agile leadership and continuous growth.
7. Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
8. Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
9. Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
10. Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
11. Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
12. Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
13. Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
14. Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
15. Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
16. Ensure continuous optimization of talent management processes through data insights, benchmarking, and stakeholder feedback.

Master's degree in Human Resource Management, Organizational Development, Business Administration, or a related field.

Required Certification/ Licensure: CIPD/ SHRM Preferred

Min. 12 years in the related field.

• Executive

• Full-time

• Human Resources, Consulting, and Other

• Human Resources Services, Public Health, and Health and Human Services

Overview

The Consultant – Talent Management is a senior-level strategic advisor responsible for designing and implementing integrated talent management strategies that build organizational capability and drive sustainable performance. This role provides thought leadership on emerging trends, promotes a high-performance culture, and leads enterprise-wide initiatives related to leadership development, succession planning, diversity and inclusion, and employee experience. The Consultant collaborates with executive leadership and cross-functional teams to ensure that talent strategies are aligned with long-term organizational goals.

1. Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
2. Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
3. Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
4. Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
5. Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
6. Guide the creation of learning ecosystems that support agile leadership and continuous growth.
7. Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
8. Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
9. Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
10. Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
11. Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
12. Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
13. Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
14. Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
15. Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
16. Ensure continuous optimization of talent management processes through data insights, benchmarking, and stakeholder feedback.

Master’s degree in Human Resource Management, Organizational Development, Business Administration, or a related field.

Required Certification/ Licensure: CIPD/ SHRM Preferred

Min. 12 years in the related field.

• Executive

• Full-time

• Human Resources, Consulting, and Other

• Human Resources Services
• Public Health
• Health and Human Services

Location: Doha, Qatar

Overview

The Consultant – Talent Management is a senior-level strategic advisor responsible for designing and implementing integrated talent management strategies that build organizational capability and drive sustainable performance. This role provides thought leadership on emerging trends, promotes a high-performance culture, and leads enterprise-wide initiatives related to leadership development, succession planning, diversity and inclusion, and employee experience. The Consultant collaborates with executive leadership and cross-functional teams to ensure that talent strategies are aligned with long-term organizational goals.

1. Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
2. Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
3. Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
4. Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
5. Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
6. Guide the creation of learning ecosystems that support agile leadership and continuous growth.
7. Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
8. Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
9. Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
10. Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
11. Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
12. Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
13. Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
14. Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
15. Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
16. Ensure continuous optimization of talent management processes through data insights, benchmarking, and stakeholder feedback.

Master’s degree in Human Resource Management, Organizational Development, Business Administration, or a related field.

Required Certification/ Licensure: CIPD/ SHRM Preferred

Min. 12 years in the related field.

• Executive

• Full-time

• Human Resources, Consulting, and Other

• Human Resources Services, Public Health, and Health and Human Services

Business Unit

QNB - Qatar

Division

Not Applicable

Department

Not Applicable

Country

Qatar

Closing Date

31-Dec-2025

Established in 1964 as the country's first Qatari-owned commercial bank, QNB Group has steadily growntobecome the largest bank in the Middle East and Africa (MEA) region.

QNB Group's presence through its subsidiaries and associate companies extends to more than 31countriesacross three continents providing a comprehensive range of advanced products and services. The totalnumber of employees is more than 28,000 serving up to 20 million customers operating through 1,000locations, with an ATM network of 4,300 machines.

QNB has maintained its position as one of the highest rated regional banks from leading credit ratingagencies including Standard & Poor's (A), Moody's (Aa3) and Fitch (A+). The Bank has also beentherecipient of many awards from leading international specialised financial publications.

Based on the Group's consistent strong financial performance and its expanding internationalpresence,QNB currently ranks as the most valuable bank brand in the Middle East and Africa, according toBrandFinance Magazine.

QNB Group has an active community support program and sponsors various social, educational andsportingevents.

A. Shareholder & Financial:

• Support senior leadership in achieving their people development strategies for the Group through the deployment of "best practice" TM methodologies, technologies and tools that contribute to attraction, development & retention of talented employees/ managerial personnel, and thereby facilitate the achievement of shareholder/ financial objectives.
• Implements KPI's and best practices for Vice President Talent Management role.
• Promote cost consciousness and efficiency and enhance productivity, to minimise cost, avoid waste, and optimise benefits for the bank.
• Act within the limits of the powers delegated to the incumbent and delegate authority to the respective staff and monitor exercise of the same.
• Demonstrate clear understanding of the important factors behind the bank's financial & non-financial performance.

B. Customer (Internal & External):

• Build and maintain strong and effective relationships with all internal and external stakeholders e.g wider Talent Management, L&D, wider GHCD, business divisions, external TM vendors, Universities, QFBA etc
• Provides timely information to Executive Vice President Talent, Learning and Development, Senior Executive Vice President GHC and other business managers, external TM vendors and consultants, as required.
• To assist customers in all their queries on Bank's product and seek solution to their requests.
• Maintain activities in accordance with Service Level Agreements (SLAs) with internal departments/units to achieve improvements in turn-around time.
• Build and maintain strong/effective relationships with related departments/units to achieve the Group's objectives.
• Provide timely/accurate data to external/internal Auditors, Compliance, Financial Control and Risk when required.

C. Internal (Processes, Products, Regulatory):

• Drives Group QNB wide TM and Succession Planning processes, to efficiently and effectively integrate them as business processes led by business leaders and supported by Talent, Learning and Development/GHCD
• Works with Executive Vice President Talent, Learning and Development to spearhead Group QNB's strategic Talent Management Initiatives such as competency framework/assessments, employee assessment, leadership & development.
• Assists Executive Vice President Talent Learning and Development with Group Culture and Organizational Effectiveness initiatives e.g. enhancements in Performance Management framework, Employee Engagement Surveys & other interventions.
• Establishes an organization-wide talent identification and assessment strategy to identify high potential individuals, addressing leadership/managerial competency gaps, helping prepare employees for senior roles as part of systematic succession planning.
• Establishes Employee Assessment infrastructure including in-house Certified Assessors and acquires necessary assessment tools required for implementing the assessment strategy.
• Promotes TM various forums inside the Group through employee communications, workshops, presentations etc.
• Leads Top Talent Leadership & Management Development programs in partnership with Vice President Learning & Development and Executive Management Team.
• Communications and Marketing
• Develop a TM Marketing and Communications strategy for Leadership, Succession and Graduate Development
• Partner with Marketing and Communication teams to ensure project and program outcomes are effectively translated into tangible, marketable outcome
• Develop and maintain closer ties with International subsidiaries and branches to support development of common international policies, procedures and approaches for TL&D issues e.g. Succession planning Vendor Relationships
• Set examples by leading improvement initiatives through cross-functional teams ensuring successes.
• Identify and encourage people to adopt practices better than the industry standard.
• Continuously encourage and recognise the importance of thinking out-of-the-box within the team.
• Encourage, solicit and reward innovative ideas even in day-to-day issues.
• Possesses superior knowledge of TM, Leadership Development; Career Development, Employee Assessment and Succession Planning models, frameworks, practices, methodologies and tools.
• Proactively identify areas for professional development of self and undertake development activities.
• Seek out opportunities to remain current with all developments in professional field.
• Hold meetings with staff and assess their performance and your team's overall performance on a regular basis.
• Take decisive action to ensure speedy resolution of unresolved grievances or conflicts within the team members.
• Identify development opportunities and activities for staff and facilitate/coach them to improve their effectiveness and prepare them to assume greater responsibilities.

E. Legal, Regulatory, and Risk Framework Responsibilities:

• Comply with all applicable legal, regulatory and internal compliance requirements including, but not limited to, Group Compliance Policies and Procedures (AML & CTF, Sanctions Policy, Data Protection Policy, Fraud Control Policy, Whistle Blowing Policy, Conflict of Interest and Insider Dealing Policy).
• Understand and effectively perform your role under the Three Lines of Defence principle to identify, measure, monitor, manage and report risks.
• Ensure systematic good outcomes for clients in accordance with Conduct Risk policy.
• Support the framework of RCSA, KRI, Incident reporting and remediation, as appropriate, in accordance with the Bank's risk framework.
• Maintain appropriate knowledge to ensure full qualification to undertake the role.
• Complete all mandatory training provided by the Bank, attain, and maintain the required levels of competence.
• Attend mandatory (internal and external) seminars as instructed by the Bank.

F. Other:

• Ensure high standards of data protection and confidentiality to safeguard commercially sensitive information.
• Maintaining utmost confidentiality concerning customer and internal bank information obtained during the course of business and provide such information on a need to know basis only to Senior Management of QNB, Audit and Compliance functions, and relevant Regulators.
• Maintain high professional standards to uphold QNB's reputation and to strengthen its market leadership position.
• All other ad hoc duties/activities related to QNB that management might request from time to time.

• Bachelor degree University Graduate/preferred with a Major in Human Resources, Business or related discipline.
• At least 12 years' experience in human resources preferably with a Gulf or International Bank entailing responsibilities of Talent Management, Assessment and Development; Leadership Development and Succession Planning; Career Planning and Development.