67 Hr Business Partner jobs in Qatar

The job exists to ensure that all Human Resources aspects of the assigned Division (Onshore and Offshore Operations) are planned, implemented and accomplished in a timely and effective manner. This includes ensuring that the schedules for key HR processes such as Annual Appraisals, Merit Budget preparation and Annual Bonus programs are notified to Divisional management and that necessary training is implemented to enable on-time completion. The job holder will be the visible face of Human Resources to Divisional management and staff and will relay business requirements to the core HR team for action. The incumbent will assist Divisional management to maintain high levels of technical and managerial competence and will pay particular attention to the development of the needs of National staff, ensuring their exposure to all key activities likely to enhance their competence and management skills. The Senior Business partner will also be expected to advise Divisional leadership and staff on the observation and implementation of the NOC company culture, exemplifying and encouraging corporate values and behaviors. The incumbent of this particular Senior HRBP box will act as Deputy for the Head HRBP and key supporter in transforming ways of working of HRBP team as well as driving the development of other HRBPs through coaching and mentoring.

CONTEXT AND ENVIRONMENT

Office based in Doha, Qatar. Visits to warehouses, offshore installations and potentially foreign locations where Projects staff are assigned may be required, to visibly execute the role. Must be willing to participate in crisis response training and to assist during emergency response situations if required.

• Develop and maintain solid professional working relationships with Divisional management, supervisors and staff; establish the Senior HR Business Partner role as an integral element of the functioning of the entity.
• Interact closely with HR management team and colleagues, to ensure that actions taken or advice given is fully aligned with departmental objectives and strategy.
• Ensure that the Divisions are adequately staffed to implement their objectives; liaise with management to anticipate and recruit the staff and contracted resources required to do so, maintaining awareness of the NOC Recruitment Plan and recommending updates as priorities evolve.
• Advise divisional management on cross-cultural interaction with a diverse workforce in order to maximize cooperation and efficiency, with particular focus on skills and knowledge transfer and succession planning.
• Participate in job evaluation campaigns to ensure that positions are fully described, presented and evaluated and that resulting evaluations are credible and can be explained to divisional staff as required.
• Anticipate and prepare for HR campaigns such as Annual Appraisals, merit and performance bonus budgets and identification of training needs, in order to ensure that these are implemented efficiently.
• Advise managers / supervisors and coordinate and conduct formal training sessions as required.
• Pro-actively sponsor and support organizational and cultural change, ensuring that measures proposed are culturally appropriate and likely to enhance corporate and personal effectiveness.
• Champion issues raised by employees when these are important enough to warrant management attention, ensuring that the matter is thoroughly considered and concluded by Line Supervision.
• Ensure full personal awareness of Divisional objectives and strategy, and promote these among staff without supplanting the role and authority of management and supervision.
• Conduct exit interviews with departing staff to ascertain the reasons for leaving and follow-up recommendations to resolve the issues raised.
• Coach and develop other HR Business Partners.
• Represent the organization at conferences and hiring or employer branding events where necessary.

• Delegate Appropriately and Communicate Effectively
• Demonstrate Adaptability in Managing Complex Situations
• Demonstrate Learning Agility and Drive Innovation
• Develop Emotional Intelligence and Cultural Competence
• Develop Others and Institutionalise Knowledge
• Develop Talent for the Future
• NOC Sustainability
• Facilitate Collaboration and Sense of Community
• Improve Safety, Technical Proficiency and Results
• Lead By Example with NOC Values
• Set Purpose, Strategic Direction and Company Plan
• Strengthen Accountability and Continuous Improvement
• Think and Act in Stakeholder-Centric Ways

• University Degree

• CIPD qualified (or similar) or working on a Post Graduate qualification in HR.

• Proficient in MS Office products, particularly Word, PowerPoint and Excel.
• Strong personal focus on safety awareness and on encouraging safe behaviors.
• An excellent communicator (both personally, as a listener and in writing), able to ensure that key issues are transferred promptly to those who will be required to react.
• 10+ years' experience in HR with at least 2+ years' experience in Oil and Gas as an operational Business Partner or similar role.
• Experience in all key aspects of HR activities with special emphasis on talent and performance management, leadership coaching, change management, and organizational development.
• Experience in the coaching and mentoring of junior staff would be an advantage.
• Fluency in English essential. Fluency in Arabic not essential but advantageous.

About the role:

• You will be dedicated to a large business unit or a cluster of specific business units, balancing of strategic and operational responsibilities, focusing on fostering a culture of collaboration, driving employee engagement, and providing expert HR guidance and act as a trusted advisor and internal consultant to Senior Leadership on human capital management matters.
• You will be leading HRBP team, understanding the business units' strategy, activities and needs and connect them with specialists from the HR to provide specific HR solutions.
• You will focus on aligning the HR strategy to the business strategy and practices to support robust business growth, reinforce a culture of performance and align with Group HR policy.
• You will collaborate with executive leadership to develop and implement HR strategies that support the airport's overall business goals.
• You will be partnering with executive and senior leaders to define, develop and execute organizational and people strategies and initiatives that align structure, culture and talent with business priorities, and MATAR vision, mission and values.
• You will ensure that the organization is appropriately designed to deliver organization objectives in the short and long-term and that structural change is effectively managed.
• You will manage complex employee relations issues, facilitating meetings and providing resolutions that are aligned with company policies and legal requirements.
• You will lead initiatives to enhance employee engagement, satisfaction, and retention, ensuring a positive work environment and strong employee-manager relationships.
• You will act as a support and coach to the Division leader and management encouraging managers to think strategically, consider the impact of changes on the organization and how to best make use of people to achieve success.

About You:

• Bachelor's Degree or Equivalent with Minimum 8 years of job-related experience.
• Bachelor's degree in Human Resources, Business Administration, or related field.
• Must have a proven track record of successfully partnering with senior leadership to drive HR strategies that align with business goals.

Job Purpose

The job exists to ensure that all Human Resources aspects of the assigned Division (Onshore and Offshore Operations) are planned, implemented and accomplished in a timely and effective manner. This includes ensuring that the schedules for key HR processes such as Annual Appraisals, Merit Budget preparation and Annual Bonus programs are notified to Divisional management and that necessary training is implemented to enable on-time completion. The job holder will be the visible face of Human Resources to Divisional management and staff and will relay business requirements to the core HR team for action. The incumbent will assist Divisional management to maintain high levels of technical and managerial competence and will pay particular attention to the development of the needs of National staff, ensuring their exposure to all key activities likely to enhance their competence and management skills. The Senior Business partner will also be expected to advise Divisional leadership and staff on the observation and implementation of the NOC company culture, exemplifying and encouraging corporate values and behaviors. The incumbent of this particular Senior HRBP box will act as Deputy for the Head HRBP and key supporter in transforming ways of working of HRBP team as well as driving the development of other HRBPs through coaching and mentoring.

CONTEXT AND ENVIRONMENT

Office based in Doha, Qatar. Visits to warehouses, offshore installations and potentially foreign locations where Projects staff are assigned may be required, to visibly execute the role. Must be willing to participate in crisis response training and to assist during emergency response situations if required.

• Develop and maintain solid professional working relationships with Divisional management, supervisors and staff; establish the Senior HR Business Partner role as an integral element of the functioning of the entity.
• Interact closely with HR management team and colleagues, to ensure that actions taken or advice given is fully aligned with departmental objectives and strategy.
• Ensure that the Divisions are adequately staffed to implement their objectives; liaise with management to anticipate and recruit the staff and contracted resources required to do so, maintaining awareness of the NOC Recruitment Plan and recommending updates as priorities evolve.
• Advise divisional management on cross-cultural interaction with a diverse workforce in order to maximize cooperation and efficiency, with particular focus on skills and knowledge transfer and succession planning.
• Participate in job evaluation campaigns to ensure that positions are fully described, presented and evaluated and that resulting evaluations are credible and can be explained to divisional staff as required.
• Anticipate and prepare for HR campaigns such as Annual Appraisals, merit and performance bonus budgets and identification of training needs, in order to ensure that these are implemented efficiently.
• Advise managers / supervisors and coordinate and conduct formal training sessions as required.
• Pro-actively sponsor and support organizational and cultural change, ensuring that measures proposed are culturally appropriate and likely to enhance corporate and personal effectiveness.
• Champion issues raised by employees when these are important enough to warrant management attention, ensuring that the matter is thoroughly considered and concluded by Line Supervision.
• Ensure full personal awareness of Divisional objectives and strategy, and promote these among staff without supplanting the role and authority of management and supervision.
• Conduct exit interviews with departing staff to ascertain the reasons for leaving and follow-up recommendations to resolve the issues raised.
• Coach and develop other HR Business Partners.
• Represent the organization at conferences and hiring or employer branding events where necessary.

• Delegate Appropriately and Communicate Effectively
• Demonstrate Adaptability in Managing Complex Situations
• Demonstrate Learning Agility and Drive Innovation
• Develop Emotional Intelligence and Cultural Competence
• Develop Others and Institutionalise Knowledge
• Develop Talent for the Future
• NOC Sustainability
• Facilitate Collaboration and Sense of Community
• Improve Safety, Technical Proficiency and Results
• Lead By Example with NOC Values
• Set Purpose, Strategic Direction and Company Plan
• Strengthen Accountability and Continuous Improvement
• Think and Act in Stakeholder-Centric Ways

• University Degree

• CIPD qualified (or similar) or working on a Post Graduate qualification in HR.

• Proficient in MS Office products, particularly Word, PowerPoint and Excel.
• Strong personal focus on safety awareness and on encouraging safe behaviors.
• An excellent communicator (both personally, as a listener and in writing), able to ensure that key issues are transferred promptly to those who will be required to react.
• 10+ years’ experience in HR with at least 2+ years’ experience in Oil and Gas as an operational Business Partner or similar role.
• Experience in all key aspects of HR activities with special emphasis on talent and performance management, leadership coaching, change management, and organizational development.
• Experience in the coaching and mentoring of junior staff would be an advantage.
• Fluency in English essential. Fluency in Arabic not essential but advantageous.

About the role:

• You will be dedicated to a large business unit or a cluster of specific business units, balancing of strategic and operational responsibilities, focusing on fostering a culture of collaboration, driving employee engagement, and providing expert HR guidance and act as a trusted advisor and internal consultant to Senior Leadership on human capital management matters.
• You will be leading HRBP team, understanding the business units' strategy, activities and needs and connect them with specialists from the HR to provide specific HR solutions.
• You will focus on aligning the HR strategy to the business strategy and practices to support robust business growth, reinforce a culture of performance and align with Group HR policy.
• You will collaborate with executive leadership to develop and implement HR strategies that support the airport's overall business goals.
• You will be partnering with executive and senior leaders to define, develop and execute organizational and people strategies and initiatives that align structure, culture and talent with business priorities, and MATAR vision, mission and values.
• You will ensure that the organization is appropriately designed to deliver organization objectives in the short and long-term and that structural change is effectively managed.
• You will manage complex employee relations issues, facilitating meetings and providing resolutions that are aligned with company policies and legal requirements.
• You will lead initiatives to enhance employee engagement, satisfaction, and retention, ensuring a positive work environment and strong employee-manager relationships.
• You will act as a support and coach to the Division leader and management encouraging managers to think strategically, consider the impact of changes on the organization and how to best make use of people to achieve success.

About You:

• Bachelor's Degree or Equivalent with Minimum 8 years of job-related experience.
• Bachelor's degree in Human Resources, Business Administration, or related field.
• Must have a proven track record of successfully partnering with senior leadership to drive HR strategies that align with business goals.

Experience:

At least 7 years' experience into HR with manpower outsourcing organization primarily into Oil and Gas sector.

Should have team handling experience.

Should have experience working with the Senior Leadership/Top Management.

Work Experience in the GCC based organization or served the clients in the GCC is an added advantage

Educational Qualification:

MBA in Human Resource Management preferably from the Tier-1 College

Work Location:

Doha, Qatar

• Administer the holistic HR process, ensuring compliance with Qatar labor laws, regulations, and industry standards.
• Manage seamless employee onboarding and exit procedures, fostering positive employee experience.
• Facilitate transparent communication channels to promote employee engagement and organizational cohesion.
• Maintain accurate employee records and oversee payroll management across divisions.
• Address employee grievances, conflicts, and disciplinary actions, nurturing a supportive work environment.
• Develop and implement comprehensive training and development programs to enhance employee skills and performance.
• Create, update, and enforce HR policies and procedures to align with legal mandates and organizational objectives.
• Drive performance evaluation processes, incentive distribution, and talent management strategies.
• Champion initiatives for employee engagement, diversity, equity, and inclusion.
• Lead workforce planning efforts, including succession planning and talent acquisition strategies.
• Implement and optimize HR technology solutions, including ERP systems, analytics tools and AI to streamline processes and enhance employee experience.
• Cultivate a culture of employee wellness through programs promoting physical, mental, and emotional well-being.
• Integrate corporate social responsibility initiatives into HR strategies and community engagement efforts.
• Lead employer branding campaigns and manage reputation as an employer of choice.
• Oversee knowledge management processes, HR documentation, and training resources.
• Optimize budget management for the People and Culture department, ensuring efficient resource allocation.
• Create, update, enforce and monitor KRA's and KPI's in association with each department and act as the owner for publishing at agreed intervals. Implement the same in ERP for automatic update and testing.
• This consolidated role encompasses a comprehensive array of responsibilities critical to fostering a thriving organizational culture and maximizing employee potential.

Experience

Experience:

At least 7 years’ experience into HR with manpower outsourcing organization primarily into Oil and Gas sector.

Should have team handling experience.

Should have experience working with the Senior Leadership/Top Management.

Work Experience in the GCC based organization or served the clients in the GCC is an added advantage

Educational Qualification:

MBA in Human Resource Management preferably from the Tier-1 College

Work Location:

Doha, Qatar

• Administer the holistic HR process, ensuring compliance with Qatar labor laws, regulations, and industry standards.
• Manage seamless employee onboarding and exit procedures, fostering positive employee experience.
• Facilitate transparent communication channels to promote employee engagement and organizational cohesion.
• Maintain accurate employee records and oversee payroll management across divisions.
• Address employee grievances, conflicts, and disciplinary actions, nurturing a supportive work environment.
• Develop and implement comprehensive training and development programs to enhance employee skills and performance.
• Create, update, and enforce HR policies and procedures to align with legal mandates and organizational objectives.
• Drive performance evaluation processes, incentive distribution, and talent management strategies.
• Champion initiatives for employee engagement, diversity, equity, and inclusion.
• Lead workforce planning efforts, including succession planning and talent acquisition strategies.
• Implement and optimize HR technology solutions, including ERP systems, analytics tools and AI to streamline processes and enhance employee experience.
• Cultivate a culture of employee wellness through programs promoting physical, mental, and emotional well-being.
• Integrate corporate social responsibility initiatives into HR strategies and community engagement efforts.
• Lead employer branding campaigns and manage reputation as an employer of choice.
• Oversee knowledge management processes, HR documentation, and training resources.
• Optimize budget management for the People and Culture department, ensuring efficient resource allocation.
• Create, update, enforce and monitor KRA’s and KPI's in association with each department and act as the owner for publishing at agreed intervals. Implement the same in ERP for automatic update and testing.
• This consolidated role encompasses a comprehensive array of responsibilities critical to fostering a thriving organizational culture and maximizing employee potential.