113 Hr Consulting jobs in Qatar

Job Purpose

The Talent Management Director will be responsible to lead the development and implementation of Human Capital business objectives and initiatives in the HC functional areas of talent management in order to maintain the organization's positioning as an employer of choice and contribute to creating an organizational climate that attracts, motivates, develops, and retains top talent.

• Lead initiatives and programs in the functional HC areas of talent management (learning and development, national development, employee performance management) and organizational effectiveness (talent analytics, change management, etc.) to support organization's business objectives.
• Develop a talent management strategy that articulates the workforce capabilities, skills and competencies required to ensure a sustainable, effective, and successful organization with assigned resources.
• Lead the planning, development and implementation of talent management programs and initiatives to:

1. Identify candidates with high potential and support their professional development.
2. Enable succession planning.
3. Provide leadership mentoring programs, customized development courses, and opportunities for project-based learning.
4. Assess, engage, and develop National talent.
5. Ensure a culture of high engagement, motivation, and performance.
6. Establish and implement networking & collaboration tools.
7. Identify and utilize existing organization expertise to build professional capacity.

• Direct a deliberately planned, organization-wide effort to increase the organizational effectiveness and efficiency, with the purpose of enabling the organization to achieve its mission and vision.
• Align organization with the rapidly changing and complex environment through organizational learning, knowledge management and transformation of organizational norms and values.
• Review diagnostics in respect of organizational climate which includes attitudes and beliefs that influence collective behavior, organizational culture (the deeply-seated norms, values and behaviors that staff share) and work with other staff functions and operating divisions to define and attain target culture.
• Apply knowledge in organizational assessment to designing, developing, implementing and evaluating change management programs and organizational problem solving.
• Develop change framework and practices to enable more effective execution of business initiatives and benefit realization; support the design and delivery of change management initiatives to ensure realization of business goals and priorities.
• Drive company change culture in addressing operational effectiveness and employee experience through implementation of internal and external best practices and insights.
• Provide project management for the change component of organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.
• Influence and support changes in organizational behavior.
• Coordinate with Corporate Communications on Employee Experience / Engagement strategy, plan development and execution, weaving feedback and insights to challenge and improve organization effectiveness and ability to implement and sustain change.
• Serve as an “agent of change” in support of new ways of working and models teamwork and relationship building in all interactions; develop implementation strategies for stakeholder engagement, resistance management, coaching, training, accountability and rewards to reinforce adoption of said changes.
• Develop strategic partnerships, service level agreements, communication and change management plans, automation initiatives, etc. to support effective and efficient business operations.
• Direct the development and implementation of HC procedures in the assigned functional areas.
• Collaborate on the development of annual HC budget; monitor expenditures throughout the year to ensure adherence to the budget.
• Set annual and long-term (3-5 year) objectives for the talent management Department and develop comprehensive performance management and reporting.
• Provide direction, advice and counsel to Executive Leadership, Division Presidents / Chiefs, and employees on talent management matters.
• Ensure that talent management services provided to internal stakeholders meet organization's quality standards, follow approved policies & procedures, and are delivered per agreed service levels.
• Monitor implementation of any changes, e.g., improved work methods and procedures, to ensure that changes are implemented as planned and that the effects of the changes are overall positive.
• Oversee the administration of HC systems to ensure that any approved organizational and employee changes are promptly implemented.
• Benchmark HC strategies and activities with similar organizations to ensure alignment with best practices and market competitiveness.
• Formulate strategies to publicize HC innovations and other achievements and build the reputation of the organization.
• Promote a high-performance, meritocracy-driven, and engaging culture in which high potential talent is developed and rewarded.
• Monitor the training and career development of Qatari National employees to ensure that their professional development needs are met.
• Collaborate on development and implementation of an HC audit mechanism to ensure the quality and integrity of HC services.
• Take responsibility for continuity of key operations and for managing risks applicable to area of responsibility.
• Ensure risk management and business continuity management requirements and processes are embedded within the department’s activities to support the achievement of objectives.
• Other reasonable tasks as assigned by supervisor.

• Master’s degree in a relevant field & 8 years of relevant full-time work experience, 5 of which at a senior supervisory level.
• HR accreditation e.g., CIPD, SHRM highly preferred.
• Experience in talent management and organizational effectiveness, preferably in a large multinational organization.
• In-depth understanding of HC best practices and employee and job market trends.
• Awareness of the theories, concepts and practices of organizational development.
• Knowledge of the methods and procedures used in developing and implementing talent management and organizational effectiveness programs.
• Excellent leadership skills, with the ability to influence people, negotiate with senior executives and build strong work relationships and external partnerships.
• Excellent writing skills with the ability to draft and edit a variety of written reports and communications and to articulate ideas clearly and concisely; Arabic proficiency is an advantage.
• Proficiency in MS Office applications.

Job Summary

Job Summary – 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

Essential Experience

Min. 12 years in the related field.

Job Summary

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.

Key Roles and Responsibilities

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.

Essential Education

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

Required Certification/ Licensure:

CIPD/ SHRM Preferred

Essential Experience

Min. 12 years in the related field.

Job Purpose

The Talent Management Director will be responsible to lead the development and implementation of Human Capital business objectives and initiatives in the HC functional areas of talent management in order to maintain the organization's positioning as an employer of choice and contribute to creating an organizational climate that attracts, motivates, develops, and retains top talent.

Key Result Areas

• Lead initiatives and programs in the functional HC areas of talent management (learning and development, national development, employee performance management) and organizational effectiveness (talent analytics, change management, etc.) to support organization's business objectives.
• Develop a talent management strategy that articulates the workforce capabilities, skills and competencies required to ensure a sustainable, effective, and successful organization with assigned resources.

• Lead the planning, development and implementation of talent management programs and initiatives to:

• Identify candidates with high potential and support their professional development.

• Enable succession planning.
• Provide leadership mentoring programs, customized development courses, and opportunities for project-based learning.
• Assess, engage, and develop National talent.
• Ensure a culture of high engagement, motivation, and performance.
• Establish and implement networking & collaboration tools.

• Identify and utilize existing organization expertise to build professional capacity.

• Direct a deliberately planned, organization-wide effort to increase the organizational effectiveness and efficiency, with the purpose of enabling the organization to achieve its mission and vision.

• Align organization with the rapidly changing and complex environment through organizational learning, knowledge management and transformation of organizational norms and values.
• Review diagnostics in respect of organizational climate which includes attitudes and beliefs that influence collective behavior, organizational culture (the deeply-seated norms, values and behaviors that staff share) and work with other staff functions and operating divisions to define and attain target culture.
• Apply knowledge in organizational assessment to designing, developing, implementing and evaluating change management programs and organizational problem solving.
• Develop change framework and practices to enable more effective execution of business initiatives and benefit realization; support the design and delivery of change management initiatives to ensure realization of business goals and priorities.
• Drive company change culture in addressing operational effectiveness and employee experience through implementation of internal and external best practices and insights.
• Provide project management for the change component of organization-wide projects/initiatives as required, facilitating team efforts and helping to define project goals, timelines, resource requirements and planning to cope with conflict or stressor points in the plans.
• Influence and support changes in organizational behavior.
• Coordinate with Corporate Communications on Employee Experience / Engagement strategy, plan development and execution, weaving feedback and insights to challenge and improve organization effectiveness and ability to implement and sustain change.
• Serve as an "agent of change" in support of new ways of working and models teamwork and relationship building in all interactions; develop implementation strategies for stakeholder engagement, resistance management, coaching, training, accountability and rewards to reinforce adoption of said changes.
• Develop strategic partnerships, service level agreements, communication and change management plans, automation initiatives, etc. to support effective and efficient business operations.
• Direct the development and implementation of HC procedures in the assigned functional areas.
• Collaborate on the development of annual HC budget; monitor expenditures throughout the year to ensure adherence to the budget.
• Set annual and long-term (3-5 year) objectives for the talent management Department and develop comprehensive performance management and reporting.
• Provide direction, advice and counsel to Executive Leadership, Division Presidents / Chiefs, and employees on talent management matters.
• Ensure that talent management services provided to internal stakeholders meet organization's quality standards, follow approved policies & procedures, and are delivered per agreed service levels.
• Monitor implementation of any changes, e.g., improved work methods and procedures, to ensure that changes are implemented as planned and that the effects of the changes are overall positive.
• Oversee the administration of HC systems to ensure that any approved organizational and employee changes are promptly implemented.
• Benchmark HC strategies and activities with similar organizations to ensure alignment with best practices and market competitiveness.
• Formulate strategies to publicize HC innovations and other achievements and build the reputation of the organization.
• Promote a high-performance, meritocracy-driven, and engaging culture in which high potential talent is developed and rewarded.
• Monitor the training and career development of Qatari National employees to ensure that their professional development needs are met.
• Collaborate on development and implementation of an HC audit mechanism to ensure the quality and integrity of HC services.
• Take responsibility for continuity of key operations and for managing risks applicable to area of responsibility.
• Ensure risk management and business continuity management requirements and processes are embedded within the department's activities to support the achievement of objectives.
• Other reasonable tasks as assigned by supervisor.

Qualifications

• Master's degree in a relevant field & 8 years of relevant full-time work experience, 5 of which at a senior supervisory level.
• HR accreditation e.g., CIPD, SHRM highly preferred.
• Experience in talent management and organizational effectiveness, preferably in a large multinational organization.
• In-depth understanding of HC best practices and employee and job market trends.
• Awareness of the theories, concepts and practices of organizational development.
• Knowledge of the methods and procedures used in developing and implementing talent management and organizational effectiveness programs.
• Excellent leadership skills, with the ability to influence people, negotiate with senior executives and build strong work relationships and external partnerships.
• Excellent writing skills with the ability to draft and edit a variety of written reports and communications and to articulate ideas clearly and concisely; Arabic proficiency is an advantage.
• Proficiency in MS Office applications.

Join to apply for the QNB3171 - Vice President Talent Management role at QNB Group

About QNB - Established in 1964 as the country's first Qatari-owned commercial bank, QNB Group has grown to be the largest bank in the MEA region. QNB Group operates in more than 31 countries with over 28,000 employees, 1,000 locations, and 4,300 ATMs. The bank is rated by major agencies and has an active community support program.

Job Summary - The incumbent is primarily responsible for the design and implementation of various Talent Management initiatives in line with the Group's business and growth strategies. This includes leadership development, succession planning, employee assessment and development centers, career planning and development, and related TM processes, systems, and tools.

• Shareholder & Financial: Support senior leadership in achieving people development strategies for the Group through deployment of best practice TM methodologies, technologies and tools that contribute to attraction, development & retention of talented employees and achievement of shareholder/financial objectives.
• Implements KPI's and best practices for Vice President Talent Management role. Promote cost consciousness, efficiency, and productivity to minimize cost and optimise benefits for the bank.
• Act within the limits of the powers delegated and delegate authority as appropriate; monitor exercise of the same.
• Demonstrate understanding of factors behind the bank's financial & non-financial performance.
• Customer (Internal & External): Build and maintain strong relationships with internal and external stakeholders (Talent Management, L&D, wider GHCD, business divisions, external TM vendors, universities, QFBA, etc.).
• Provide timely information to Executive leadership and external vendors/consultants as required; assist customers with queries and seek solutions.
• Maintain activities with SLAs to achieve improvements in turnaround time; build relationships with related departments to achieve Group objectives.
• Provide timely/accurate data to auditors, Compliance, Financial Control and Risk when required.
• Internal (Processes, Products, Regulatory): Drive Group-wide TM and Succession Planning processes as part of business processes led by business leaders and supported by TM/L&D/GHCD.
• Lead TM initiatives-competency frameworks, assessments, leadership development, succession planning & Talent Reviews, TNA, development plans, career development, etc.-in collaboration with Executive leadership.
• Support Culture and Organizational Effectiveness initiatives (Performance Management enhancements, Employee Engagement surveys, other interventions).
• Establish organization-wide talent identification and assessment strategies to identify high-potential individuals and address leadership gaps; support systematic succession planning.
• Establish Employee Assessment infrastructure, including in-house certified assessors and tools.
• Promote TM forums through communications, workshops, and presentations; lead Top Talent Leadership & Management Development programs with L&D and Executive Management.
• Develop a TM Marketing and Communications strategy for Leadership, Succession and Graduate Development; coordinate with Marketing and Communications to translate programs into tangible outcomes.
• International Liaison: Develop and maintain ties with international subsidiaries to support common TL&D policies and approaches (e.g., succession planning) and vendor relationships.
• Continuous Improvement: Lead cross-functional improvement initiatives; encourage best practices and innovative ideas.
• Learning & Knowledge: Maintain advanced TM and Leadership Development knowledge; identify development opportunities for self and team; hold regular performance reviews; resolve grievances promptly; coach staff for greater responsibilities.
• Legal, Regulatory & Risk Framework: Comply with applicable laws, regulatory requirements, and internal policies (AML/CTF, Sanctions, Data Protection, Fraud Control, Whistle Blowing, Conflict of Interest, Insider Dealing). Understand and perform role under the Three Lines of Defence; monitor, manage and report risks; support Conduct Risk and Operational Risk Management requirements.
• Maintain knowledge to ensure full qualification; complete mandatory training; attend required seminars.
• Other: Ensure high standards of data protection and confidentiality; manage and share information on a need-to-know basis with Senior Management, Audit and Compliance functions, and regulators; perform ad hoc duties as requested.

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

• Executive

• Full-time

• Human Resources
• Industries
• Banking

Note: You may be required to attach resume/CV, copy of passport or QID, and copy of education certificate.

QNB3171 - Vice President Talent Management

Join to apply for the QNB3171 - Vice President Talent Management role at QNB Group

About QNB – Established in 1964 as the country’s first Qatari-owned commercial bank, QNB Group has grown to be the largest bank in the MEA region. QNB Group operates in more than 31 countries with over 28,000 employees, 1,000 locations, and 4,300 ATMs. The bank is rated by major agencies and has an active community support program.

Job Summary – The incumbent is primarily responsible for the design and implementation of various Talent Management initiatives in line with the Group’s business and growth strategies. This includes leadership development, succession planning, employee assessment and development centers, career planning and development, and related TM processes, systems, and tools.

• Shareholder & Financial: Support senior leadership in achieving people development strategies for the Group through deployment of best practice TM methodologies, technologies and tools that contribute to attraction, development & retention of talented employees and achievement of shareholder/financial objectives.
• Implements KPI’s and best practices for Vice President Talent Management role. Promote cost consciousness, efficiency, and productivity to minimize cost and optimise benefits for the bank.
• Act within the limits of the powers delegated and delegate authority as appropriate; monitor exercise of the same.
• Demonstrate understanding of factors behind the bank's financial & non-financial performance.
• Customer (Internal & External): Build and maintain strong relationships with internal and external stakeholders (Talent Management, L&D, wider GHCD, business divisions, external TM vendors, universities, QFBA, etc.).
• Provide timely information to Executive leadership and external vendors/consultants as required; assist customers with queries and seek solutions.
• Maintain activities with SLAs to achieve improvements in turnaround time; build relationships with related departments to achieve Group objectives.
• Provide timely/accurate data to auditors, Compliance, Financial Control and Risk when required.
• Internal (Processes, Products, Regulatory): Drive Group-wide TM and Succession Planning processes as part of business processes led by business leaders and supported by TM/L&D/GHCD.
• Lead TM initiatives—competency frameworks, assessments, leadership development, succession planning & Talent Reviews, TNA, development plans, career development, etc.—in collaboration with Executive leadership.
• Support Culture and Organizational Effectiveness initiatives (Performance Management enhancements, Employee Engagement surveys, other interventions).
• Establish organization-wide talent identification and assessment strategies to identify high-potential individuals and address leadership gaps; support systematic succession planning.
• Establish Employee Assessment infrastructure, including in-house certified assessors and tools.
• Promote TM forums through communications, workshops, and presentations; lead Top Talent Leadership & Management Development programs with L&D and Executive Management.
• Develop a TM Marketing and Communications strategy for Leadership, Succession and Graduate Development; coordinate with Marketing and Communications to translate programs into tangible outcomes.
• International Liaison: Develop and maintain ties with international subsidiaries to support common TL&D policies and approaches (e.g., succession planning) and vendor relationships.
• Continuous Improvement: Lead cross-functional improvement initiatives; encourage best practices and innovative ideas.
• Learning & Knowledge: Maintain advanced TM and Leadership Development knowledge; identify development opportunities for self and team; hold regular performance reviews; resolve grievances promptly; coach staff for greater responsibilities.
• Legal, Regulatory & Risk Framework: Comply with applicable laws, regulatory requirements, and internal policies (AML/CTF, Sanctions, Data Protection, Fraud Control, Whistle Blowing, Conflict of Interest, Insider Dealing). Understand and perform role under the Three Lines of Defence; monitor, manage and report risks; support Conduct Risk and Operational Risk Management requirements.
• Maintain knowledge to ensure full qualification; complete mandatory training; attend required seminars.
• Other: Ensure high standards of data protection and confidentiality; manage and share information on a need-to-know basis with Senior Management, Audit and Compliance functions, and regulators; perform ad hoc duties as requested.

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

• Executive

• Full-time

• Human Resources
• Industries
• Banking

Note: You may be required to attach resume/CV, copy of passport or QID, and copy of education certificate.