50 Hr Strategies jobs in Qatar

The Role
Carrying out a set of specialized tasks and providing insights and consultation to enhance performance efficiency and achieve objectives in accordance with total quality standards, specifically in the areas of assessing training needs, planning employee career paths, and tracking the progress of individuals enrolled in training programs or sent abroad for academic study.

Requirements
• Education: PhD or Masters in Human Resources Management • Years of Experience: 20-25 years

About the company
The Civil Service and Government Development Bureau was established on October 19, 2021. The role of the Bureau is to strengthen the workforce capabilities and capacity, and promote transformation of the Government of Qatar.

About Ooredoo

Ooredoo is a dynamic global Telecommunications player operating in 10 countries serving more than 138 million customers. Ooredoo Qatar employs approximately 1,600 people driving Ooredoo to be the number one choice for world-class communications services in Qatar, and it is a team that you can be part of!

About the Business Unit

The HR BU plays a critical role in ensuring quality of talent as the most important determinant of Ooredoo’s success in the competitive market. Ooredoo's ability to attract, retain and develop its people will enable it to compete in an ever more challenging and complex environment where people will be its differentiator. HR team enables this process through the provision of a function which not only partners with the business but provides an environment in which high performing individuals are recognized and offered opportunities to develop further. Talent Management Team is responsible for identification of talent and development of that talent to enhance the bench strength of future leaders. The team also handles the implementation of the Qatarization initiative by creation of Qatari development programs and tools thus in turn safe guarding the investment of the company and engaging Qatari staff in the process.

About the Role

This role is responsible for leading Ooredoo's talent management function including talent sourcing, leadership development, succession planning, corporate learning, culture and employee engagement and driving Ooredoo's Qatarization agenda through designing & leading appropriate interventions seamlessly across the employee value chain. The role holder serves as an active trusted partner to leadership team, providing strategic guidance to build a future focused talent process to drive competitive advantage and supporting Ooredoo Qatar’s talent strategies.

If you would like to view the full Role Profile, please click here

About You

15 years' experience in a similar role.

6-8 years of in-depth experience and knowledge with a Telecommunication/ICT/Hi Tech Organization in managing hiring processes, Succession Planning and Leadership Development with at least 4 years' experience at a Senior Management level.

About Ooredoo

Ooredoo is a dynamic global Telecommunications player operating in 10 countries serving more than 138 million customers. Ooredoo Qatar employs approximately 1,600 people driving Ooredoo to be the number one choice for world-class communications services in Qatar, and it is a team that you can be part of!

About the Business Unit

The HR BU plays a critical role in ensuring quality of talent as the most important determinant of Ooredoo’s success in the competitive market. Ooredoo's ability to attract, retain and develop its people will enable it to compete in an ever more challenging and complex environment where people will be its differentiator. HR team enables this process through the provision of a function which not only partners with the business but provides an environment in which high performing individuals are recognized and offered opportunities to develop further. Talent Management Team is responsible for identification of talent and development of that talent to enhance the bench strength of future leaders. The team also handles the implementation of the Qatarization initiative by creation of Qatari development programs and tools thus in turn safe guarding the investment of the company and engaging Qatari staff in the process.

About the Role

This role is responsible for leading Ooredoo's talent management function including talent sourcing, leadership development, succession planning, corporate learning, culture and employee engagement and driving Ooredoo's Qatarization agenda through designing & leading appropriate interventions seamlessly across the employee value chain. The role holder serves as an active trusted partner to leadership team, providing strategic guidance to build a future focused talent process to drive competitive advantage and supporting Ooredoo Qatar’s talent strategies.

If you would like to view the full Role Profile, please click here

About You

15 years' experience in a similar role.

6-8 years of in-depth experience and knowledge with a Telecommunication/ICT/Hi Tech Organization in managing hiring processes, Succession Planning and Leadership Development with at least 4 years' experience at a Senior Management level.

QNB3171 - Vice President Talent Management

Business Unit

QNB - Qatar

Division

Not Applicable

Department

Not Applicable

Country

Qatar

Closing Date

31-Dec-2025

About QNB

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.

Job Summary Main Responsibilities

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.

Education and Experience Requirements

• 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.

Note: you will be required to attach the following:

QNB3171 - Vice President Talent Management

Business Unit

QNB - Qatar

Division

Not Applicable

Department

Not Applicable

Country

Qatar

Closing Date

31-Dec-2025

About QNB

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.

Job Summary Main Responsibilities

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.

Education and Experience Requirements

• 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.

Note: you will be required to attach the following: #J-18808-Ljbffr

QNB3171 - Vice President Talent Management

Business Unit QNB - Qatar Division Not Applicable Department Not Applicable Country Qatar Closing Date 31-Dec-2025 About QNB

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. Job Summary

Main Responsibilities

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. Education and Experience Requirements

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. Note: you will be required to attach the following: #J-18808-Ljbffr

Join to apply for the Senior Oracle HCM Consultant - Talent Management role at Vistas Global .

We are seeking a skilled Senior Oracle Fusion HCM Functional Consultant to support the implementation and optimization of Oracle HCM modules with a focus on Talent Management. The ideal candidate will bring deep functional expertise, hands-on system configuration experience, and the ability to collaborate across teams to deliver high-impact solutions within a fast-paced enterprise environment.

Key Responsibilities

• Lead the configuration and implementation of Oracle Fusion HCM modules related to Goals, Performance, Profile Management, Succession Planning, and Career Development
• Design functional workflows and manage end-to-end implementation processes
• Support integrations and reporting tools including HDL, BIP Reports, and data extracts
• Define security setups and user roles within the Oracle Fusion HCM platform
• Prepare documentation, coordinate UAT, and lead functional testing efforts
• Liaise with business stakeholders and technical teams to align on requirements
• Ensure solutions meet business objectives while adhering to system standards

Skills

• Expertise in Oracle Fusion HCM Talent Management modules
• Knowledge of functional configurations, integrations, and data security within Fusion Apps
• Strong documentation and communication skills
• Ability to lead cross-functional projects and collaborate with technical teams
• Familiarity with reporting tools (HDL, BIP, OTBI) and testing processes
• Strong problem-solving and project coordination capabilities

Qualifications

• Bachelor's degree in Computer Science, Information Systems, or a related field
• 7-10 years of overall experience with 5+ years in Oracle Fusion HCM
• Proven track record in configuring and supporting Talent Management modules
• Experience with UAT, technical documentation, and stakeholder engagement
• Based in Qatar under a one-year contract; preference for local candidates, but overseas applicants are also welcome
• Fluency in English is required, and immediate joiners will be prioritized

Job ID: -114VG

Seniority level

• Mid-Senior level

Employment type

• Full-time

Job function

• Human Resources

Industries

• IT Services and IT Consulting

Join to apply for the Senior Oracle HCM Consultant – Talent Management role at Vistas Global .

We are seeking a skilled Senior Oracle Fusion HCM Functional Consultant to support the implementation and optimization of Oracle HCM modules with a focus on Talent Management. The ideal candidate will bring deep functional expertise, hands-on system configuration experience, and the ability to collaborate across teams to deliver high-impact solutions within a fast-paced enterprise environment.

Key Responsibilities

• Lead the configuration and implementation of Oracle Fusion HCM modules related to Goals, Performance, Profile Management, Succession Planning, and Career Development
• Design functional workflows and manage end-to-end implementation processes
• Support integrations and reporting tools including HDL, BIP Reports, and data extracts
• Define security setups and user roles within the Oracle Fusion HCM platform
• Prepare documentation, coordinate UAT, and lead functional testing efforts
• Liaise with business stakeholders and technical teams to align on requirements
• Ensure solutions meet business objectives while adhering to system standards

Skills

• Expertise in Oracle Fusion HCM Talent Management modules
• Knowledge of functional configurations, integrations, and data security within Fusion Apps
• Strong documentation and communication skills
• Ability to lead cross-functional projects and collaborate with technical teams
• Familiarity with reporting tools (HDL, BIP, OTBI) and testing processes
• Strong problem-solving and project coordination capabilities

Qualifications

• Bachelor’s degree in Computer Science, Information Systems, or a related field
• 7-10 years of overall experience with 5+ years in Oracle Fusion HCM
• Proven track record in configuring and supporting Talent Management modules
• Experience with UAT, technical documentation, and stakeholder engagement
• Based in Qatar under a one-year contract; preference for local candidates, but overseas applicants are also welcome
• Fluency in English is required, and immediate joiners will be prioritized

Job ID: VG

Seniority level

• Mid-Senior level

Employment type

• Full-time

Job function

• Human Resources

Industries

• IT Services and IT Consulting

#J-18808-Ljbffr

Join to apply for the

Senior Oracle HCM Consultant – Talent Management

role at

Vistas Global . We are seeking a skilled Senior Oracle Fusion HCM Functional Consultant to support the implementation and optimization of Oracle HCM modules with a focus on Talent Management. The ideal candidate will bring deep functional expertise, hands-on system configuration experience, and the ability to collaborate across teams to deliver high-impact solutions within a fast-paced enterprise environment. Key Responsibilities

Lead the configuration and implementation of Oracle Fusion HCM modules related to Goals, Performance, Profile Management, Succession Planning, and Career Development Design functional workflows and manage end-to-end implementation processes Support integrations and reporting tools including HDL, BIP Reports, and data extracts Define security setups and user roles within the Oracle Fusion HCM platform Prepare documentation, coordinate UAT, and lead functional testing efforts Liaise with business stakeholders and technical teams to align on requirements Ensure solutions meet business objectives while adhering to system standards Skills

Expertise in Oracle Fusion HCM Talent Management modules Knowledge of functional configurations, integrations, and data security within Fusion Apps Strong documentation and communication skills Ability to lead cross-functional projects and collaborate with technical teams Familiarity with reporting tools (HDL, BIP, OTBI) and testing processes Strong problem-solving and project coordination capabilities Qualifications

Bachelor’s degree in Computer Science, Information Systems, or a related field 7-10 years of overall experience with 5+ years in Oracle Fusion HCM Proven track record in configuring and supporting Talent Management modules Experience with UAT, technical documentation, and stakeholder engagement Based in Qatar under a one-year contract; preference for local candidates, but overseas applicants are also welcome Fluency in English is required, and immediate joiners will be prioritized Job ID: VG Seniority level

Mid-Senior level Employment type

Full-time Job function

Human Resources Industries

IT Services and IT Consulting

#J-18808-Ljbffr