104 Lead Talent Consultant Qatar Hr Business Partner jobs in Qatar
Senior HR Business Partner
Posted 9 days ago
Job Viewed
Job Description
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.
Key Accountabilities- 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.
Senior HR Business Partner
Posted today
Job Viewed
Job Description
Job title
Senior HR Business Partner
Ref #
Location
Qatar - Doha
Job family
Corporate & Commercial
- Closing date: 31-Aug-2025
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.
QualificationsAbout 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.
About Qatar Airways Group
Our story started with four aircraft. Today, we deliver excellence across 12 different businesses coming together as one. We've grown fast, broken records and set trends that others follow. We don't slow down by the fear of failure. Instead, we dare to achieve what's never been done before.
So whether you're creating a unique experience for our customers or innovating behind the scenes, every person contributes to our proud story. A story of spectacular growth and determination. Now is the time to bring your best ideas and passion to a place where your ambition will know no boundaries, and be part of a truly global community.
Senior HR Business Partner
Posted today
Job Viewed
Job Description
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.
Senior HR Business Partner
Posted 9 days ago
Job Viewed
Job Description
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. Key Accountabilities
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. Competencies
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 Education
University Degree Certification
CIPD qualified (or similar) or working on a Post Graduate qualification in HR. Experience
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.
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HR Business Partner – GCC Operations
Posted 22 days ago
Job Viewed
Job Description
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 QualificationEducational Qualification:
MBA in Human Resource Management preferably from the Tier-1 College
Work LocationWork Location:
Doha, Qatar
Roles and Responsibilities- 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.
HR Business Partner – GCC Operations
Posted today
Job Viewed
Job Description
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
Roles and Responsibilities:
- 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.
HR Business Partner – GCC Operations
Posted 22 days ago
Job Viewed
Job Description
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
Educational Qualification: MBA in Human Resource Management preferably from the Tier-1 College Work Location
Work Location: Doha, Qatar Roles and Responsibilities
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.
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Consultant, Talent Management
Posted 13 days ago
Job Viewed
Job Description
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.
Key Roles and Responsibilities- Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
- Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
- Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
- Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
- Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
- Guide the creation of learning ecosystems that support agile leadership and continuous growth.
- Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
- Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
- Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
- Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
- Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
- Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
- Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
- Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
- Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
- 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/ LicensureRequired Certification/ Licensure: CIPD/ SHRM Preferred
Essential ExperienceEssential Experience
Min. 12 years in the related field.
#J-18808-LjbffrConsultant, Talent Management
Posted today
Job Viewed
Job Description
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
Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
Guide the creation of learning ecosystems that support agile leadership and continuous growth.
Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
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.
Consultant, Talent Management
Posted 13 days ago
Job Viewed
Job Description
– 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
Develop and implement long-term, forward-looking talent management strategies that align with organizational vision, workforce transformation goals, and national human capital agendas.
Provide thought leadership on global talent trends, innovative practices, and digital solutions to future-proof the workforce.
Lead change management and organizational development efforts related to talent initiatives, ensuring stakeholder alignment and successful adoption.
Design and execute enterprise-wide leadership development programs targeting emerging, mid-level, and senior leaders.
Provide strategic coaching and mentorship to identified high-potential employees to prepare them for critical leadership roles.
Guide the creation of learning ecosystems that support agile leadership and continuous growth.
Lead the development and execution of data-driven succession planning frameworks to identify and prepare future leaders for mission-critical roles.
Build and maintain dynamic talent pipelines using internal mobility, workforce analytics, and strategic sourcing methodologies.
Oversee the continuous improvement and innovation of performance management frameworks, including real-time feedback, recognition systems, and career development planning.
Drive cultural transformation initiatives that reinforce a values-driven, inclusive, and high-performing organizational culture.
Champion DEI principles across all talent processes, ensuring fair, equitable, and inclusive practices in recruitment, development, promotion, and retention.
Integrate DEI metrics into talent analytics and provide actionable insights to leadership.
Collaborate with HR business partners, departmental leaders, and centers of excellence to embed talent strategies into core business processes.
Lead cross-functional teams in the implementation of talent management initiatives and capability-building efforts across the organization.
Leverage advanced talent analytics to track impact, identify trends, and inform decision-making.
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 Required Certification/ Licensure:
CIPD/ SHRM Preferred
Essential Experience Essential Experience
Min. 12 years in the related field.
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