9 Performance Management jobs in Qatar

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.

Business Unit

QNB - Qatar

Division

Not Applicable

Department

Not Applicable

Country

Qatar

Closing Date

31-Dec-2025

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

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

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

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

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

A. Shareholder & Financial:

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

B. Customer (Internal & External):

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

C. Internal (Processes, Products, Regulatory):

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

E. Legal, Regulatory, and Risk Framework Responsibilities:

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

F. Other:

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

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

We are looking for dynamic and highly qualified Senior Lecturers to join our Business faculty in one of the following disciplines: Management, Marketing, Human Resources, or Finance . The ideal candidates will demonstrate academic excellence, industry experience, and a passion for teaching, curriculum development, and research.

Business (Management)

The Senior Lecturer in Management will be responsible for delivering high-quality teaching, developing and updating curriculum, and conducting research in key areas such as strategic management, leadership, operations management, organizational behavior, and innovation.

Key Skills:

Expertise in strategic management, organizational behavior, operations, and leadership

Knowledge of corporate governance and global business trends

Experience in teaching business strategy, innovation, and entrepreneurship

Strong research background in management theory or applied business solutions

Familiarity with case-based and experiential learning methodologies

Ability to mentor students and lead academic projects

Business (Marketing)

The Senior Lecturer in Marketing will be responsible for teaching undergraduate and postgraduate courses in digital marketing, branding, consumer behavior, and strategic marketing. The candidate will be expected to lead curriculum design, foster industry collaboration, supervise student research, and maintain a strong research profile in marketing. Active engagement in community and institutional service is also expected.

Key Skills:

In-depth knowledge of digital marketing, branding, consumer behavior, and marketing analytics

Experience with marketing strategy development and market research tools

Proficiency in using marketing software/tools (e.g., Google Analytics, HubSpot, SPSS)

Strong industry linkages for collaborative research and project-based learning

Ability to teach social media, integrated marketing communication, and international marketing

Publication record in marketing journals or conferences

Business (Human Resource Management)

The Senior Lecturer in HRM will teach core and elective courses in human resource planning, recruitment, performance management, labor law, and employee relations. The role includes mentoring students, contributing to policy design, and conducting impactful research. The ideal candidate will collaborate with industry stakeholders and help students develop practical HR skills aligned with current workplace trends.

Key Skills:

Expertise in HR strategy, talent development, employee relations, and performance management

Familiarity with labor laws, especially Qatar/GCC labor regulations

Experience with HRIS systems and HR analytics

Ability to teach courses in recruitment, training & development, compensation, and organizational behavior

Proven ability to align people strategies with organizational objectives

Research background in workplace culture, diversity, or employee engagement

Business (Finance)

The Senior Lecturer in Finance will teach subjects in corporate finance, investment analysis, financial markets, and financial technology. Responsibilities include course development, research supervision, and advancing scholarly output. The ideal candidate will work closely with finance professionals and contribute to the university’s mission of preparing students for careers in financial services and research.

Key Skills:

Advanced knowledge in corporate finance, investment, banking, and financial modeling

Proficiency in financial analysis tools (Excel, Bloomberg, SAP, or similar platforms)

Experience teaching accounting, risk management, financial markets, or fintech topics

Strong research profile in financial economics or quantitative finance

Understanding of global financial regulations and ethical practices

Industry exposure or collaboration on applied finance research/projects

Requirements, Skills & Experience:

PhD in a Business-related field (Management, Marketing, HR, Finance).

Proven teaching experience at university level.

Strong research portfolio with publications in reputable journals.

Expertise in subject-specific areas (e.g., strategic management, consumer behavior, organizational development, financial analysis).

Excellent communication and presentation skills.

Ability to develop curricula and deliver engaging lectures.

Industry experience is an advantage.

Collaborative mindset and commitment to academic excellence.

• Competitivetax-free salary, based on qualifications and experience
  
• Annualairfare allowance
  
• Comprehensivemedical insurance coverage
  
• Paidannual leave and end-of-service benefits in accordance with Qatar LaborLaw
  
• Opportunitiesfor research, innovation, and international collaboration
  
• Accessto smart classrooms and advanced computing labs