14 Talent Management jobs in Doha
QNB3171 - Vice President Talent Management
Doha, Doha
Qatar National Bank
Posted 3 days ago
Job Viewed
Job Description
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
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
This advertiser has chosen not to accept applicants from your region.
0
Senior Oracle HCM Consultant – Talent Management
Doha, Doha
Vistas Global
Posted 3 days ago
Job Viewed
Job Description
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
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
This advertiser has chosen not to accept applicants from your region.
1
Talent Acquisition Specialist
Doha, Doha
Burjline Builders
Posted 5 days ago
Job Viewed
Job Description
We are seeking a dynamic and experienced Talent Acquisition Specialist to join our regional HR team, responsible for sourcing, attracting, and hiring top talent across UAE, Qatar, and Oman . The ideal candidate will have a strong understanding of regional labor laws, market trends, and sourcing strategies tailored to each country. This role requires a proactive, hands-on recruiter with excellent communication and stakeholder management skills.
- Manage end-to-end recruitment for roles across UAE, Qatar, and Oman, ensuring alignment with local laws and company policies.
- Collaborate with hiring managers to understand workforce needs and create accurate job descriptions.
- Develop and execute strategic sourcing plans to attract qualified candidates using job boards, social media, recruitment agencies, and networking.
- Conduct initial screening, assessments, and interviews to shortlist top candidates.
- Coordinate interview scheduling, feedback collection, and offer management.
- Maintain accurate and up-to-date records in the ATS (Applicant Tracking System).
- Monitor and analyze recruitment metrics to enhance efficiency and time-to-hire.
- Build and maintain strong talent pipelines for critical and hard-to-fill roles.
- Represent the company at job fairs, recruitment events, and university engagements.
- Ensure a positive candidate experience throughout the hiring process.
- Stay updated on employment regulations, market trends, and salary benchmarks across the three countries.
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 4+ years of experience in recruitment or talent acquisition, preferably with GCC exposure.
- Proven experience in hiring for UAE, Qatar, and Oman markets.
- Strong knowledge of recruitment tools, platforms, and sourcing strategies.
- Familiarity with labor laws and visa processes in the respective countries.
- Excellent communication and interpersonal skills.
- Ability to manage multiple priorities and work in a fast-paced environment.
- Proficiency in English (Arabic is a plus).
- Willingness to travel within the GCC region as required.
This advertiser has chosen not to accept applicants from your region.
2
Talent Acquisition Specialist
Doha, Doha
Burjline Builders
Posted 5 days ago
Job Viewed
Job Description
We are seeking a dynamic and experienced Talent Acquisition Specialist to join our regional HR team, responsible for sourcing, attracting, and hiring top talent across UAE, Qatar, and Oman . The ideal candidate will have a strong understanding of regional labor laws, market trends, and sourcing strategies tailored to each country. This role requires a proactive, hands-on recruiter with excellent communication and stakeholder management skills.
- Manage end-to-end recruitment for roles across UAE, Qatar, and Oman, ensuring alignment with local laws and company policies.
- Collaborate with hiring managers to understand workforce needs and create accurate job descriptions.
- Develop and execute strategic sourcing plans to attract qualified candidates using job boards, social media, recruitment agencies, and networking.
- Conduct initial screening, assessments, and interviews to shortlist top candidates.
- Coordinate interview scheduling, feedback collection, and offer management.
- Maintain accurate and up-to-date records in the ATS (Applicant Tracking System).
- Monitor and analyze recruitment metrics to enhance efficiency and time-to-hire.
- Build and maintain strong talent pipelines for critical and hard-to-fill roles.
- Represent the company at job fairs, recruitment events, and university engagements.
- Ensure a positive candidate experience throughout the hiring process.
- Stay updated on employment regulations, market trends, and salary benchmarks across the three countries.
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 4+ years of experience in recruitment or talent acquisition, preferably with GCC exposure.
- Proven experience in hiring for UAE, Qatar, and Oman markets.
- Strong knowledge of recruitment tools, platforms, and sourcing strategies.
- Familiarity with labor laws and visa processes in the respective countries.
- Excellent communication and interpersonal skills.
- Ability to manage multiple priorities and work in a fast-paced environment.
- Proficiency in English (Arabic is a plus).
- Willingness to travel within the GCC region as required.
This advertiser has chosen not to accept applicants from your region.
3
Talent Acquisition Specialist
Doha, Doha
Burjline Builders
Posted 3 days ago
Job Viewed
Job Description
We are seeking a dynamic and experienced
Talent Acquisition Specialist
to join our regional HR team, responsible for sourcing, attracting, and hiring top talent across
UAE, Qatar, and Oman . The ideal candidate will have a strong understanding of regional labor laws, market trends, and sourcing strategies tailored to each country. This role requires a proactive, hands-on recruiter with excellent communication and stakeholder management skills.
Manage end-to-end recruitment for roles across UAE, Qatar, and Oman, ensuring alignment with local laws and company policies. Collaborate with hiring managers to understand workforce needs and create accurate job descriptions. Develop and execute strategic sourcing plans to attract qualified candidates using job boards, social media, recruitment agencies, and networking. Conduct initial screening, assessments, and interviews to shortlist top candidates. Coordinate interview scheduling, feedback collection, and offer management. Maintain accurate and up-to-date records in the ATS (Applicant Tracking System). Monitor and analyze recruitment metrics to enhance efficiency and time-to-hire. Build and maintain strong talent pipelines for critical and hard-to-fill roles. Represent the company at job fairs, recruitment events, and university engagements. Ensure a positive candidate experience throughout the hiring process. Stay updated on employment regulations, market trends, and salary benchmarks across the three countries.
Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field. 4+ years of experience in recruitment or talent acquisition, preferably with GCC exposure. Proven experience in hiring for UAE, Qatar, and Oman markets. Strong knowledge of recruitment tools, platforms, and sourcing strategies. Familiarity with labor laws and visa processes in the respective countries. Excellent communication and interpersonal skills. Ability to manage multiple priorities and work in a fast-paced environment. Proficiency in English (Arabic is a plus). Willingness to travel within the GCC region as required.
#J-18808-Ljbffr
Talent Acquisition Specialist
to join our regional HR team, responsible for sourcing, attracting, and hiring top talent across
UAE, Qatar, and Oman . The ideal candidate will have a strong understanding of regional labor laws, market trends, and sourcing strategies tailored to each country. This role requires a proactive, hands-on recruiter with excellent communication and stakeholder management skills.
Manage end-to-end recruitment for roles across UAE, Qatar, and Oman, ensuring alignment with local laws and company policies. Collaborate with hiring managers to understand workforce needs and create accurate job descriptions. Develop and execute strategic sourcing plans to attract qualified candidates using job boards, social media, recruitment agencies, and networking. Conduct initial screening, assessments, and interviews to shortlist top candidates. Coordinate interview scheduling, feedback collection, and offer management. Maintain accurate and up-to-date records in the ATS (Applicant Tracking System). Monitor and analyze recruitment metrics to enhance efficiency and time-to-hire. Build and maintain strong talent pipelines for critical and hard-to-fill roles. Represent the company at job fairs, recruitment events, and university engagements. Ensure a positive candidate experience throughout the hiring process. Stay updated on employment regulations, market trends, and salary benchmarks across the three countries.
Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field. 4+ years of experience in recruitment or talent acquisition, preferably with GCC exposure. Proven experience in hiring for UAE, Qatar, and Oman markets. Strong knowledge of recruitment tools, platforms, and sourcing strategies. Familiarity with labor laws and visa processes in the respective countries. Excellent communication and interpersonal skills. Ability to manage multiple priorities and work in a fast-paced environment. Proficiency in English (Arabic is a plus). Willingness to travel within the GCC region as required.
#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.
4
Talent Acquisition Specialist
Doha, Doha
Vistas Global
Posted 12 days ago
Job Viewed
Job Description
Continue with Google Continue with Google Job Description
We are seeking a driven and resourceful Job Description
We are seeking a driven and resourceful
Talent Acquisition Specialist
to manage end-to-end recruitment activities across diverse business units. This role is responsible for sourcing qualified candidates, building strong talent pipelines, and delivering efficient hiring outcomes while maintaining a positive candidate and stakeholder experience.
Key Responsibilities
Execute full-cycle recruitment, including sourcing, screening, interviewing, and onboarding of candidates Coordinate with hiring managers to understand workforce requirements and develop sourcing strategies Engage with external partners such as recruitment agencies, embassies, and universities to support hiring needs Maintain and update recruitment documentation in line with internal processes and compliance standards Ensure adherence to local labor laws and company policies throughout the hiring lifecycle Support employer branding initiatives and promote a professional candidate experience
Skills
Strong knowledge of recruitment methodologies and sourcing techniques Proficient in using applicant tracking systems (ATS), job boards, and sourcing platforms Excellent communication and stakeholder management skills Detail-oriented with strong coordination and organizational abilities Ability to manage high-volume recruitment in a fast-paced environment
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field Minimum 5 years of experience in recruitment or talent acquisition At least 3–4 years of experience within the GCC region Experience in outsourced staffing environments is preferred Full-time position based in Qatar; open to all nationalities
Job ID:
VG Continue with Google Continue with Google Continue with Google Continue with Google
#J-18808-Ljbffr
We are seeking a driven and resourceful Job Description
We are seeking a driven and resourceful
Talent Acquisition Specialist
to manage end-to-end recruitment activities across diverse business units. This role is responsible for sourcing qualified candidates, building strong talent pipelines, and delivering efficient hiring outcomes while maintaining a positive candidate and stakeholder experience.
Key Responsibilities
Execute full-cycle recruitment, including sourcing, screening, interviewing, and onboarding of candidates Coordinate with hiring managers to understand workforce requirements and develop sourcing strategies Engage with external partners such as recruitment agencies, embassies, and universities to support hiring needs Maintain and update recruitment documentation in line with internal processes and compliance standards Ensure adherence to local labor laws and company policies throughout the hiring lifecycle Support employer branding initiatives and promote a professional candidate experience
Skills
Strong knowledge of recruitment methodologies and sourcing techniques Proficient in using applicant tracking systems (ATS), job boards, and sourcing platforms Excellent communication and stakeholder management skills Detail-oriented with strong coordination and organizational abilities Ability to manage high-volume recruitment in a fast-paced environment
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field Minimum 5 years of experience in recruitment or talent acquisition At least 3–4 years of experience within the GCC region Experience in outsourced staffing environments is preferred Full-time position based in Qatar; open to all nationalities
Job ID:
VG Continue with Google Continue with Google Continue with Google Continue with Google
#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.
5
Talent Acquisition Officer
Doha, Doha
Aura Hospitality Group
Posted today
Job Viewed
Job Description
**Requirements**:
Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner.
Monitors work environment for signs of employee discontent and/or union organization.
Ensures hourly performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed. Supporting the Recruitment and Hiring Process
Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are stated on screening cards, applicants receive status notifications). Managing Employee Progressive Discipline Process
Reviews progressive discipline documentation for accuracy and consistency.
Checks for supportive information to progressive discipline documentation and forwards information to Director of Human Resources to determine appropriate action.
Ensures employee issues are referred to either the Director of Human Resources or Department Manager for resolution.
Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in the brand culture.
Supervises on-going training initiatives and conducts training when appropriate. Managing Legal and Compliance Practices
Ensures property policies are administered fairly and consistently.
Attends unemployment hearings and ensures property is properly represented.
Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.
Ensures all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.
Communicates property rules and regulations, the progressive discipline policy, Peer Review, Employee Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via an employee handbook.
Ensures wages are paid in accordance to Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay)
**Job Types**: Full-time
**Job Types**: Full-time, Permanent
Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner.
Monitors work environment for signs of employee discontent and/or union organization.
Ensures hourly performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed. Supporting the Recruitment and Hiring Process
Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are stated on screening cards, applicants receive status notifications). Managing Employee Progressive Discipline Process
Reviews progressive discipline documentation for accuracy and consistency.
Checks for supportive information to progressive discipline documentation and forwards information to Director of Human Resources to determine appropriate action.
Ensures employee issues are referred to either the Director of Human Resources or Department Manager for resolution.
Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in the brand culture.
Supervises on-going training initiatives and conducts training when appropriate. Managing Legal and Compliance Practices
Ensures property policies are administered fairly and consistently.
Attends unemployment hearings and ensures property is properly represented.
Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.
Ensures all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.
Communicates property rules and regulations, the progressive discipline policy, Peer Review, Employee Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via an employee handbook.
Ensures wages are paid in accordance to Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay)
**Job Types**: Full-time
**Job Types**: Full-time, Permanent
This advertiser has chosen not to accept applicants from your region.
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6
Assistant Manager-Talent acquisition
Doha, Doha
Swan Global
Posted 6 days ago
Job Viewed
Job Description
Job Title: Assistant Manager
Employment Type: Full-Time Position
This position is open only to candidates currently residing in Qata, and having valid QID.
Position Overview:
We are looking for an Assistant Manager - Recruitment to lead and manage our recruitment team. The ideal candidate will be responsible for handling end-to-end recruitment processes, managing client requirements, sourcing strategies, and ensuring timely closures for bulk and specialized hiring.
Key Responsibilities:
- Team Management: o Lead, mentor, and manage a team of recruiters to ensure performance targets are met.
- Monitor daily activities and provide guidance to improve sourcing and selection processes.
- End-to-End Recruitment: o Understand client requirements and job descriptions thoroughly.
- Drive sourcing strategies through job portals, social media, referrals, and databases.
- Screen, shortlist, and coordinate interviews with clients. o Ensure timely submission of CVs, interviews, and oƯer closures.
Client Coordination:
- Act as a point of contact between clients and recruitment team. o Handle client escalations and maintain strong business relationships.
Sourcing & Talent Acquisition:
- Manage bulk hiring for blue-collar and white-collar roles.
- Explore innovative sourcing channels to build a strong candidate pipeline.
Reporting & Analysis:
- Prepare recruitment reports and MIS for management review.
- Track team performance and recruitment metrics.
Required Skills & Competencies
- Proven experience in end-to-end recruitment, preferably in a manpower supply / staƯing industry.
- Strong leadership and team management skills.
- Excellent knowledge of sourcing tools (Job Portals, LinkedIn, Social Media).
- Good understanding of bulk recruitment and overseas hiring processes.
- Strong communication, negotiation, and client management skills.
- Ability to work under pressure and meet strict deadlines.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, or related field.
- 10 years of recruitment experience, with at least 2 years in a team lead or assistant manager role.
- Experience in Gulf / Overseas manpower supply industry is an added advantage
Interested candidated can share your profile:
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7
Assistant Manager-Talent acquisition
Doha, Doha
Swan Global
Posted 7 days ago
Job Viewed
Job Description
Job Title: Assistant Manager
Employment Type: Full-Time Position
This position is open only to candidates currently residing in Qata, and having valid QID.
Position Overview:
We are looking for an Assistant Manager – Recruitment to lead and manage our recruitment team. The ideal candidate will be responsible for handling end-to-end recruitment processes, managing client requirements, sourcing strategies, and ensuring timely closures for bulk and specialized hiring.
Key Responsibilities:
- Team Management: o Lead, mentor, and manage a team of recruiters to ensure performance targets are met.
- Monitor daily activities and provide guidance to improve sourcing and selection processes.
- End-to-End Recruitment: o Understand client requirements and job descriptions thoroughly.
- Drive sourcing strategies through job portals, social media, referrals, and databases.
- Screen, shortlist, and coordinate interviews with clients. o Ensure timely submission of CVs, interviews, and oƯer closures.
Client Coordination:
- Act as a point of contact between clients and recruitment team. o Handle client escalations and maintain strong business relationships.
Sourcing & Talent Acquisition:
- Manage bulk hiring for blue-collar and white-collar roles.
- Explore innovative sourcing channels to build a strong candidate pipeline.
Reporting & Analysis:
- Prepare recruitment reports and MIS for management review.
- Track team performance and recruitment metrics.
Required Skills & Competencies
- Proven experience in end-to-end recruitment, preferably in a manpower supply / staƯing industry.
- Strong leadership and team management skills.
- Excellent knowledge of sourcing tools (Job Portals, LinkedIn, Social Media).
- Good understanding of bulk recruitment and overseas hiring processes.
- Strong communication, negotiation, and client management skills.
- Ability to work under pressure and meet strict deadlines.
Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, or related field.
- 10 years of recruitment experience, with at least 2 years in a team lead or assistant manager role.
- Experience in Gulf / Overseas manpower supply industry is an added advantage
Interested candidated can share your profile:
#J-18808-Ljbffr
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8
Talent Acquisition Advisor - (Contract)
Doha, Doha
PakistanJobs.pk
Posted 18 days ago
Job Viewed
Job Description
- Help design, build and continuously improve the client's online platform.
- Research, suggest and implement new technology solutions following best practices / standards.
- Take responsibility for the resiliency and availability of different products.
- Be a productive member of the team.
Requirements
- Understand and manage configurations and integrations for SAP Fieldglass modules, including Worker Profile Management, Service Procurement, and Contingent Workforce Management.
- Assist in using APIs and middleware to facilitate seamless data exchange and automate processes between Fieldglass and other systems.
- Address integration challenges and work to enhance system performance, ensuring efficient operations.
- Identify and assess complex problems or business scenarios and provide viable, practical solutions to Qatar LNG.
- Define, document, and execute small-scale projects or sub-projects, ensuring active participation in all phases from planning to post-implementation support.
- Identify, assess, and manage potential risks and issues that could impact the project’s success.
- Participate in meetings with stakeholders, present issues, and propose solutions.
- Ensure all work adheres to information security policies, procedures, and standards, ensuring proper documentation throughout the process.
- Support the integration of Fieldglass with SuccessFactors, SAP S / 4HANA, and SAP ECC, ensuring smooth functionality and data exchange.
- Bachelor's Degree in Computer Science, Computer Engineering, or a related field.
- Certification in SAP Fieldglass modules is preferred.
- 4-8 years of progressive experience with SAP Fieldglass, including expertise in Contingent Workforce Management, Worker Profile, and Services Procurement modules.
- Hands-on experience in at least 2-3 full-cycle end-to-end Fieldglass implementations, including planning, configuration, go-live, and post-go-live support.
- Proven experience in coordinating with stakeholders, gathering business requirements, and translating them into system setups.
- Experience in managing integrations between Fieldglass and other enterprise applications such as SAP SuccessFactors, SAP ECC, and SAP S / 4HANA.
- Lead efforts in process optimization by analyzing current workflows, identifying opportunities for improvement, and implementing scalable solutions using Fieldglass functionality.
- Practical experience in managing vendor processes, including collaborating with external vendors/suppliers, performance monitoring, and ensuring proper system controls.
- Strong understanding of data security practices related to contingent workforce management and the ability to recommend solutions for data sensitivity and compliance.
- Experience in overseeing system upgrades, new feature rollouts, and ensuring that system improvements meet evolving business needs.
This advertiser has chosen not to accept applicants from your region.
9