Qatar
Experienced Human Resources Analyst with a demonstrated history of working in the oil & energy industry. Skilled in Negotiation, Analytical Skills, HR Consulting, Coaching, and Conflict Resolution. Strong community and social services professional with a Master’s Degree focused in Human Resources Management and Services from University of Liverpool.
•Manage all departmental performance issues. •Manage the talents program: assessing the talented employees’ portfolio, assessing the appropriate training needed, and establishing the professional relationships with the managers and related organizations. •Identify the top performers in coordination with concerned division/department heads. Review and analyze performance results for nominated employees. •Identify training needs in line with Job ladder, Positions’ Job descriptions, Competency Model and performance reviews results. •Develop, implement, monitor and update employees’ career development plans and retention plans. Select and indentify “Successors” of the key/critical positions in coordination with concerned division/department heads. •Review and analyze performance results for identified “Successors”. Develop, Implement, monitor and update succession plans for each “Successor” •Devise and implement policies and strategies for the development, implementation and monitoring of local service delivery performance standards. •Represent the Authority and attend meetings at all levels in association with the above duties, in particular with managers and local members. •Managing and controlling budgets and expenditure within the approved allocations of the section. •Provide training and guidance to departmental staff, senior managers, members on performance and service improvement. •Builds, directs, manages, and ensures implementation and effectiveness of QP’s Performance Management and Improvement System. •Establishes a continuous performance and quality improvement effort and monitoring and reporting system. Regularly reports the status of performance and quality improvement efforts and impacts.
•Support the development of an effective national HR function in all countries within the region, including establishing the function, coaching HR Managers, and providing technical support as needed. •Ensure full implementation of defined HR standards, good practices, systems and tools through providing regular support and supervision. •Ensure implementation of the performance management system within the region, and ensure effective training of line managers in the target group •Assess conditions of service and remuneration policies within the national associations to ensure fair, consistent and motivating employment conditions are maintained. Support detailed studies and salary surveys and ensure critical gap areas are addressed. •Provide HR and organizational support to the regional office leadership team, and support recruitment, development, orientation, succession planning and performance management processes. •Facilitate leadership development for key national / regional office staff including training, peer-to-peer learning, exchange programmes, job rotation schemes, diversity programmes etc. •Support the establishment of national boards and governance structures, including advising on legal / constitutional issues, supporting board member orientation, and initiating board development measures where needed. Facilitate Board development workshops and other national / regional exchanges as necessary. •Provide career counseling.
Specialist involved with recruitment, benefits administration, employee relations, training and development.