Manager- Strategic Workforce

2 weeks ago

Doha, Baladīyat ad Dawḩah, Qatar Milaha Full time

Roles & Responsibilities

Organizational Design and Governance
  1. Lead organizational design initiatives to align structure with business strategy.
  2. Establish and maintain organizational design governance frameworks and processes.
  3. Ensure organizational designs are sustainable, scalable, and aligned with long-term objectives, business strategies, and the unique needs of each Business Unit.
  4. Conduct organizational assessments to identify areas to improve efficiency and effectiveness, including workload analysis and other best-in-class data methods.
  5. Design and implement organizational solutions, such as restructuring and job redesign, ensuring alignment with benchmark headcount and principles like Division of Labor, Span of Control, and Chain of Command to meet evolving business needs.
  6. Collaborate with leadership to ensure org design supports the strategy, business goals, and cultural values.
  7. Create and maintain organizational charts and job architectures across Milaha in collaboration with business unit leaders.
Strategic Workforce Planning
  1. Develop and implement 3-year strategic workforce plans that align with the organization's long-term business objectives and growth strategy.
  2. Establish a comprehensive Buy-Build-Bridge-Borrow framework to segment workforce needs, collaborating with HR functions on talent strategies and the Digital HR Manager to incorporate automation through bot solutions.
  3. Analyze workforce trends, demographics, and market conditions to forecast talent needs, identify emerging challenges, and develop proactive strategies to address them.
  4. Collaborate with talent acquisition to develop strategies for addressing skill gaps and talent pipelines.
  5. Partner with Learning & Development to ensure training programs support future skills and capability requirements.
Critical Position Identification and Assessment
  1. Develop and implement a methodology to identify critical positions and their successors across the organization.
  2. Conduct regular assessments to determine which roles are pivotal to organizational success.
  3. Analyze the potential impact of critical position vacancies on business operations.
  4. Develop, in liaison with HRBPs, risk mitigation strategies for critical positions, including succession planning and knowledge transfer initiatives.
Manpower Planning
  1. Carry out annual manpower plans to meet operational needs.
  2. Conduct regular manpower audits to assess current workforce capacity and utilization.
  3. Provide data-driven recommendations for headcount planning and budget allocation.
  4. Monitor and report on key workforce metrics (e.g., turnover, time-to-hire, cost-per-hire).
  5. Identify ways to optimize the internal planning process, tools, system, and training in collaboration with Digital and Finance teams.
Competency and Career Path Development
  1. Develop and maintain a comprehensive competency framework for the organization.
  2. Design and implement career paths that support employee growth and organizational needs.
  3. Collaborate with Learning & Development to align competency development with training programs.
  4. Embed competency models and career paths into talent management processes, aligning them with Job Architecture and role descriptions in Fusion.
Job Architecture
  1. Develop and maintain job families that accurately reflect the organization's structure and roles.
  2. Ensure job descriptions are up-to-date and aligned with organizational needs.
General Management
  1. Lead a team of HR professionals, fostering a culture of collaboration, providing mentorship, and driving team performance.
  2. Develop and manage budgets for organizational design and workforce planning initiatives.
  3. Deliver workforce analytics and actionable insights to senior leadership, driving informed decision-making.
  4. Stay current with best practices in org design, workforce planning, and HR analytics.
  5. Ensure compliance with relevant labor laws and regulations.
Safety, Security, Environment and Quality
  1. Drive HSSEQ culture and ensure Milaha meets or exceeds internal to client expectations.

Qualifications

Education & Professional Qualification:
  1. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
Professional Experience:
  1. 8 years of experience specializing in organizational design and workforce planning.
  2. SHRM-SCP, HRCI (PHR/SPHR), or similar HR certification (preferred).
Geographic Experience:
  1. GCC preferred.
Computer Skills:
  1. Strong knowledge of office and web applications.
  2. Proficiency in Excel and data visualization tools (e.g., Tableau, Power BI).
  3. Experience in enterprise resource planning module – Oracle EPM, SAP etc. (Oracle Fusion Preferred).
Language Skills:
  1. Fluent in English; proficiency in Arabic is advantageous.
Market/Industry/Functional Knowledge:
  1. Strong knowledge of organizational design principles and workforce planning methodologies.
  2. Experience with HR analytics and workforce planning tools.
  3. Excellent analytical and problem-solving skills.
  4. Strong project management skills.
  5. Excellent communication and presentation skills.
  6. Conceptual and strategic thinking.
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