Recruitment & Workforce Planning Specialist

**Job Title: Recruitment & Workforce Planning Specialist**

**Duration: Permanent**
**Location: Doha**

**JOB PURPOSE/ OBJECTIVE**

Align the workforce with Company operational and strategic objectives, ensuring the right number of people with the right skills and capabilities are in place and available at the right time. Oversee Recruitment and Workforce Planning processes, procedures and policies for the company in line with corporate goals and Human Capital business plans.

**KEY ACCOUNTABILITIES**

**Recruitment Strategy**
- Establish a strong rapport with hiring managers to understand their strategic staffing needs and fill vacancies in a timely manner.
- Ensure clear mutual understanding of staffing priorities and practical constraints. Guide the hiring managers through the recruitment process where needed
- Manage communications between applicants, hiring managers and others to keep all parties apprised of the status of each search.
- Work with hiring managers to develop job descriptions and announcements, post advertisements in a variety of newspapers, list-serves, networks, etc. Recommend creative and alternative advertising venues and strategies. Provide managers with robust tools and guidelines for interview and selection at various levels.
- Identify and build relationships with strategic recruitment sources to ensure timely and effective of talent
- Standardize all processes and formats related to interview evaluation forms and appointment.

**Recruitment Dashboard & Reporting**
- Analyze the recruitment process performance, prepare the recruitment dashboards, present dashboards, and recommend changes to the recruitment process and implements changes.
- Analyze the performance of recruitment agencies. the cost per hire, time to hire and recommend changes and improvements
- Build and maintain database of qualified professionals to rapidly respond to talent management needs
- Analyze the recruitment software and recommend and implements changes to it.

**Strategic Workforce Planning**
- Design and implement effective workforce planning strategies; provide advice to senior management and to other units on workforce planning to ensure a sufficient number of staff is available to meet organizational objectives as well as on key internal and external workforce trends that could have high impact on senior management staffing decisions.
- Provide substantive inputs in the development of strategies, policies, and systems that will enhance manpower balance and Qatarization in company workforce and oversight (recruitment, career advancement / promotion, retention, staff development/ career planning).
- Lead complex custom research and analysis projects related to workforce trends.
- Develop the manpower plan in accordance with organizational imperatives. Support business decisions through the preparation of timely and accurate variable forecasts
- Forecast long-term manpower demand and assess it against supply (internal and external).
- Ensure proper job family model for staff career development and to support business strategy
- Embed performance management-based culture by managing career expectations in the current role and possible routes for future progression.
- Plan and implement annual workforce planning of strategic staffing requirements by number, function, demographics based on inputs from departments, provide inputs on realistic position structure options. recent historical trends, and information gathered from relevant databases.
- Develop, recommend. regularly monitor, and report on strategies, staffing requirements, and results for achieving workforce diversity; recommend mid-term adjustments to Human Capital levers, to ensure staffing requirements are met
- Review and approve all manpower requests raised by departments and the direct and indirect impact on department and organization.

**Succession Planning**
- Provide strategic inputs and guidance to succession planning
- Maintain succession planning records for all critical positions and establishes reports.

**ERP System**
- Oversee the processing and updating of employee information in the SuccessFactors Module ensuring that organizational data is accurate and promptly updated
- Identify opportunities to improve the use of the SuccessFactors by suggesting enhancements of the system's functionality and improving the range and quality of data for all categories in the workforce.

**Processes and Reporting**
- Review and present various monthly manpower reports, including summaries of all manpower movement, manpower analysis indicating manpower establishment, strength, nationalities, trainees and secondees: statistical reports by designation and nationalities, as required.
- Is the custodian of all manpower movement processes, including terminations, resignations, secondment, transfer, re-designation. change of contract type, expiration and renewal of contracts, retirement, Qatarization.
- Conduct quantitative analysis of the current glob