Recruitment & Workforce Planning Specialist

Job Title: Recruitment & Workforce Planning Specialist

Duration: Permanent

Location: Doha

Job Description:

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.
• Review online applications, evaluate qualifications of both internal and external candidates, conduct pre screen interviews to analyze candidate experience and fit, coordinate pre-employment tests as needed, and develop a short list of potential candidates
• Present fully screened qualified candidate to hiring managers in a timely manner and coordinate interviews.
• Manage candidate interview results and selection decision with hiring manager. Provide feedback on interview results as appropriate.
• Complete reference check and background checks on selected candidates, as requested. Participate in the offer process including negotiating offers with candidates.
• 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.
• Define guidelines for recruitment based on competency and skill requirements to ensure quality of processes and candidates selected.

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
• Track applicant flow, maintain pipeline of qualified candidates for future consideration. help collect and analyze recruitment data.
• 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
• Be involved in performance and potential assessment of candidates eligible for high potential detection campaign Contributes to development planning and review of successors for the targeted positions
• Facilitate the whole process and provide visibility on succession plans. Conducts meetings with the departments in order to apply the defined processes
• 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 global workforce by grade, function, key demographics, and other indicators. Interprets the data and identify trends and patterns.
• Prepare ad hoc reports for the processes he/she is responsible for.
• Maintain up-to-date records for all manpower movements.
• Design systems, processes, tools, and instruments for workforce planning, focusing on simplification and automation.
• Analyse reports and advise on constraints and opportunities for recruitment, staff development, retention, and staff turnover.
• Develop workforce scenario recommendations, based on realistic assumptions for attrition, recruitment, and promotion, to meet annual and longer-term organizational requirements.

Qualifications & Experience

Education:

• Required: Bachelor's degree in business administration, Human Resources, Finance, Statistics or any other related discipline.
• Preferred: Master's degree in business administration, Finance, Human Resources, or any similar discipline.

Experience

• Required: 7 Years of experience in Human Resources.
• Preferred: Experience in Petrochemicals Industry is an advantage

Other Job Specific Skills:

• Related and practical experience in HR data management, in international organizations.
• Ability to strategically frame workforce statistics, data and trends analysis, forecasting needs, and developing workforce plans. Technical and functional familiarity with data management in SuccessFactors I SAP.
• Outstanding writing and presentation skills.
• Ability to work in high pressure situations.
• Proven ability to develop comprehensive and higher-level views, systems, and tools for assessing both qualitatively and quantitatively, country office demand for talent across all contract types.

Languages

· Required: English proficient

· Preferred: Arabic - working knowledge

Job Type: Full-time

Education:

• Bachelor's (Preferred)

Experience:

• Recruitment & Workforce Planning Specialist: 7 years (Required)
• HR Recruitment: 6 years (Required)
• Success Factors: 5 years (Required)
• HR data management: 7 years (Required)