CTQ HR Manager

Job Overview

Located in Qatar, this position involves serving as a strategic HR Business Partner responsible for aligning human resource strategies with business objectives across Caspian, Turkey, and Qatar regions. The role demands comprehensive knowledge of HR principles alongside a deep understanding of the business environment. This position collaborates with various functional leaders and product lines, supporting effective HR policy execution and driving key business outcomes. Coordination with regional Centers of Excellence enhances HR effectiveness and organizational cohesion.

Reporting Structure

Reports directly to the Area VP and functionally to MCA HR Vice President.

Educational Qualifications

A minimum of a bachelor's degree in Human Resources, Business Administration, or a related discipline is required; a master’s degree is advantageous.

Professional Experience and Skills Required

• At least 15 years of progressive experience in human resources with a minimum of 3 years functioning as a business partner.
• Experience in multinational or regional organizations is preferred.
• Strong business insight combined with mastery of HR practices.
• Exceptional communication, interpersonal skills, and relationship-building capability.
• Demonstrated influence and change management skills at various organizational levels.
• Familiarity with HR information systems and proficiency in data analysis tools.

Key Responsibilities

Strategic Partnership

• Work alongside regional leadership to devise and implement HR strategies aligned with business aims.
• Serve as a reliable advisor on HR issues for various functions and product lines.
• Provide guidance on workforce planning, organizational structuring, and development of capabilities.
• Ensure cohesion between HR strategies and regional Centers of Excellence and other HR business partners.

Talent Management

• Assist in recruitment and onboarding initiatives to secure top-tier talent.
• Identify essential roles and develop succession pipelines and leadership programs tailored for specific functions and product lines.
• Facilitate knowledge sharing and best practices with regional HR centers.

Performance and Capability Development

• Champion performance management systems aligned with organizational objectives.
• Support leadership growth and enhance employees' capabilities.
• Encourage a culture driven by high performance and meritocracy.

Employee Engagement and Retention

• Monitor employee engagement levels and implement strategies to enhance retention, particularly in critical job roles.
• Collaborate with leadership to combat attrition issues and foster improved employee experiences.

Compensation and Benefits Guidance

• Advise on compensation structures and benchmark salaries to ensure they align with market standards and are internally equitable.
• Support HR decisions regarding hiring offers, promotions, and retention cases.

Organizational Effectiveness and Change Management

• Lead organizational redesign and transformation projects.
• Aid change management across functions and product lines to smooth new business model implementations or expansions.

HR Governance and Compliance

• Guarantee compliance with labor laws and company regulations throughout the Middle East region.
• Maintain rigorous HR governance practices and mitigate risks.

Stakeholder Management

• Collaborate closely with Centers of Excellence such as Talent Acquisition, Learning & Development, HRIS, and Compensation & Benefits.
• Establish strong partnerships with regional and global stakeholders acting as a liaison between business and HR functions.