Qureos Mentor

Ulster University Qatar

As an HR Officer - Employee Relations, you will play a crucial role in maintaining a positive work environment by fostering strong relationships between employees and the organization. The incumbent will be responsible for providing effective and efficient HR Operations support that is aligned with the company goals and ensure a seamless experience for employees. The responsibilities will include Employee Relations, Payroll Management, Time management, Leave Management, Recruitment, Compliance with HR Policies &amp; Procedures, Manage the onboarding and off boarding cycle, Performance Management, and other HR projects. You will work closely with both employees and management to resolve conflicts, improve communication, and promote a healthy workplace culture.Duties and Responsibilities: Employee Relations:<ul><li>Act as a trusted point of contact for employees and managers for the assigned SBU/BU, providing support on various workplace matters.</li><li>Investigate and resolve employee complaints, concerns, and grievances in a fair and confidential manner.</li><li>Mediate disputes between employees, employees and managers, promoting effective conflict resolution.</li><li>Ensure proper coordination within and beyond the department for efficient functioning and resolution of staff matters. The functions vary from Document Controlling, Government Relations, Recruitment, Probation reviews, Procurement Department, Finance Department, Real Estate Department, and maintenance Department etc.</li><li>Timely preparation and reviewing of the Employment Contracts and any staff related documents.</li><li>Oversee entry and maintenance of employee data on all HR systems and ensure accuracy and timeliness of the same.</li><li>Ensure that employee queries pertaining to payroll/ HR policies and requests for bonafide certificates are promptly reverted to.</li><li>Monitor staff attendance to ensure punctuality in attendance and also ensure that leaves are applied on the system (ESS) promptly.</li><li>Ensure that accurate information with relevant supporting documents is shared with the payroll officer within timelines in order to ensure that the payroll is error-free and all accruals and deductions are accurately processed.</li><li>Effectively coordinate on-boarding activities (including but not limited to requesting and collecting mobilization documents pertaining to the employment laws, timely collection of all documents, handing over the document to Government relations department for processing of work visas and associated processes, liasing with the new hires and clarifying all queries and concerns, assisting with family mobilization and documentations required, ticket booking, welcoming arrangements, arranging and inspecting of staff accommodation if provided, induction and introduction).</li><li>Effectively coordinate off-boarding activities (including but not limited to exit interviews, visa cancellation/ transfer, bank notification, ticket booking, Full &amp; final settlement, capturing traffic violations, insurance processing/ cancellation, receiving the private health insurance Health Cards, any repayable like mobile deduction, claw back agreements etc.) to be completed seamlessly and all aspects to be covered in total.</li><li>Consolidate the exit interviews feedback and identify and report the trends that may require HR intervention.</li></ul>Policy Development and Implementation:<ul><li>Assist in the development and revision of HR policies and procedures to ensure compliance with relevant labor laws and industry best practices.</li><li>Effective communication of HR policy to employees and managers and provide training when necessary.</li><li>Adhere to the policy and process defined by the organization.</li><li>Assess workplace dynamics, employee concerns, and changes in employment laws and regulations to pinpoint areas where policies may be necessary or require updates.</li><li>Conduct research to gather information on best practices, industry standards, and legal requirements related to the policies under consideration. Analyze this data to make informed recommendations.</li><li>Gather feedback from employees and managers regarding the effectiveness and relevance of the policies. Use the feedback to recommend necessary adjustments and improvements to policies over time to the GHoHR.</li><li>Conduct new hire induction on the various policies and procedures of the organization.</li><li>In Conjunction with the LM and GHoHR, conduct regular reviews and update HR Handbook to ensure that its content accurately reflects the latest policies, practices, and any recent changes in relevant laws or regulations</li></ul>Compliance:<ul><li>Stay up-to-date with employment laws and regulations to ensure the organization's compliance.</li><li>Recommend to maintain internal policy updated with the changes to employment laws.</li><li>Ensure that policies are consistently applied across the organization</li><li>Assist in conducting audits and assessments related to HR compliance to identify areas of non-compliance.</li><li>Develop and recommend corrective action plans to address compliance gaps</li></ul>Employee Engagement:<ul><li>Facilitate open and transparent communication between employees and management.</li><li>Encourage employees to provide feedback, opinions, and suggestions through surveys.</li><li>Conduct onboarding surveys to gather feedback and identify methods to improve.</li><li>Conduct employee satisfaction surveys to understand the satisfaction level and identify ways to promote a positive work environment.</li><li>Coordinate employee events like Team Building, Sports Day, National Day and other related activities.</li><li>Collaborate with HR and management to develop and implement employee engagement initiatives.</li><li>Recommend and assist employee recognition programs to acknowledge and reward exceptional performance and contributions</li><li>Mediate workplace conflicts and disputes to promote a harmonious work environment.</li><li>Address employee grievances promptly and fairly to maintain trust and satisfaction.</li><li>Recommend programs that provide support to employees, such as wellness initiatives.</li></ul>Reports:<ul><li>Submit a Daily comprehensive report as required by the Line Manager</li><li>Submit weekly transaction report on cases attended, number and types of document requests received and completed with timelines</li><li>Submit Monthly report on audit and compliance</li><li>Prepare and submit quarterly / yearly HR Reports (turnover, absenteeism etc)</li><li>Any other tasks, duties &amp; responsibilities that may be added from time to time as relevant to business requirements.</li></ul>Education &amp; Qualifications :<ul><li>Bachelor's degree in Human Resources, Business Administration, or related field</li><li>HR certification will be an advantage</li></ul>Experience<ul><li>A minimum of (4) Four years of experience in HR, with a focus on employee relations.</li></ul>Job Types: Full-time, PermanentExperience:<ul><li>relevant educational sector: 2 years (Required)</li></ul>

HR Officer (Doha British School - Wakra Campus)

Job PurposeThe HR Manager &ndash; People &amp; Talent is responsible for delivering Artan Holding&rsquo;s HR agenda through a dual focus on people &amp; culture and performance &amp; talent development. The role supports the Group Head of HR in embedding a high-performance, inclusive, and engaging workplace culture across all subsidiaries, while ensuring HR operations, employee relations, performance management, and wellbeing programs are executed to the highest standards. In addition, the role will take ownership of selected strategic initiatives such as workforce planning, leadership development frameworks, and shaping HR policies to align with Artan&rsquo;s long-term goals.Key Relationships&middot; Internal : All Employees&middot; External: Vendors, Government Authorities, Banking Institutions, auditorsAccountabilitiesTo ensure seamless HR operation and strategy is provided within the assigned SBUs through supervising the team.Duties and Responsibilities&middot; People, Culture &amp; Engagement&middot; Drive initiatives that foster a positive, inclusive, and high-performance culture.&middot; Champion diversity, equity, and inclusion (DEI) across all subsidiaries.&middot; Design and implement employee engagement, recognition, and wellbeing programs.&middot; Act as a key contact for employee relations, providing advice, conflict resolution, and policy guidance.&middot; Performance &amp; Development&middot; Manage the performance appraisal process, ensuring consistent goal setting, feedback, and evaluations.&middot; Coach managers on performance management, feedback, and employee development.&middot; Conduct TNA, prepare, discuss and implement appropriate training and development plans.&middot; Identify high-potential employees and drive succession planning for critical roles.&middot; Lead leadership development and training programs to build future capability.&middot; Talent Management &amp; Acquisition Support&middot; Partner with recruitment to ensure attraction, onboarding, and retention strategies align with long-term talent plans.&middot; Support new hires through onboarding that reinforces culture and performance expectations.&middot; Provide data-driven insights into turnover, engagement, and workforce trends to inform retention strategies.&middot; Compensation, Benefits &amp; Wellbeing&middot; Oversee salary benchmarking, internal equity reviews, and periodic compensation assessments.&middot; Manage employee benefits and wellbeing initiatives (health, safety, mental health, work-life balance).&middot; Ensure compensation frameworks are fair, consistent, and aligned with business objectives.&middot; HR Operations &amp; Compliance&middot; Oversee HR administration including payroll, HRIS, employee records, and reporting.&middot; Ensure compliance with Qatar Labour Law, QFC regulations, and group policies.&middot; Keep policies, procedures, and handbooks updated in line with legal and organizational requirements.&middot; Provide management with reports on HR KPIs, workforce analytics, and talent outcomes.&middot; Organizational Development &amp; Change&middot; Collaborate with leadership on organizational design, change management, and workforce planning.&middot; Promote continuous improvement in HR practices, systems, and tools.&middot; Act as a partner to business units in aligning people strategies with operational goals.&middot; Strategic Initiatives&middot; Contribute to the design and rollout of group-wide HR strategies and frameworks.&middot; Lead selected strategic projects such as succession planning, future workforce readiness, and leadership competency frameworks.&middot; Provide recommendations to senior leadership on HR strategy alignment with corporate vision.Reports:Weekly Reports (operational snapshots)&middot; Recruitment &amp; Onboarding Tracker &ndash; status of open positions, time-to-fill, new joiners, onboarding progress.&middot; Employee Relations Log &ndash; summary of grievances, disciplinary cases, or ER interventions handled that week.&middot; Engagement &amp; Wellbeing Activities Update &ndash; progress on any running initiatives (wellness sessions, recognition, surveys).&middot; HR Operations Dashboard &ndash; key updates on payroll inputs, HRIS changes, attendance anomalies, leave approvals.&middot; Hot Issues Escalation Note &ndash; any urgent risks (attrition spikes, compliance issues, employee complaints)Monthly Reports (detailed analytics + operational performance)&middot; Headcount &amp; Workforce Movement Report &ndash; new hires, exits, transfers, promotions, turnover analysis.&middot; Recruitment Metrics &ndash; time-to-fill, cost-per-hire, sourcing channel effectiveness, nationality/gender breakdown.&middot; Performance Management Progress &ndash; % completion of goal setting/reviews, calibration status.&middot; Learning &amp; Development Report &ndash; training sessions conducted, participation rates, training ROI highlights.&middot; Engagement &amp; Wellbeing Report &ndash; usage of wellbeing benefits, engagement survey pulse, recognition participation.&middot; Compensation &amp; Benefits Tracker &ndash; salary adjustments, overtime costs, allowances, benefits utilization.&middot; Compliance &amp; Policy Report &ndash; updates on policy adherence, Qatar Labour Law/QFC compliance checks.&middot; Absence &amp; Leave Report &ndash; absenteeism trends, sick leave patterns, leave liability update.Quarterly Reports (strategic)&middot; HR Strategic KPIs Dashboard &ndash; turnover %, engagement scores, high-potential pipeline, retention rates of top talent.&middot; Talent &amp; Succession Report &ndash; updates on succession planning, leadership readiness, high-potential employee pool.&middot; Employee Engagement &amp; Culture Report &ndash; engagement survey results, DEI initiatives, culture health check.&middot; Compensation &amp; Benefits Review &ndash; salary benchmarking insights, market competitiveness, pay equity analysis.&middot; Workforce Planning Report &ndash; alignment of workforce capacity with business forecasts, future skills gaps.&middot; Compliance &amp; Risk Report &ndash; overview of compliance breaches, audits, risk register updates.&middot; Quarterly HR Business Review (HRBR) &ndash; consolidated view of all HR activities and outcomes, linked to corporate goalsSkills &amp; personal attributes&middot; Strong knowledge of HR operations, performance management, and talent development.&middot; Proven ability to manage employee relations and foster a positive organizational culture.&middot; Strong leadership and coaching skills with ability to influence at all levels.&middot; Excellent interpersonal, communication, and conflict resolution skills.&middot; Analytical mindset with ability to interpret HR data and provide insights.&middot; High degree of integrity, confidentiality, and professionalism.Language (s):- English- Arabic (will be an advantage)Specialized Training/ Knowledge Required&middot; Strong knowledge of Qatar employment laws and regulations.&middot; Proficiency in HRMS software, database management, and Microsoft Office Suite.Education &amp; Qualifications<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (required).</li><li>Master&rsquo;s degree or professional certification (CIPD/SHRM) preferred.</li></ul>Experience&middot; Minimum 8&ndash;10 years of progressive HR experience with focus on performance management, talent development, and employee engagement.&middot; Experience in a Group or multi-business environment in Qatar/GCC preferred.&middot; Demonstrated success in implementing HR programs that improved culture, retention, and performance.Job Types: Full-time, PermanentPay: QAR18,000.00 - QAR22,000.00 per monthEducation:<ul><li>Master's (Preferred)</li></ul>Experience:<ul><li>Human Resource (GCC): 10 years (Required)</li><li>Managerial: 5 years (Required)</li></ul>License/Certification:<ul><li>CIPD/SHRM (Preferred)</li></ul>

HR Manager - People & Talent

Job PurposeGeneral Counsel is responsible for the effective and efficient management of all legal aspects of Artan Holding and all its subsidiaries. The successful candidate will work closely with senior management, business unit heads, and external stakeholders to ensure the company operates in compliance with applicable laws and regulations. Providing expert legal advice to the business on a wide range of legal and commercial matters while ensuring legal compliance and reducing contractual risks. Working on a team manager level, the incumbent will take responsibility for negotiating, drafting and reviewing all contracts and agreements and representing the company whenever required and as directed by the management.Key Relationships&middot; Internal: Executive Management, SBU heads, HoDs&middot; External: Ministries, Local authorities, Government institutionsAuthorities&middot; Lead the Legal department.Accountabilities&middot; Oversee and provide guidance on corporate governance, legal aspects and development of plans and policies.&middot; Oversee and spearhead critical negotiations.&middot; Verify that contracts are inherently risk-free.Duties and Responsibilities&middot; Develop and implement legal policies, procedures, and controls across the holding group of companies&middot; Review and advise the management team on legal implications of internal policies and procedures&middot; Review and draft contracts, agreements and internal policies and ensure that they are in compliance with all statutory and legal requirements&middot; Research and evaluate different legal risk factors regarding business decisions and business unit operations&middot; Provide legal advice and support to senior management, business unit heads, and other stakeholders on a range of legal and regulatory matters.&middot; Review and provide legal advice on company documents&middot; Liaise with relevant departments / business units to ensure that where legal risks have been identified, appropriate mitigation courses of action are taken&middot; Provide legal protection and risk management advice to the management team particularly on contract management&middot; Prepare, review and modify contractual documents to assist and support all business units and their business activities&middot; Review all contracts / documentation currently in place, assessing legal implications that need to be brought to the attention of the management team&middot; Negotiate, review and draft documentation for business transactions. Prepare a checklist to ensure that information is submitted on time&middot; The incumbent is required to be abreast of the latest changes to legal legislation&middot; Ability to translate all contracts / documentation from English to Arabic and vice versa in legal terminology/ nomenclature&middot; This position has a team leading responsibility&middot; The incumbent needs to oversee the quality of work and productivity of the team members and provide guidance and direction wherever necessary.&middot; Any other tasks, duties &amp; responsibilities that may be added from time to time as relevant to business requirementsSkills&middot; Excellent communication skills, verbal and written in English and Arabic&middot; Demonstrated knowledge of, and experience with, laws dealing with commercial contract administration particularly contract negotiation, preparation and administration&middot; Proven track record of successfully managing legal teams and implementing effective policies and controls&middot; Ability to provide sound legal advice to management on technical matters&middot; Strong planning and organization skills&middot; High degree of professional ethics and integrity&middot; Ability to work independently, prioritize tasks, and manage competing deadlines&middot; Strong attention to detail&middot; Ability to think strategically and provide solutions to complex legal and regulatory issuesLanguage:- English- ArabicSpecialized Training/ Knowledge Required&middot; Excellent knowledge and understanding of corporate law and procedures&middot; Proven track record of adding value to an organisation through the development of comprehensive contract documents that mitigate risk and penaltiesEducation &amp; Qualifications&middot; Bachelor&rsquo;s Degree in Law with specialization in corporate or commercial law is essential&middot; Master&rsquo;s Degree in Law or Business will be an added advantageExperience&middot; 10+ years proven experience as legal counsel in a commercial environment&middot; Minimum 5 years&rsquo; experience ideally in a leading organization with a proven track record in contract negotiation and draftingJob Types: Full-time, PermanentEducation:<ul><li>Master's (Preferred)</li></ul>Experience:<ul><li>Legal Counsel: 10 years (Required)</li><li>contract negotiation and drafting: 5 years (Required)</li></ul>

General Counsel

Job PurposeReporting to the CCO, the CTO is a hands-on technical and management role. The CTO is responsible for proactively managing IT technologies and a team of technical IT infrastructure personnel; developing and establishing IT infrastructure standards and procedures; analysis, design, deployment and operations of IT software and hardware systems supporting Artan&rsquo;s businesses. CTO must also ensure the robustness and security of the IT infrastructure.Key Relationships&middot; Internal: Executive Management, SBU heads, HoDsDuties and ResponsibilitiesOperational Management &middot; Oversee all aspects of IT department operations including IT infrastructure, Communication (LAN, WAN, email, etc), database, backup recovery, regulatory compliance&middot; Manage the day-to-day operations of the IT group including downtime, reporting service levels, defining and tracking IT operational metrics and provide status to management&middot; Prepare overall status and activity metrics that documents and tracks delivery of IT services, planned and unplanned system outages, and other key IT performance metrics&middot; Maintains overall security of Artan&rsquo;s network, systems and data&middot; Owns and maintains strict controls on data/system backups and recoverability&middot; Management staff members in their daily activities as well as supporting business projects&middot; Develop and manage relationships with vendors in support of staff growth and systems support&middot; Manage overall capacity utilization of Server/hardware environment ensuring it is optimized to meet Artan&rsquo;s business requirements&middot; Undertake risk assessments of both hardware and software for both internal and external business clients&middot; Oversee outsourced software development relationships, development and delivery&middot; Ensures a proactive approach in staying up-to-date on current projects in progress, projects in the pipeline and operational issues, including industry technology trends and applicability of software/hardware solutionsStrategy and Planning&middot; Contribute to the development of IT departmental strategies to align with the overall business strategy&middot; Develop and implement hardware and software standards for network, services, databases, wireless technology, file and print services, etc&middot; Develop and implement data retention standards develop and maintain overall backup and recovery strategy (Disaster Recovery and Business Continuity)&middot; Development, implement and maintain processes and procedures for effective delivery of services and compliance with regulatory guidance&middot; Establish and implement &lsquo;best practice&rsquo; standards as well as departmental policies and procedures&middot; Overall responsibility for strategic planning for system upgrades&middot; Determine, recommend and implement hardware and software upgrades for business applications, server hardware, network equipment, desktop, laptop etcTeam Management&middot; The incumbent needs to oversee the quality of work and productivity of the team member(s) and provide guidance and direction wherever necessary.&middot; Any other tasks, duties &amp; responsibilities that may be added from time to time as relevant to business requirements.Skills&middot; Significant experience in managing IT projects from inception to delivery either in a web development or systems management environment.&middot; Exceptional hands-on experience with software development or systems management.&middot; Large awareness of the current technology and a passion to seek more information for upcoming technologies.&middot; Must have documented working experience with Microsoft Windows Environments, including MS-SQL 2003 and Microsoft Exchange 2003, Internet Information Server and other applications.&middot; Experience with Microsoft windows configuration, installation, maintenance, support and troubleshooting of TCP/IP, networks supporting VOIP telephony, microcomputers and other systems; system development, complex project management, knowledge of CISCO network hardware, Citrix Virtualization, client/server technology and Internet/intranets.&middot; Must be aware of or hold experience managing/developing open source software.&middot; Strong communication skills with the ability to explain technical issues to non-technical colleagues. Must be creative, with initiative and drive.&middot; Must take a pro-active approach and be a team player.&middot; Strong written and oral communication skills.&middot; Strong interpersonal skills.Education &amp; Qualifications&middot; Bachelor&rsquo;s Degree in Computer Science/Information Technology or equivalent is essential&middot; Masters Degree in the above fields is preferred&middot; Certifications in Microsoft/Citrix technologies are a requirement&middot; ITIL or PMI Certification is preferredExperience&middot; Minimum of 10 &ndash; 15 years&rsquo; experience in technical operations, and strategy and planning management&middot; Must have working experience with Microsoft Windows Environments, including MS-SQL 2003 and Microsoft Exchange 2003, Internet Information Server and other applications&middot; Experience with Microsoft windows configuration, installation, maintenance, support and troubleshooting of TCP/IP, networks supporting VOIP telephony, microcomputers and other systems; system development, complex project management, knowledge of CISCO network hardware, Citrix Virtualisation, client/server technology and Internet/intranets&middot; Must be aware of or have experience managing/developing open source software&middot; Significant experience in managing IT projects from inception to delivery either in a web development or systems management environmentJob Types: Full-time, PermanentEducation:<ul><li>Bachelor's (Required)</li></ul>Experience:<ul><li>Technical Operations, Strategy &amp; Planning: 10 years (Required)</li></ul>

Chief Technical Officer

Join Ulster University Qatar and explore 4   exciting career opportunities. They're hiring for various roles with options for remote or on-site work. Apply today and become part of their innovative team.

Ulster University Qatar

ABOUT_COMPANY

HR Officer (Doha British School - Wakra Campus)

HR Manager - People & Talent

General Counsel

Chief Technical Officer