HR Manager - People & Talent

Job Purpose

The HR Manager – People & Talent is responsible for delivering Artan Holding’s HR agenda through a dual focus on people & culture and performance & 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’s long-term goals.

Key Relationships

· Internal : All Employees

· External: Vendors, Government Authorities, Banking Institutions, auditors

Accountabilities

To ensure seamless HR operation and strategy is provided within the assigned SBUs through supervising the team.

Duties and Responsibilities

· People, Culture & Engagement

· Drive initiatives that foster a positive, inclusive, and high-performance culture.

· Champion diversity, equity, and inclusion (DEI) across all subsidiaries.

· Design and implement employee engagement, recognition, and wellbeing programs.

· Act as a key contact for employee relations, providing advice, conflict resolution, and policy guidance.

· Performance & Development

· Manage the performance appraisal process, ensuring consistent goal setting, feedback, and evaluations.

· Coach managers on performance management, feedback, and employee development.

· Conduct TNA, prepare, discuss and implement appropriate training and development plans.

· Identify high-potential employees and drive succession planning for critical roles.

· Lead leadership development and training programs to build future capability.

· Talent Management & Acquisition Support

· Partner with recruitment to ensure attraction, onboarding, and retention strategies align with long-term talent plans.

· Support new hires through onboarding that reinforces culture and performance expectations.

· Provide data-driven insights into turnover, engagement, and workforce trends to inform retention strategies.

· Compensation, Benefits & Wellbeing

· Oversee salary benchmarking, internal equity reviews, and periodic compensation assessments.

· Manage employee benefits and wellbeing initiatives (health, safety, mental health, work-life balance).

· Ensure compensation frameworks are fair, consistent, and aligned with business objectives.

· HR Operations & Compliance

· Oversee HR administration including payroll, HRIS, employee records, and reporting.

· Ensure compliance with Qatar Labour Law, QFC regulations, and group policies.

· Keep policies, procedures, and handbooks updated in line with legal and organizational requirements.

· Provide management with reports on HR KPIs, workforce analytics, and talent outcomes.

· Organizational Development & Change

· Collaborate with leadership on organizational design, change management, and workforce planning.

· Promote continuous improvement in HR practices, systems, and tools.

· Act as a partner to business units in aligning people strategies with operational goals.

· Strategic Initiatives

· Contribute to the design and rollout of group-wide HR strategies and frameworks.

· Lead selected strategic projects such as succession planning, future workforce readiness, and leadership competency frameworks.

· Provide recommendations to senior leadership on HR strategy alignment with corporate vision.

Reports:

Weekly Reports (operational snapshots)

· Recruitment & Onboarding Tracker – status of open positions, time-to-fill, new joiners, onboarding progress.

· Employee Relations Log – summary of grievances, disciplinary cases, or ER interventions handled that week.

· Engagement & Wellbeing Activities Update – progress on any running initiatives (wellness sessions, recognition, surveys).

· HR Operations Dashboard – key updates on payroll inputs, HRIS changes, attendance anomalies, leave approvals.

· Hot Issues Escalation Note – any urgent risks (attrition spikes, compliance issues, employee complaints)

Monthly Reports (detailed analytics + operational performance)

· Headcount & Workforce Movement Report – new hires, exits, transfers, promotions, turnover analysis.

· Recruitment Metrics – time-to-fill, cost-per-hire, sourcing channel effectiveness, nationality/gender breakdown.

· Performance Management Progress – % completion of goal setting/reviews, calibration status.

· Learning & Development Report – training sessions conducted, participation rates, training ROI highlights.

· Engagement & Wellbeing Report – usage of wellbeing benefits, engagement survey pulse, recognition participation.

· Compensation & Benefits Tracker – salary adjustments, overtime costs, allowances, benefits utilization.

· Compliance & Policy Report – updates on policy adherence, Qatar Labour Law/QFC compliance checks.

· Absence & Leave Report – absenteeism trends, sick leave patterns, leave liability update.

Quarterly Reports (strategic)

· HR Strategic KPIs Dashboard – turnover %, engagement scores, high-potential pipeline, retention rates of top talent.

· Talent & Succession Report – updates on succession planning, leadership readiness, high-potential employee pool.

· Employee Engagement & Culture Report – engagement survey results, DEI initiatives, culture health check.

· Compensation & Benefits Review – salary benchmarking insights, market competitiveness, pay equity analysis.

· Workforce Planning Report – alignment of workforce capacity with business forecasts, future skills gaps.

· Compliance & Risk Report – overview of compliance breaches, audits, risk register updates.

· Quarterly HR Business Review (HRBR) – consolidated view of all HR activities and outcomes, linked to corporate goals

Skills & personal attributes

· Strong knowledge of HR operations, performance management, and talent development.

· Proven ability to manage employee relations and foster a positive organizational culture.

· Strong leadership and coaching skills with ability to influence at all levels.

· Excellent interpersonal, communication, and conflict resolution skills.

· Analytical mindset with ability to interpret HR data and provide insights.

· High degree of integrity, confidentiality, and professionalism.

Language (s):

- English

- Arabic (will be an advantage)

Specialized Training/ Knowledge Required

· Strong knowledge of Qatar employment laws and regulations.

· Proficiency in HRMS software, database management, and Microsoft Office Suite.

Education & Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field (required).
• Master’s degree or professional certification (CIPD/SHRM) preferred.

Experience

· Minimum 8–10 years of progressive HR experience with focus on performance management, talent development, and employee engagement.

· Experience in a Group or multi-business environment in Qatar/GCC preferred.

· Demonstrated success in implementing HR programs that improved culture, retention, and performance.

Job Types: Full-time, Permanent

Pay: QAR18,000.00 - QAR22,000.00 per month

Education:

• Master's (Preferred)

Experience:

• Human Resource (GCC): 10 years (Required)
• Managerial: 5 years (Required)

License/Certification:

• CIPD/SHRM (Preferred)