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human resources

Minh PC

Job SummaryWe are seeking an experienced Human Resources Director to lead HR operations, develop people strategies, and support organizational growth through effective talent management and compliance.Key Responsibilities<ul><li>Oversee all HR functions including recruitment, employee relations, and performance management</li><li>Develop and implement HR policies and strategies</li><li>Manage compensation, benefits, and workforce planning</li><li>Ensure compliance with labor laws and company policies</li><li>Support leadership on organizational development and change initiatives</li><li>Drive employee engagement and retention programs</li><li>Lead and develop the HR team</li></ul>Qualifications<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field</li><li>8+ years of HR experience, with leadership responsibility</li><li>Strong knowledge of HR practices and labor regulations</li><li>Proven leadership and team management skills</li><li>Excellent communication and problem-solving abilities</li></ul>Job Type: Full-timePay: QAR35,000.00 per monthWork Location: In person

Human Resources Director

Descon

<div>
 
 Descon Engineering is seeking an experienced
 
 Human Resources Executive
 
 to join our team in
 
 Lusail Office
 
 . This is a
 
 long-term, office-based role
 
 for a driven HR professional who is passionate about people strategy, talent development, and organizational effectiveness.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 Organizational Development
 
 
 <ul>
 <li>
 Support the design, implementation, and monitoring of organizational development initiatives aligned with business strategy
 </li>
 <li>
 Assist in organization structure reviews, job evaluation, and role clarity exercises
 </li>
 <li>
 Contribute to change management initiatives, including communication plans and stakeholder engagement
 </li>
 <li>
 Support HR policies, procedures, and best practices to enhance organizational effectiveness
 </li>
 </ul>
 
 
 Talent Management &amp; Development
 
 
 <ul>
 <li>
 Coordinate talent development programs, including learning needs analysis, training plans, and leadership development initiatives
 </li>
 <li>
 Support succession planning, talent reviews, and high-potential employee identification
 </li>
 <li>
 Assist in developing competency frameworks and career development paths
 </li>
 <li>
 Monitor performance management cycles, KPIs, and appraisal processes
 </li>
 </ul>
 
 
 Employee Engagement &amp; Culture
 
 
 <ul>
 <li>
 Support employee engagement surveys, analysis, and action planning
 </li>
 <li>
 Assist in initiatives that promote a positive workplace culture and employee retention
 </li>
 <li>
 Coordinate internal communication and engagement activities in collaboration with HR and management
 </li>
 </ul>
 
 
 HR Analytics &amp; Reporting
 
 
 <ul>
 <li>
 Prepare HR reports, dashboards, and analytics related to talent, performance, and workforce planning
 </li>
 <li>
 Maintain accurate HR data to support decision-making and management reporting
 </li>
 </ul>
 
 
 Stakeholder Support
 
 
 <ul>
 <li>
 Work closely with line managers and senior stakeholders to provide guidance on OD and talent matters
 </li>
 <li>
 Coordinate with external consultants, training providers, and internal HR teams
 </li>
 </ul>
 
 
 
 
 
 Requirements:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field
 </li>
 <li>
 Minimum
 
 4&ndash;6 years
 
 of experience in Organizational Development, Talent Management, or HR
 </li>
 <li>
 Strong understanding of performance management, learning &amp; development, and OD frameworks
 </li>
 <li>
 Excellent communication, coordination, and analytical skills
 </li>
 <li>
 Experience in engineering, construction, or EPC environments is a strong advantage
 </li>
 <li>
 Certifications e.g. SHRM / CIPD / CHRM would be an competitive advantage
 </li>
 </ul>
 
 
 
 
 
 What We Offer:
 
 
 <ul>
 <li>
 
 Long-term career opportunity
 
 with a reputable engineering organization
 </li>
 <li>
 Structured HR environment with exposure to strategic initiatives
 </li>
 <li>
 Supportive, professional, and multicultural workplace
 </li>
 </ul>
 
 
 
 
 📩 Apply via LinkedIn or share your CV on below email.
 
 
 adil.iftikhar@descon.com
 
</div>

Human Resources Executive

Skyfixer Aerospace

<div>
 
 We are Looking for an
 
 HR Manager
 
 to shape our culture, drive performance &amp; ensure compliance.
 
 
 
 
 
 
 Department Overview:
 
 
 
 The Human Resources (HR) Department is the cultural core of SFA, responsible for embedding organizational values into every aspect of people management. By leading ethical recruitment, employee engagement, welfare, and compliance, the department safeguards SFA&rsquo;s reputation and workforce integrity. Led by the HR Manager, HR ensures that staff remain motivated, legally compliant, and operationally aligned to support business goals.
 
 
 
 
 
 
 Department Objective:
 
 
 
 To attract, mobilize, and retain a high-performance workforce while maintaining strict compliance with labor laws and company policies. HR ensures a supportive and engaging environment for employees, enabling SFA to achieve sustainable business performance and service excellence.
 
 
 
 
 
 
 Job Purpose:
 
 
 
 The HR Manager leads and oversees all HR functions, including recruitment, onboarding, employee relations, compliance, and personnel management. The role ensures SFA&rsquo;s workforce is operationally ready, legally compliant, culturally aligned, while maintaining employee welfare and supporting long-term retention.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 1)
 
 Recruitment &amp; Mobilization
 
 
 <ul>
 <li>
 Oversee end-to-end recruitment, onboarding, contract issuance, and mobilization of aviation manpower.
 </li>
 <li>
 Coordinate with Operations and Planning to ensure deployment readiness of new hires.
 </li>
 <li>
 Manage recruitment talent to meet high-volume manpower requirements.
 </li>
 <li>
 Regular Stakeholder engagement to understand demand for the recruitment mobilization.
 </li>
 </ul>
 
 
 
 
 
 2) Compliance &amp; Governance
 
 
 <ul>
 <li>
 Develop, update, and communicate HR policies and procedures to maintain governance and ethical standards.
 </li>
 <li>
 Ensure strict adherence to Qatar labor laws, immigration regulations, internal policies.
 </li>
 <li>
 Oversee labor inspections, regulatory submissions, and timely compliance reporting.
 </li>
 <li>
 Enforce company policies to maintain governance and ethical standards.
 </li>
 <li>
 100% compliance with GDPR regulations.
 </li>
 </ul>
 
 
 
 
 
 3) Employee Relations &amp; Welfare
 
 
 <ul>
 <li>
 Lead grievance handling, disciplinary actions, and conflict resolution.
 </li>
 <li>
 Design and implement employee welfare programs (e.g., accommodation, transportation, medical insurance, well-being).
 </li>
 <li>
 Maintain continuous engagement with deployed staff to ensure morale, productivity, and retention.
 </li>
 </ul>
 
 
 
 
 
 4) Performance Management
 
 
 <ul>
 <li>
 Develop and maintain a structured performance management framework across departments.
 </li>
 <li>
 Ensure timely and constructive performance appraisals in collaboration with department heads.
 </li>
 <li>
 Link performance outcomes to promotions, corrective actions, and training initiatives.
 </li>
 </ul>
 
 
 
 
 
 5) HR Systems &amp; Records
 
 
 <ul>
 <li>
 Drive digitization of HR processes through HRMS and electronic record-keeping.
 </li>
 <li>
 Maintain accurate employee files, leave records, and compliance-related documentation.
 </li>
 <li>
 Ensure audit-ready HR documentation at all times.
 </li>
 </ul>
 
 
 
 
 
 6) Benefits &amp; Exit Management
 
 
 <ul>
 <li>
 Oversee leave administration, medical insurance, benefits distribution, and end-of-service processes.
 </li>
 <li>
 Coordinate payroll processes and benefits administration.
 </li>
 <li>
 Conduct exit interviews and ensure smooth offboarding with knowledge transfer.
 </li>
 <li>
 Capture and report exit feedback for organizational improvement.
 </li>
 </ul>
 
 
 
 
 
 7) Team Leadership &amp; Audit Readiness
 
 
 <ul>
 <li>
 Collaborate with senior leadership to drive workforce planning, organizational design, and change initiatives.
 </li>
 <li>
 Develop and execute HR strategies that support organizational objectives
 </li>
 <li>
 Supervise, coach, and develop the HR team to ensure quality service and responsiveness.
 </li>
 <li>
 Serve as focal point for internal audits, labor inspections, and external compliance reviews.
 </li>
 <li>
 Promote a culture of accountability, transparency, and continuous improvement.
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Qualifications and Skills:
 
 
 
 
 
 <ul>
 <li>
 Bachelor's degree or Master's degree in HR
 </li>
 <li>
 Minimum 9 years' experience in Human Resources
 </li>
 <li>
 Proven leadership in high-volume recruitment and mobilization.
 </li>
 <li>
 Strong knowledge of GCC labor laws and immigration protocols.
 </li>
 <li>
 Expertise in grievance handling, conflict resolution, and employee engagement.
 </li>
 <li>
 Experience in designing and executing performance management systems.
 </li>
 <li>
 Proficiency in RMS, e-records, and HR documentation discipline.
 </li>
 <li>
 Strong interpersonal and communication skills with a people-first mindset.
 </li>
 </ul>
 
 
</div>

Human Resources Manager

Shift Group

<div>
 
 
 HR Manager &ndash; SHIFT Group
 
 
 
 
 
 
 
 Role Overview
 
 
 
 We are looking for a proactive and hands-on HR Manager to support Group HR operations, with primary ownership of one business unit. This role combines day-to-day HR execution with strategic support to leadership, ensuring strong people practices, compliance, and performance across the organization.
 
 
 
 
 
 
 Key Responsibilities
 
 
 <ul>
 <li>
 Act as the HR partner for a designated business unit
 </li>
 <li>
 Manage end-to-end recruitment and onboarding
 </li>
 <li>
 Support performance management, KPIs, and development plans
 </li>
 <li>
 Handle employee relations, engagement, and disciplinary matters
 </li>
 <li>
 Ensure compliance with Qatar Labor Law and HR policies
 </li>
 <li>
 Oversee HR operations (contracts, payroll coordination, leave, records)
 </li>
 <li>
 Track HR metrics and support reporting and digitalization initiatives
 </li>
 <li>
 Contribute to policy improvements and HR projects
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Business, or related field
 </li>
 <li>
 6&ndash;10 years of HR experience (min. 3 years in a managerial role)
 </li>
 <li>
 Strong knowledge of Qatar Labor Law
 </li>
 <li>
 Experience in recruitment and employee relations
 </li>
 <li>
 HR certification (CIPD/SHRM) is a plus
 </li>
 </ul>
 
 
 
 
 
 What We&rsquo;re Looking For
 
 
 <ul>
 <li>
 Strong stakeholder management and emotional intelligence
 </li>
 <li>
 Structured, detail-oriented, and solution-driven
 </li>
 <li>
 Able to balance operational execution with strategic thinking
 </li>
 </ul>
 
 
 
 
 
 Success in This Role
 
 
 <ul>
 <li>
 Efficient HR operations and strong compliance
 </li>
 <li>
 Improved hiring quality and speed
 </li>
 <li>
 Positive employee experience and reduced escalations
 </li>
 <li>
 Strong alignment with a performance-driven culture
 </li>
 </ul>
 
 
</div>

Kempinski Hotels

<div>
 
 
 Application Deadline:
 
 31 May 2026
 
 
 
 Department:
 
 Human Resources &amp; Training
 
 
 
 Location:
 
 Qatar - Doha
 
 
 
 Compensation:
 
 ر.ق0 / month
 
 
 
 
 Description
 
 
 
 The HR Director supports the General Director in all decision relating to strategic, organisational, and operational people matters for a luxury hotel property. The role helps to drive organisational performance on the objectives of
 
 Quality
 
 (through effective recruitment, development, and engagement of capable and motivated team members),
 
 Performance
 
 (through robust performance management, reward and recognition), and
 
 Compliance
 
 (through compliant and efficient HR Operations, policies &amp; procedures).
 
 
 
 
 Key Responsibilities
 
 
 
 ● As a
 
 Business Partner
 
 to the hotel's General Director and
 
 trusted advisor
 
 to the management team, support the delivery of the ambitious business objectives of the hotel by locally delivering the strategic
 
 
 HR agenda focused on attracting, developing, engaging, and retaining talent, ensuring effective performance management, supporting organizational design and workforce planning, and ensuring efficient and compliant HR operations.
 
 
 ●
 
 Support and coach the leadership team
 
 in any organizational and people topics, to help them achieve their guest service and business objectives.
 
 
 ●Maintain and develop a strong
 
 employer brand in the local market
 
 and beyond, implement effective and innovative
 
 search
 
 and
 
 selection
 
 for senior as well as volume recruitment through a variety of sources, as well as an effective
 
 onboarding
 
 process.
 
 
 ●Drive strong colleague
 
 engagement
 
 through employee
 
 communication
 
 and creative activities and events, and ensure proactive follow up on engagement survey results and ongoing feedback, handle staff grievance issues proactively
 
 
 ● Understand the
 
 competitive positioning
 
 of the hotel as an employer in the market and create appropriate
 
 compensation &amp; benefits
 
 structures based on market and internal benchmarking
 
 
 ●Plan and implement an
 
 annual budget and manning
 
 guide, following up closely on personnel costs, and preparing local management reporting as well as corporate reports
 
 
 ●Ensures that corporate and local
 
 policies &amp; procedures
 
 are communicated and implemented.
 
 
 ●Ensure an efficient and compliant
 
 HR administration
 
 according to Kempinski standards and local requirements, including supervision of internal and external payroll services.
 
 
 ● Ensure compliance with local
 
 labour and immigration law
 
 and handle any legal issues including staff disciplinary actions.
 
 
 ●Effectively
 
 lead the HR team
 
 including recruiting, HR administration, and staff accommodation functions
 
 
 ● Implement
 
 global performance management and talent management
 
 and succession planning processes, and follow up on the development and mobility of internal talent, including effective management of promotions, transfers, cross-trainings and task force assignments
 
 
 ●Project manage the roll-out of new
 
 global initiatives
 
 at the hotel and contribute to the design and implementation of new tools, e.g. HR information systems
 
 
 Additional responsibilities and tasks can be added at any time according to the needs of the business.
 
</div>

Director of Human Resources

Public Works Authority

Vice President of Human Resources (VP of HR) &mdash; Job DescriptionAbout the role:Lead the HR function to develop people strategy that attracts, develops, and retains talent while enabling business goals and a high-performance culture.Key responsibilities:<ul><li>HR strategy &amp; planning: Develop HR strategy aligned to business objectives, including workforce planning, org design, and succession planning.</li><li>Talent acquisition: Own recruiting strategy for leadership and critical roles; build employer brand and hiring processes.</li><li>Compensation &amp; benefits: Design competitive total rewards programs (pay structures, bonuses, equity, benefits) and oversee benchmarking and salary budgeting.</li><li>Performance &amp; talent management: Implement performance management, career frameworks, succession planning, and leadership development programs.</li><li>Learning &amp; development: Build learning programs, management training, and upskilling initiatives tied to business priorities.</li><li>Employee relations &amp; engagement: Lead employee relations, investigations, engagement surveys, action plans, and culture initiatives.</li><li>HR operations &amp; systems: Oversee HRIS, payroll, policies, compliance, HR analytics, and process scalability.</li><li>Diversity, equity &amp; inclusion (DEI): Drive DEI strategy, metrics, and inclusive practices across hiring, promotion, and culture.</li><li>Compliance &amp; risk: Ensure employment law compliance, manage HR-related regulatory matters, and partner with legal on complex issues.</li><li>Change management: Lead organizational change, mergers/acquisitions integration, restructuring, and communication plans.</li><li>Executive advising &amp; partnership: Advise CEO and leadership on talent decisions, org design, compensation, and culture.</li><li>Vendor management: Manage external partners (recruiting agencies, benefits providers, learning vendors).</li><li>Metrics &amp; reporting: Define HR KPIs (turnover, time-to-hire, engagement, diversity metrics) and report to executives/board.</li></ul>Qualifications:<ul><li>Experience: 10+ years in HR with progressive leadership; 5+ years in senior HR roles (Head/VP/CHRO) preferred. Experience scaling teams and HR operations in comparable company stage.</li><li>Education &amp; credentials: Bachelor&rsquo;s degree required; advanced degree (MBA, MA) or HR certifications (SHRM-SCP, SPHR) preferred.</li><li>Skills: Strategic workforce planning, compensation design, talent management, employee relations, change management, and data-driven HR analytics.</li><li>Systems knowledge: Experience with HRIS, ATS, payroll systems, and HR analytics tools.</li><li>Leadership traits: Trusted advisor, influential communicator, strategic thinker, empathetic, and results-oriented.</li></ul>Pay: QAR325.25 - QAR1,020.90 per hourWork Location: In person

Vice President of Human Resources

Qatar Insurance Group

<div>
 
 We are seeking an experienced HRIS Specialist to execute the implementation of a new HCM system and manage its ongoing administration and optimization. The role will be responsible for system configuration, reporting, troubleshooting day-to-day system issues, and partnering with HR and business stakeholders to ensure the platform supports operational and strategic objectives.
 
 
 The ideal candidate brings hands-on implementation experience, strong system administration skills, excellent reporting capability, and a service-oriented mindset for customer success.
 
 
 
 
 
 Key Responsibilities:
 
 
 
 HCM Implementation &amp; Project Support
 
 
 <ul>
 <li>
 High initiative support to the end-to-end implementation of the new HCM, including requirements gathering, system configuration, testing, data migration, and go-live support.
 </li>
 <li>
 Act as the primary HRIS point of contact between HR, IT, vendors, and business stakeholders.
 </li>
 <li>
 Participate in system design workshops and process mapping.
 </li>
 <li>
 Develop user acceptance testing (UAT) plans and coordinate testing cycles.
 </li>
 <li>
 Support change management, training sessions, and user documentation.
 </li>
 </ul>
 
 
 
 
 
 
 System Administration &amp; Optimization
 
 
 
 <ul>
 <li>
 Serve as the system administrator for the HCM, managing user access, security roles, workflows, and configurations.
 </li>
 <li>
 Maintain system data integrity and ensure accurate processing across modules (Core HR, Payroll interface, Recruitment, Performance, Learning, etc. where applicable).
 </li>
 <li>
 Identify opportunities for automation and system improvements.
 </li>
 <li>
 Manage system upgrades, patches, and enhancements in coordination with vendors and IT.
 </li>
 <li>
 Manage HCM documentations and system SOPs.
 </li>
 </ul>
 
 
 
 
 
 
 Reporting &amp; Analytics
 
 
 
 <ul>
 <li>
 Design and generate standard and ad-hoc HR reports and dashboards.
 </li>
 <li>
 Support leadership and HR teams with workforce analytics, compliance reports, and operational insights.
 </li>
 <li>
 Ensure data accuracy and governance in all reporting outputs.
 </li>
 </ul>
 
 
 
 
 
 
 Operational Support &amp; Troubleshooting
 
 
 
 <ul>
 <li>
 Provide day-to-day functional support to HR and employees for HRMS-related queries.
 </li>
 <li>
 Diagnose, escalate, and resolve system issues efficiently.
 </li>
 <li>
 Maintain ticket logs, root-cause analysis, and resolution documentation.
 </li>
 <li>
 Develop SOPs, job aids, and FAQs for users.
 </li>
 </ul>
 
 
 
 
 
 
 Compliance &amp; Data Governance
 
 
 
 <ul>
 <li>
 Ensure HR data confidentiality and system compliance with company policies and local labor regulations.
 </li>
 <li>
 Support audits and regulatory reporting requirements.
 </li>
 </ul>
 
 
 
 
 
 
 Required Qualifications &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in HR, Information Systems, Business Administration, or related field.
 </li>
 <li>
 5&ndash;7+ years of experience in HRIS / HRMS / HCM roles.
 </li>
 <li>
 Proven experience being part of HCM implementations projects and enhancements.
 </li>
 <li>
 Strong hands-on system administration experience.
 </li>
 <li>
 Advanced reporting, HR MIS, and data analysis skills.
 </li>
 <li>
 Experience working with HR, IT, and external vendors.
 </li>
 <li>
 Excellent problem-solving and troubleshooting abilities.
 </li>
 <li>
 Strong communication and stakeholder management skills.
 </li>
 </ul>
 
 
 
 
 
 
 Preferred Skills &amp; Experience
 
 
 
 <ul>
 <li>
 Experience with major Enterprise or SAAS HCM platforms.
 </li>
 <li>
 SQL or Power BI tool knowledge is a plus.
 </li>
 <li>
 Experience in multi-country or regional HR operations.
 </li>
 <li>
 Project management certification or exposure is an advantage.
 </li>
 </ul>
 
 
</div>

Human Resources Information System Specialist (HRIS)

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Human Resources Information System Specialist (HRIS)