Human Resources Management System Consultant (Senior level)

PPL Dynamics; Doha; On-site; QAR 120,000 - 180,000; Full time

Job summary

An established industry player is seeking a Senior Human Resources Management System Consultant to enhance HR processes and systems. In this pivotal role, you will assess current HR practices, develop strategic policies, and implement talent acquisition strategies to attract top talent. Your expertise will help ensure compliance with legal requirements and improve overall HR efficiency. Join a dynamic team in Doha, where your contributions will drive organizational alignment and enhance employee engagement. This is a fantastic opportunity for an experienced HR professional looking to make a significant impact in a supportive environment.

Qualifications

• 9+ years of experience in HR management and consulting.
• Strong knowledge of HR processes, compliance, and risk management.

Responsibilities

• Evaluate and improve current HR practices and processes.
• Develop strategic HR policies aligned with organizational goals.
• Enhance employee recruitment, retention, and development strategies.

Skills

HR Process Evaluation

Process Optimization

Policy Development

Compliance Management

Talent Acquisition Strategy

Employee Retention Initiatives

HR Metrics and Analytics

HR Technology Integration

Education

Bachelor's degree in Human Resources or related field

Relevant certifications (e.g., SHRM, CIPD)

Tools

HR Management Systems

Data Analytics Tools

Job description

Job Openings: Human Resources Management System Consultant (Senior level)

About the job: Human Resources Management System Consultant (Senior level)

3 (three) year contract Secondment (deputation) job based in Doha, Qatar.

Job title: HRMS support service
Duty station: Doha, HQ
Job Type: Full-Time Employment (Contractual) Sun to Thu 7 AM to 2PM.
Duration: (3 years on payrolls of Qatari Company, PPL Dynamics.)

Job Title:

Senior - Human resources management system support service (relevant Experience 9 years plus)

Job profile:

Assess and Improve HR Processes and Systems

1. Evaluate Current HR Practices: Conduct a thorough analysis of the existing HR processes, including recruitment, onboarding, performance management, compensation, and benefits administration. Identify gaps and areas for improvement.
2. Process Optimization: Recommend and implement improvements to streamline HR processes, enhance efficiency, and reduce redundancies. This may involve leveraging technology and automation to improve data management and reporting.

Develop Strategic HR Policies and Procedures

1. Policy Review and Development: Review existing HR policies and procedures for alignment with industry best practices and organizational goals. Develop new policies where necessary to address gaps and ensure consistency.
2. Compliance and Risk Management: Ensure that all HR policies comply with relevant labor laws, regulations, and industry standards to minimize legal risks and liabilities.

Enhance Employee Recruitment, Retention, and Development Strategies

1. Talent Acquisition Strategy: Develop a strategic approach to attract top talent, including employer branding, job descriptions, recruitment channels, and candidate assessment methods.
2. Employee Retention Initiatives: Identify key drivers of employee satisfaction and retention. Develop programs and initiatives to enhance employee engagement, career development, and job satisfaction.

Ensure Compliance with Legal and Regulatory HR Requirements

1. Compliance Audit: Conduct a comprehensive audit of HR practices to ensure compliance with all relevant government laws and regulations.
2. HR Risk Management: Develop a risk management framework to identify, assess, and mitigate potential HR-related risks, such as workplace safety, conflict of interest and employee grievances.

Improve Overall HR Efficiency and Effectiveness

1. HR Metrics and Analytics: Establish key performance indicators (KPIs) and metrics to measure HR effectiveness, such as time-to-hire, employee turnover rates, and training ROI. Use data analytics to drive continuous improvement.
2. HR Technology Integration: Assess current HR technology systems and recommend upgrades or new solutions to enhance data management, employee self-service, and communication.

Organizational Alignment: Ensure that HR strategies are aligned with the overall business strategy, supporting organizational goals and enhancing the competitive advantage.