Lead Recruitment & Workforce Planning

JOB PURPOSE / OBJECTIVEOversee recruitment and manpower strategic planning processes, procedures and policies in alignment with corporate goals and Human Capital business plans. Align the workforce with company’s operational and strategic objectives by ensuring the right number of people, equipped with the necessary skills and capabilities, are in place at the right time.4.1 KEY ACCOUNTABILITIESRecruitment StrategyDrive talent acquisition strategy by assessing the qualifications and potential of internal and external candidates, leveraging data‑driven insights to ensure alignment with organizational needs.Orchestrate the end‑to‑end selection process with the hiring manager, synthesizing interview outcomes, competency evidence, and business priorities into a clear recommendation; ensure decisions are documented, defensible, and aligned to workforce plans Lead pre‑screening and evaluation processes to identify top talent, oversee pre‑employment assessments as required, and curate a high‑impact shortlist that supports long‑term workforce planning and business objectives.Establish a strong rapport with hiring managers to understand their strategic staffing needs and fill vacancies in a timely manner.Oversee comprehensive reference and background checks for selected candidates, applying risk‑based standards and regulatory requirements; elevate findings with a consistent decision framework to protect organizational integrity and accelerate confident hiring.Participate in the offer process including negotiating offers with candidates.Identify and build relationships with strategic recruitment sources to ensure timely and effective recruitment of talent.Strategic Recruitment & Talent AnalyticsAnalyze end‑to‑end recruitment performance, develop and present executive dashboards, and recommend process optimizations to enhance efficiency and candidate quality.Evaluate recruitment agency effectiveness, cost‑per‑hire, and time‑to‑hire metrics; implement improvements to maximize ROI and strengthen talent pipelines.Track applicant flow and maintain a proactive pipeline of qualified candidates for critical roles, ensuring readiness for future organizational needs.Develop and maintain a robust database of high‑potential professionals to enable rapid response to evolving business priorities.Strategic Workforce PlanningDesign and implement effective workforce planning strategies; provide advice to senior management and to other units on workforce planning to ensure a sufficient number of staff is available to meet organizational objectives as well as on key internal and external workforce trends that could have high impact on senior management staffing decisions.Provide substantive inputs in the development of strategies, policies, and systems that will enhance manpower balance and Qatarization in company workforce and oversight (recruitment, career advancement / promotion, retention, staff development / career planning).Lead complex custom research and analysis projects related to workforce trends.Develop the manpower plan in accordance with organizational imperatives. Support business decisions through the preparation of timely and accurate variable forecasts.Forecast long‑term manpower demand and assess it against supply (internal and external).Ensure proper job family model for staff career development and to support business strategy.4.2 KEY ACCOUNTABILITIESEmbed performance management‑based culture by managing career expectations in the current role and possible routes for future progression.Plan and implement annual workforce planning of strategic staffing requirements by number, function, demographics based on inputs from departments, provide inputs on realistic position structure options, recent historical trends, and information gathered from relevant databases.Develop, recommend, monitor, and report on strategies, staffing requirements and results for achieving workforce diversity; recommend mid‑term adjustments to Human Capital levers, to ensure staffing requirements are met.Provide governance and oversight for all manpower requests across departments, ensuring alignment with organizational strategy and operational priorities. Evaluate direct and indirect impacts on departmental performance and enterprise objectives before granting approval, balancing resource optimization with long‑term workforce planning.Succession PlanningProvide strategic inputs and guidance to succession planning.Be involved in performance and potential assessment of candidates eligible for high potential detection campaign. Contributes to development planning and review of successors for the targeted positions.Facilitate the whole process and provide visibility on succession plans. Conducts meetings with the departments in order to apply the defined processes.Maintain succession planning records for all critical positions and establishes reports.ERP SystemOversee the processing and updating of employee information in the SuccessFactors Module