Recruitment & Workforce Planning Specialist

Industry: Energy & Petrochemicals Location: Doha, Qatar Status: Live Summary: We are recruiting on behalf of a major petrochemicals company in Qatar seeking a Recruitment & Workforce Planning Specialist. This role combines strategic talent acquisition with workforce analytics and succession planning, reporting to the Head of HR Strategy & Rewards. Tags: HR Strategy, Workforce Planning, Recruitment, HRIS, Middle East

About the Role

• Strategic workforce planning role in a leading petrochemicals operation based in Qatar.
• Reports to the Head of HR Strategy & Rewards within the Human Capital department.
• Supervises a small team (2-4 staff including direct hires and contractors).
• Dual focus combining recruitment strategy with workforce planning and analytics.

Key Responsibilities

Recruitment Strategy

• Partner with hiring managers to understand strategic staffing needs and fill vacancies in a timely manner
• Ensure clear mutual understanding of staffing priorities and guide managers through the recruitment process
• Work with hiring managers to develop job descriptions and announcements, recommend advertising venues and strategies
• Manage full-cycle recruitment: sourcing, screening, interviewing, and selection
• Review applications, evaluate qualifications, conduct pre-screen interviews, and develop shortlists of qualified candidates
• Present fully screened candidates to hiring managers and coordinate interviews
• Complete reference checks and background checks on selected candidates
• Participate in the offer process including negotiating with candidates
• Identify and build relationships with strategic recruitment sources to ensure timely and effective talent pipelines
• Standardize all processes and formats related to interview evaluation forms and appointment procedures

Recruitment Dashboard & Reporting

• Define guidelines for recruitment based on competency and skill requirements
• Analyze recruitment process performance, prepare dashboards, and recommend improvements
• Analyze performance of recruitment agencies, track cost per hire and time to hire metrics
• Track applicant flow and maintain pipeline of qualified candidates for future consideration
• Build and maintain database of qualified professionals to rapidly respond to talent management needs
• Analyze recruitment software and recommend and implement changes

Strategic Workforce Planning

• Design and implement effective workforce planning strategies aligned to business objectives
• Provide advice to senior management on key internal and external workforce trends that could impact staffing decisions
• Provide substantive inputs in the development of strategies, policies, and systems that enhance manpower balance and oversight (recruitment, career advancement, promotion, retention, staff development, career planning)
• Lead complex custom research and analysis projects related to workforce trends
• Develop manpower plans in accordance with organizational imperatives and support business decisions through timely and accurate forecasts
• Forecast long-term manpower demand and assess against supply (internal and external)
• Ensure proper job family model for staff career development and to support business strategy
• Embed 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
• Develop, recommend, regularly monitor, and report on strategies, staffing requirements, and results for achieving workforce diversity
• Review and approve all manpower requests raised by departments and assess direct and indirect impact on department and organization

Succession Planning

• Provide strategic inputs and guidance to succession planning processes
• Be involved in performance and potential assessment of candidates eligible for high potential detection campaigns
• Contribute to development planning and review of successors for targeted positions
• Facilitate the whole process and provide visibility on succession plans; conduct meetings with departments to apply defined processes
• Maintain succession planning records for all critical positions and establish reports

HRIS & ERP System

• Oversee the processing and updating of employee information in SuccessFactors Module ensuring organizational data is accurate and promptly updated
• Identify opportunities to improve the use of SuccessFactors by suggesting enhancements and improving the range and quality of data for all categories in the workforce

Processes and Reporting

• Review and present various monthly manpower reports, including summaries of all manpower movement, establishment, strength, nationalities, trainees and secondees
• Act as custodian of all manpower movement processes, including terminations, resignations, secondment, transfer, re-designation, change of contract type, expiration and renewal of contracts, retirement, and nationalization initiatives
• Conduct quantitative analysis of the current global workforce by grade, function, key demographics; interpret data and identify trends and patterns
• Prepare ad hoc reports for the processes responsible for
• Maintain up-to-date records for all manpower movements
• Design systems, processes, tools, and instruments for workforce planning, focusing on simplification and automation
• Analyse reports and advise on constraints and opportunities for recruitment, staff development, retention, and staff turnover
• Develop workforce scenario recommendations, based on realistic assumptions for attrition, recruitment, and promotion, to meet annual and longer-term organizational requirements

Must Haves

• Bachelor’s Degree in Business Administration, Human Resources, Finance, Statistics or related field
• 5-7 years of experience in Human Resources
• Related and practical experience in HR data management in international organizations
• Ability to strategically frame workforce statistics, data and trends analysis, forecasting needs, and developing workforce plans
• Technical and functional familiarity with data management in SuccessFactors / SAP or similar HRIS
• Outstanding writing and presentation skills
• Ability to work in high pressure situations
• Proven ability to develop comprehensive and higher-level views, systems, and tools for assessing both qualitatively and quantitatively, country office demand for talent across all contract types
• Proficient English

Nice to Haves

• Master’s Degree in Business Administration, Finance, Human Resources or similar discipline
• Experience in the Petrochemicals or Energy industry
• Arabic language capability (working knowledge)

What We Offer

• Strategic HR role in a major international petrochemicals operation
• Opportunity to shape workforce planning and talent strategy at a regional level
• Exposure to senior leadership and cross-functional collaboration
• Competitive compensation package in a dynamic Middle East environment