Human Resources Manager
Doha, Qatar
Full timeOn-site
Job description
Human Resources Manager
Job Qualifications
- University degree or diploma in Human Resources Management, Human Resources Development, Business Administration, Hospitality Management, or a related field is preferred.
- Minimum of 3–5 years of progressive Human Resources experience, including at least 2 years in an HR managerial or supervisory role.
- Previous Human Resources experience within an international luxury hotel brand is required.
- Previous Human Resources experience in Qatar is required, with strong knowledge of Qatar Labour Law, local employment regulations, immigration procedures, and HR practices.
- Fluency in Arabic and English, both written and spoken, is required.
- Strong knowledge of recruitment and selection, employee relations, performance management, compensation and benefits, employee engagement, learning and development, and HR administration.
- Strong leadership, communication, interpersonal, problem-solving, and decision-making skills.
- Excellent organizational and administrative skills with strong attention to detail.
- Ability to handle sensitive and confidential matters with professionalism, discretion, and sound judgment.
- Strong presentation, coaching, negotiation, and conflict-resolution skills.
- Proficiency in Microsoft Office applications and Human Resources Information Systems (HRIS).
Key Areas of Responsibility
1. Human Resources Operations
- Manage and coordinate the daily activities of the Human Resources Department to ensure efficient and effective service delivery.
- Ensure Human Resources practices are aligned with GHM’s People Philosophy, corporate Human Resources strategy, values, and hotel objectives.
- Support the implementation and consistent application of Human Resources policies, procedures, and standards across the hotel.
- Ensure employee facilities, welfare services, and related programmes are maintained in accordance with hotel and GHM standards.
- Provide professional Human Resources guidance and support to Division and Department Heads on employee-related matters.
- Maintain a visible and approachable presence throughout the hotel and promote positive relationships with Chedians at all levels.
- Support the development and implementation of Human Resources initiatives that enhance employee engagement, well-being, retention, and workplace culture.
- Identify opportunities to improve Human Resources processes, employee experience, and operational efficiency.
2. Human Resources Administration & Compliance
- Ensure compliance with Qatar Labour Law, local employment regulations, GHM policies, and hotel procedures.
- Maintain and regularly update Human Resources policies, departmental procedures, the Employee Handbook, and the Human Resources Departmental Operations Manual.
- Ensure all Chedians receive, understand, and acknowledge the relevant policies and Employee Handbook.
- Ensure employee records, contracts, personnel files, Human Resources systems, and documentation are accurate, complete, confidential, and up to date.
- Ensure all required Human Resources reports, forms, and information are submitted accurately and within the required timelines.
- Maintain the confidentiality and security of employee information in accordance with the company’s data privacy requirements.
- Conduct regular Human Resources departmental meetings and ensure effective communication within the team.
- Support internal and external audits by maintaining accurate Human Resources records and providing the required documentation.
- Prepare Human Resources reports, workforce data, employee statistics, and management updates as required.
3. Recruitment, Workforce Planning & Onboarding
- Oversee the recruitment and selection process and provide Division and Department Heads with effective and timely recruitment solutions.
- Partner with Department Heads to identify staffing requirements and ensure recruitment activities are aligned with the approved manning and budget.
- Ensure recruitment practices are fair, consistent, competency-based, and compliant with company policies and local requirements.
- Oversee employment offers, reference checks, onboarding, transfers, promotions, and employee movements.
- Ensure new Chedians receive a professional, welcoming, and well-organized onboarding experience.
- Monitor recruitment progress, vacancies, time to hire, workforce requirements, and employee turnover.
- Support workforce planning and succession initiatives to ensure operational continuity and the development of internal talent.
- Maintain professional relationships with recruitment agencies, hospitality schools, educational institutions, and other talent sources.
4. Employee Relations & Engagement
- Ensure all Chedians are treated fairly, respectfully, and consistently in accordance with their terms and conditions of employment, hotel policies, and local legislation.
- Provide professional guidance to Division and Department Heads on employee relations, performance, conduct, grievance, and disciplinary matters.
- Ensure the fair and consistent implementation of performance management, disciplinary, and grievance procedures.
- Conduct employee meetings, counselling sessions, investigations, and exit interviews as required.
- Promote open communication and maintain positive professional relationships with Chedians at all levels.
- Oversee employee welfare, recognition, engagement, and well-being initiatives.
- Monitor employee feedback and engagement results and support the implementation of appropriate action plans.
- Identify employee concerns and workplace trends and recommend appropriate actions to hotel management.
- Promote a positive, inclusive, and respectful workplace culture.
5. Learning, Performance & Talent Development
- Oversee and support the hotel’s learning and development function to ensure training initiatives are aligned with business needs, brand standards, and employee development objectives.
- Support the implementation of performance management and employee development programmes.
- Partner with Department Heads to identify training needs and development opportunities.
- Support succession planning, career development, coaching, mentoring, and leadership development initiatives.
- Ensure Department Heads conduct performance discussions and development reviews consistently and within the required timelines.
- Promote a culture of continuous learning, growth, accountability, and internal development.
- Monitor the effectiveness of training and development initiatives and support continuous improvement.
- Support the identification and development of high-potential Chedians.
6. Compensation, Benefits & Payroll Coordination
- Oversee the administration of employee compensation, benefits, entitlements, and welfare programmes in accordance with approved policies and benefit structures.
- Research and provide recommendations regarding competitive compensation, benefits, and employee incentive programmes.
- Coordinate with Finance and Payroll to support the accurate and timely processing of payroll and employee-related payments.
- Review employee changes, attendance information, payroll inputs, deductions, and benefit-related documentation for accuracy.
- Ensure employee benefits remain relevant, competitive, and aligned with approved company guidelines.
- Maintain appropriate controls and confidentiality relating to compensation and employee financial information.
- Ensure all employee entitlements are administered accurately and consistently in accordance with employment contracts, company policies, and local legislation.
7. Financial & Workforce Management
- Prepare and manage the annual Human Resources budget in alignment with the hotel’s business objectives.
- Monitor Human Resources departmental expenses and ensure costs remain within the approved budget.
- Support efficient staffing levels and workforce productivity in coordination with Division and Department Heads.
- Monitor manpower costs, payroll trends, vacancies, overtime, employee turnover, and other workforce indicators.
- Ensure all Human Resources expenditures are appropriately reviewed, approved, and documented.
- Identify opportunities to improve Human Resources efficiency while maintaining a positive employee experience.
- Provide workforce data and analysis to support effective management decision-making.
8. Human Resources Team Leadership
- Lead, support, coach, and develop the Human Resources team to ensure professional and efficient service delivery.
- Clearly communicate departmental objectives, responsibilities, and performance expectations.
- Ensure Human Resources team members receive the training and guidance required to perform their duties effectively.
- Monitor the performance, attendance, punctuality, grooming, and professional conduct of Human Resources team members.
- Promote teamwork, accountability, confidentiality, continuous improvement, and a positive working environment.
- Lead by example and consistently demonstrate GHM’s values and culture.
- Encourage professional development and support the career growth of Human Resources team members.
9. Other Duties
- Maintain strong professional relationships with relevant government authorities, hospitality organizations, recruitment partners, educational institutions, and industry representatives.
- Keep up to date with changes in Qatar Labour Law, employment regulations, Human Resources practices, hospitality trends, and industry developments.
- Attend management meetings, departmental meetings, training sessions, and other hotel activities as required.
- Comply with all hotel policies and procedures relating to fire, health, safety, hygiene, security, and emergency response.
- Maintain high standards of professional conduct, personal presentation, and grooming.
- Respond effectively to changes in the Human Resources function as required by the company, hotel, and industry.
- Carry out any other reasonable duties and responsibilities assigned by the General Manager or Hotel Management.