380 Kpmg Bahrain Talent Pipeline jobs in Bahrain

• Partner with senior leadership to develop and implement strategic workforce plans that support long-term business goals.
• Analyze current workforce demographics, skills, and capabilities to identify gaps and future talent needs.
• Develop and execute talent acquisition strategies to attract and recruit high-caliber candidates for critical roles.
• Oversee talent management processes, including performance management, succession planning, and career development.
• Advise business leaders on organizational design, change management, and employee engagement initiatives.
• Manage employee relations issues, ensuring fair and consistent application of policies and procedures.
• Collaborate with the compensation and benefits team to ensure competitive and equitable reward structures.
• Utilize HR analytics and reporting to provide insights and recommendations to business leaders.
• Stay current with HR best practices, labor laws, and employment regulations.
• Champion a positive and inclusive workplace culture.
• Support the implementation of HR technology solutions to enhance HR service delivery.
• Serve as a key point of contact for employees and managers on HR-related matters.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; Master's degree preferred.
• Minimum of 6 years of progressive experience in Human Resources, with at least 3 years in an HR Business Partner role or equivalent.
• Demonstrated experience in strategic workforce planning, talent management, and organizational development.
• Strong understanding of HR principles, practices, and employment law.
• Excellent analytical and problem-solving skills, with the ability to translate data into actionable insights.
• Exceptional communication, influencing, and interpersonal skills.
• Proven ability to build strong relationships and collaborate effectively with stakeholders at all levels.
• Experience with HRIS and other HR technology platforms.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, CIPD) is highly desirable.
• Discretion and ability to handle confidential information.

Company: Gulf Air Group

Division: Human Resources

Location:

Department: Human Resources

Closing Date: 03-Apr-2025

To handle the Organizational Development Performance Management & Succession Planning initiatives that provide Gulf Air Group employees and its subsidiaries with the necessary tools and methods to ensure that individual goals and corporate objectives are met.

Performance Management System:

1. Develop, design and implement Performance Management systems and processes applicable to Gulf Air Group.
2. Provide support in reviewing and enhancing the Performance Management system to ensure it meets the evolving needs of the organization.
3. Coordinate the Performance Management cycle, helping to ensure timely and accurate data collection and reporting.
4. Assist in developing and delivering awareness and educational programs related to the Performance Management system for employees across the organization.
5. Provide administrative support to the Performance Management team, ensuring work is completed to appropriate quality standards.
6. Review, develop, and enhance the Performance Management System to ensure its maturity and adaptability to the organizational needs as it grows.
7. Implement awareness and education programs for the Performance Management system across the organization, and deploy related development programs.
8. Develop, review, update, and communicate Performance Management guidebooks, policies, and procedures.
9. Assist Department Heads in setting organizational objectives and individual targets that are specific, measurable, achievable, results oriented and time related.
10. Provide the necessary support to employees to enable them to achieve performance objectives.
11. Coordinate workflow and administrative activities necessary to deliver and document all performance management activities.
12. Conduct benchmarking studies and market research, to produce reports and recommendations that elevate the Performance Management function.
13. Carry out other duties as assigned by Line Manager.

Succession Planning:

1. Assist in identifying the key leadership positions, specialized roles, and other critical roles that are essential to the organization's success.
2. Analyze the impact of these roles on the organization's overall performance and long-term viability, and provide a recommendation for the Manager to implement.
3. Identify high-potential individuals who could be groomed for these future leadership roles.
4. Assist in assessing the organization's talent pipeline and identifying any gaps or areas for development.
5. Collaborate with the Training and Development team to provide support in creating individualized development plans for identified successors, focusing on the specific skills and experiences they need to succeed in their targeted roles.
6. Facilitate in coordination with the Training and Development team opportunities for job shadowing, mentoring, coaching, and cross-training to help successors gain the necessary exposure and experience.
7. Develop detailed succession plans for critical roles, outlining the potential successors, their readiness levels, and the timeline for transition.
8. Ensure the succession plans are aligned with the organization's strategic objectives and that they are regularly reviewed and updated.
9. Establish clear communication channels and transparency around the succession planning process as when and if required.
10. Assist in linking the succession planning process to the organization's performance management system, career development, and training initiatives.
11. Monitor the effectiveness of the succession planning program and provide feedback to the HR team for potential adjustments.

Bachelor's degree in Human Resources, Business Administration and/or Organizational Development qualifications. CIPD Level 3 / 5 is a plus.

A minimum of 2 years of experience within the Organizational Development or other related HR fields.

If you meet the criteria and you are enthusiastic about the role, we would welcome your application. To complete the application you would need the following document(s):

• Manage the end-to-end recruitment process, from job posting and candidate sourcing to offer negotiation and onboarding.
• Develop and implement effective sourcing strategies using various channels, including job boards, social media, professional networks, and direct sourcing.
• Screen resumes, conduct initial interviews, and assess candidates' qualifications and fit for specific roles.
• Collaborate with hiring managers to define job requirements, candidate profiles, and interview processes.
• Build and maintain a strong pipeline of qualified candidates for current and future openings.
• Utilize Applicant Tracking Systems (ATS) to manage candidate data and track recruitment progress.
• Ensure a positive and engaging candidate experience throughout the recruitment journey.
• Participate in employer branding initiatives and career fairs to attract talent.
• Maintain accurate and up-to-date records of recruitment activities.
• Stay informed about market trends and best practices in talent acquisition.
• Contribute to the development and improvement of HR policies and procedures related to recruitment.
• Analyze recruitment metrics and provide insights to hiring managers and HR leadership.

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• Minimum of 3 years of experience in recruitment or talent acquisition, preferably within a corporate HR environment.
• Proven ability to source and attract passive candidates.
• Experience with Applicant Tracking Systems (ATS) and HRIS.
• Strong understanding of recruitment best practices and employment laws.
• Excellent communication, interpersonal, and interviewing skills.
• High level of organization and attention to detail.
• Ability to manage multiple priorities and meet deadlines.
• Proficiency in Microsoft Office Suite.
• Experience in behavioral interviewing techniques is a plus.

• Manage the end-to-end recruitment process for open positions.
• Develop and execute effective sourcing strategies to attract passive and active candidates.
• Screen resumes, conduct initial interviews, and assess candidate qualifications.
• Partner with hiring managers to define job requirements and create compelling job descriptions.
• Facilitate interview processes and provide guidance to hiring teams.
• Extend job offers and negotiate employment terms.
• Maintain accurate candidate records and track recruitment metrics within the Applicant Tracking System (ATS).
• Develop and nurture a robust talent pipeline for future hiring needs.
• Contribute to employer branding initiatives and talent community engagement.
• Stay abreast of industry trends and best practices in talent acquisition.

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• Minimum of 3-5 years of experience in full-cycle recruitment, preferably within a corporate environment.
• Proven success in sourcing candidates through various channels (job boards, social media, professional networks).
• Familiarity with Applicant Tracking Systems (ATS) and HR Information Systems (HRIS).
• Excellent interpersonal, communication, and negotiation skills.
• Strong understanding of employment laws and best practices.
• Ability to manage multiple priorities and work effectively in a fast-paced environment.

• Manage the full recruitment lifecycle for various client roles.
• Develop and implement effective sourcing strategies.
• Source, screen, and assess candidates.
• Build and maintain relationships with potential candidates.
• Conduct thorough interviews and reference checks.
• Coordinate interview schedules with clients.
• Utilize ATS and other recruitment tools efficiently.
• Provide an excellent candidate experience.

• Bachelor's degree in HR, Business, or related field.
• 3-5 years of experience in talent acquisition or recruitment.
• Experience in a recruitment consultancy is preferred.
• Proficiency with ATS and sourcing platforms.
• Strong interviewing and assessment skills.
• Excellent communication and networking abilities.
• Ability to manage multiple priorities effectively.