358 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 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.

• Managing the end-to-end recruitment process for various client roles.
• Developing and implementing effective sourcing strategies to identify qualified candidates.
• Screening resumes and conducting initial candidate interviews to assess suitability.
• Building and maintaining a strong pipeline of active and passive candidates.
• Partnering with hiring managers to understand their talent needs and hiring priorities.
• Extending offers and negotiating terms of employment with candidates.
• Ensuring a high-quality candidate experience throughout the recruitment lifecycle.
• Maintaining accurate candidate data in the applicant tracking system (ATS).
• Staying informed about market trends and best practices in talent acquisition.
• Contributing to employer branding initiatives.

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 3 years of experience in recruitment or talent acquisition, preferably within a consultancy or agency setting.
• Proven success in sourcing and attracting candidates for various industries.
• Proficiency with applicant tracking systems (ATS) and recruitment tools.
• Excellent understanding of sourcing methodologies and techniques.
• Strong communication, negotiation, and interpersonal skills.
• Ability to manage multiple tasks and priorities in a remote work environment.
• A proactive and results-oriented approach.
• Experience working with international clients or candidates is a plus.

• Manage the end-to-end recruitment process for various roles, from job posting to offer negotiation.
• Develop and implement effective sourcing strategies to attract a diverse pool of qualified candidates.
• Conduct thorough candidate screening through resume review, phone interviews, and initial assessments.
• Partner with hiring managers to understand job requirements and develop effective interview plans.
• Coordinate and schedule interviews and facilitate communication between candidates and hiring teams.
• Extend job offers and negotiate compensation packages.
• Build and maintain a strong pipeline of potential candidates for future hiring needs.
• Utilize various recruitment tools and technologies, including Applicant Tracking Systems (ATS).
• Ensure a positive and professional candidate experience throughout the hiring process.
• Track recruitment metrics and provide regular reports on hiring progress and key performance indicators.
• Contribute to employer branding initiatives to attract top talent.
• Stay updated on recruitment best practices and market trends.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Minimum of 3 years of experience in talent acquisition or recruitment.
• Proven experience in full-cycle recruitment, preferably in a fast-paced environment.
• Strong understanding of sourcing techniques and recruitment channels.
• Proficiency in using Applicant Tracking Systems (ATS) and HRIS.
• Excellent communication, interpersonal, and negotiation skills.
• Strong organizational skills and attention to detail.
• Ability to build rapport with candidates and hiring managers.
• Familiarity with employment laws and best practices is important.
• Experience with LinkedIn Recruiter and other professional networking platforms.
• Ability to work independently and as part of a team.