72 Performance Management jobs in Bahrain

Company: Gulf Air

Division: Commercial

Location: (Location not specified)

Department: Revenue Management

Closing Date: 19-Jan-2025

This is an integral part of the Pricing & Revenue Management and Commercial team in which the jobholder will play a crucial role in driving decisions to drive revenue growth and profitability of Gulf Air.

Owner of all pricing and revenue management performance KPIs as well as revenue and budgeting reports for top-level management. Making daily decisions around quality of data and best visualization and analysis to ensure leadership and analysts have sound data, reports, methods to make timely and sound decisions including key metrics used to measure and drive improved revenue performance.

Driving and leading internal and cross-functional teams focusing on revenue generation opportunities as well as identifying areas of risk to mitigate revenue risk. Performs sensitivity and other complex analyses and makes recommendations to drive decision-making for the business.

1. Lead internal and cross-functional teams to identify revenue risks and growth opportunities throughout the network. Be accountable for decisions and action plans to ensure revenue generation.
2. Use advanced tools and analytical techniques to create efficient and effective performance and tracking tools to ensure performance is measured at all levels of the network within pricing and revenue management. Provide consistent updates of flown and future performance and key economic KPIs such as revenue spill, spoilage, RASK, etc.
3. Understand risk models and decide which key revenue/profitability indicators are most impactful to take proactive steps to create contingency scenarios individually, with team members as well as cross-functionally to reduce revenue degradation risk.
4. Responsible for creating, building, and maintaining department-wide management reports that give key insights into PRM and RASK performance. Ability to lead ideation and business process sessions with all levels of the organization to ensure effective reports and data are created driving efficient and effective PRM strategies.
5. Create revenue impact analysis for network-wide pricing and demand actions including their effect on markets, revenue, and competitive trends and have a fundamental understanding of the data. Create competitor fare data and monitoring reports and ensure the team leverages them into day-to-day business processes.
6. Using advanced technical skills, create highly insightful reports at all levels of the network for PRM to ensure the team has proper tools/insights to make sound decisions to create PRM strategies for peak periods and special events. Additionally, monitoring tools to ensure strategy execution and adjustments are appropriate and decides points of inflection needed for timely reviews.
7. Responsible for managing a wide range of projects and revenue scenario modeling with finance, Pricing and Revenue Management, and other Commercial teams.
8. Consistently create system-wide analysis of past performance and show drivers of revenue performance at network, regional, route, O&D, and/or analyst level as well as deciding what insights are most impactful in terms of forward-looking trends and performance.
9. Based on usage and other analysis and trends, decide when business process and ideation sessions are required and lead them. Ensure reports and tools are being leveraged and pricing and demand management are working effectively to drive revenue growth.
10. Using advanced modeling and AI/machine learning techniques, build tools and reports to leverage pricing systems (infare, atpco, airprice, RO, etc.) and ensure capacity changes for the airline and key competitors are understood throughout the team and help develop key reports and tools to help PRM team members monitor and adjust strategies as needed based on market conditions and demand trends.
11. Responsible for generating waterfall and other dynamic charts and pairing with proper analysis and insights to create and lead presentations for management teams.
12. Create frameworks to ensure continual evaluation and improvement for revenue management processes and systems.

Educated to university degree level in Economics, Math, Finance, or a related field. Master's degree preferred. Highly PC literate with a strong working knowledge of Excel, Word, PowerBI, SQL, and PowerPoint. Good standard of written/spoken English required.

At least 3 years’ experience in an analytical role, strategic planning, financial analysis, or business consulting with clear experience making sound decisions. Experience in the airline industry and an understanding of Pricing and Revenue Management is preferred.

Experience in drawing insights from complex data sources and explaining those insights in business-friendly terms to stakeholders at all levels.

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):

Business Unit: stc

Location:

Contract Type: Full Time

Closing Date: 04-Dec-2024

To develop, continuously enhance and implement stc BH’s corporate performance management framework, ensuring timely & effective execution of stc BH’s strategic priorities, initiatives, and projects while providing management with significant business insights to support the fulfillment of stc Bahrain’s overall strategic aspirations.

Strategic Contribution:

1. Contribute to the development of the Corporate Performance and Program Management section’s objectives and lead their achievement by performing and delegating related activities.
2. Support strategy development and implementation at the organization, sector, and department level, ensuring insights derived from corporate performance management and program management are fully cascaded into the corporate strategy and/or business plan development process.
3. Manage the preparation of and monitor the Corporate Performance and Program Management section’s business plans and annual budget, in line with the company’s objectives.
4. Control expenditure against approved divisional budget on a regular basis and investigate and reconcile any significant variances to ensure effective cost control.

Corporate Performance Management and Program Management:

1. Monitor and facilitate the execution of the corporate strategy by assisting in identifying obstacles and enablers, collaborating with relevant chiefs/directors to ensure that key milestones are met and that implementation plans are on schedule.
2. Prepare all required material/documents for periodic corporate level performance boards and monthly/quarterly business reviews.
3. Develop performance management dashboards highlighting areas for focus and/or improvement to ensure corporate objectives are being met and present them to senior management in a timely manner.
4. Conduct periodic competitive position/market share analysis and generate key insights/potential corrective actions.
5. Carry out in-depth and detailed ad-hoc analysis on specific aspects of corporate performance, aiming to conduct root cause analysis behind underperformance or major deviations and identify corrective actions.
6. Participate in various relevant committees and present annual and periodic reports, contributing to speedy and high-quality decision making.
7. Support the Senior Director Strategy Management and Planning in augmenting/refresher the corporate strategy in line with regular progress tracking, by providing tracking information as a basis for adjustments.
8. Define, implement, and own stc Bahrain’s data analytics strategy and roadmap in terms of platforms, automated processes, solutions, and KPIs to facilitate the performance management process and oversee corporate strategy execution and performance.
9. Lead the development of business cases to implement new business opportunities and oversee the detailing of implementation plans for approved opportunities to ensure optimal execution.
10. Assume PMO role in terms of supporting the Strategy Planning section in initiatives development and cascading, and facilitating reporting on strategies and initiatives progress monitoring, to increase transparency across the organization and improve communication with stakeholders.
11. Assume PMO role for ad-hoc programs in terms of managing their implementation by liaising with concerned parties and developing periodic progress reports and presenting them to management to support the escalation of any issues to relevant parties for faster decision-making.
12. Lead the annual/semi-annual market research activity for various organizational sectors/functions and drive insights aimed at enhancing customer experience & overall operational efficiency.

People Management:

1. Provide effective leadership across Corporate Performance and Program Management section by setting individual objectives, reviewing performance, developing, and motivating employees in line with the company’s policies, culture, and work ethics.
2. Coordinate the department’s activities and manage team scheduling to ensure that all work is carried out efficiently, in line with the annual business plans, policies, and procedures.
3. Approve workforce plan and oversee staff hiring, performance management, and training activities to attract, develop and retain talent for the Corporate Performance and Program Management section.

Change Management and Continuous Improvement:

1. Lead the identification of opportunities for continuous improvement of the function’s systems, processes, and practices considering international best practices, improvement of business processes, and cost optimization.
2. Approve functional change plans with a focus on leading strategic innovation by developing new solutions or improving existing ones to drive change, meet future digitalization needs and support company’s growth.
3. Research relevant regional and global market trends to stay up to date with best practices and drive relevant initiatives for improvements.

Reporting and Compliance:

1. Ensure that all functional reports are prepared timely and accurately and meet stc Bahrain’s organizational requirements, in adherence to the company’s policies and quality standards.
2. Ensure compliance with all policies and procedures, as well as to controls related to quality, health, safety, environmental management, guaranteeing employee and assets safety and legislative compliance.

Bachelor’s degree in Business Administration, Finance, Economics, Management, or relevant field.

Preferred: Master’s degree in Strategic Management, Finance, or relevant field.

Professional Experience: Minimum of 10 years of relevant experience in Strategy Development, Project/Program Management, etc. The incumbent should have at least 6 years of experience at a relevant supervisory level, ideally in the Telecommunication sector.

If you meet the criteria and you are enthusiastic about the role, we would welcome your application.

• Manage the full recruitment lifecycle, from sourcing and interviewing to onboarding new employees.
• Develop and implement HR policies and procedures that align with company objectives and legal requirements.
• Administer employee benefits programs, including health insurance, retirement plans, and other statutory benefits.
• Handle employee relations issues, conducting investigations and providing guidance to resolve conflicts.
• Oversee performance management processes, including goal setting, performance reviews, and development planning.
• Ensure compliance with all labor laws and regulations.
• Maintain accurate employee records and manage HR information systems (HRIS).
• Develop and deliver HR training programs on various topics, such as compliance, company policies, and professional development.
• Promote a positive company culture and employee engagement initiatives.
• Serve as a trusted advisor to employees and management on HR-related matters.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field.
• Minimum of 3-5 years of experience as an HR Generalist or in a similar HR role.
• Solid understanding of all key HR functions, including recruitment, compensation, benefits, employee relations, and compliance.
• Proficiency with HRIS and payroll systems.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to handle sensitive information with confidentiality and discretion.
• Strong organizational skills and attention to detail.
• Ability to work independently, manage multiple priorities, and thrive in a remote work environment.
• Knowledge of local labor laws and regulations.
• Professional HR certification (e.g., SHRM-CP, PHR) is a plus.

• Develop and execute comprehensive talent management strategies, including workforce planning, succession planning, and leadership development.
• Partner with hiring managers to attract, recruit, and onboard top talent.
• Implement and manage performance management processes, ensuring fair and effective evaluations.
• Design and deliver employee development programs to enhance skills and career progression.
• Drive employee engagement initiatives and foster a positive work environment.
• Advise and coach leadership on complex HR matters, including employee relations and organizational change.
• Analyze HR data and metrics to identify trends and inform talent strategies.
• Ensure compliance with all labor laws and HR policies.
• Manage compensation and benefits administration in coordination with relevant teams.
• Facilitate talent reviews and identify high-potential employees.
• Act as a change agent, supporting the implementation of new HR initiatives and organizational changes.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP) is a plus.
• Minimum of 5 years of experience in Human Resources, with a strong focus on talent management and employee development.
• Proven experience in designing and implementing talent acquisition, performance management, and succession planning programs.
• Excellent understanding of HR best practices, employment law, and compliance requirements.
• Strong business acumen and the ability to translate HR strategies into business outcomes.
• Exceptional interpersonal, communication, and influencing skills.
• Proficiency in HRIS systems and other HR technology platforms.
• Demonstrated ability to build rapport and credibility with stakeholders at all levels.
• Strong analytical and problem-solving skills.
• Ability to manage multiple priorities and thrive in a fast-paced environment.

• Partner with business leaders to understand organizational needs and develop tailored HR solutions.
• Lead and manage all aspects of the talent management lifecycle, including recruitment, onboarding, performance management, and employee development.
• Design and implement succession planning strategies to identify and develop future leaders.
• Drive employee engagement initiatives and foster a strong organizational culture.
• Provide expert advice and coaching to managers on employee relations, HR policies, and best practices.
• Oversee the annual performance appraisal process, ensuring fairness and consistency.
• Develop and deliver training programs to enhance employee skills and leadership capabilities.
• Analyze HR data and metrics to identify trends and inform strategic decision-making.
• Manage compensation and benefits programs in alignment with market benchmarks and company philosophy.
• Ensure compliance with all relevant labor laws and regulations.
• Facilitate conflict resolution and address employee grievances effectively.
• Contribute to the development and implementation of HR policies and procedures.
• Champion diversity and inclusion initiatives throughout the organization.
• Support organizational change management processes.

• Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree or relevant HR certification (e.g., SHRM-CP, SHRM-SCP) is a plus.
• Minimum of 5 years of progressive experience in Human Resources, with a strong focus on talent management and HR business partnering.
• Proven experience in developing and implementing talent management strategies.
• In-depth knowledge of performance management systems, succession planning, and employee development programs.
• Strong understanding of employment law and HR best practices.
• Excellent interpersonal, communication, and influencing skills.
• Demonstrated ability to build strong relationships with stakeholders at all levels.
• Proficiency in HRIS systems and HR analytics.
• Experience in conflict resolution and employee relations.
• Ability to manage multiple priorities and work effectively under pressure.
• Demonstrated commitment to ethical practices and confidentiality.

• Partner with business leaders to understand organizational needs and develop strategic talent management plans aligned with business objectives.
• Oversee and manage talent acquisition processes, including recruitment, sourcing, and onboarding.
• Develop and implement performance management frameworks, ensuring fair and effective evaluation processes.
• Design and execute employee development programs, including training, mentoring, and succession planning.
• Drive employee engagement initiatives, fostering a positive and inclusive work culture.
• Provide guidance and support to managers on HR-related matters, including employee relations, conflict resolution, and performance improvement.
• Analyze HR data and metrics to identify trends, measure the effectiveness of HR initiatives, and provide actionable insights.
• Ensure compliance with labor laws and company policies.
• Facilitate organizational change initiatives and support teams through transitions.
• Collaborate with the broader HR team to ensure seamless delivery of HR services.
• Champion diversity, equity, and inclusion initiatives within the organization.
• Maintain confidential employee information with the utmost integrity.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Master's degree or HR certification (e.g., SHRM-CP/SCP, CIPD) is a plus.
• Minimum of 5 years of experience in Human Resources, with a significant focus on Talent Management, HR Business Partnering, or a related role.
• Proven experience in talent acquisition, performance management, employee development, and engagement strategies.
• Strong understanding of HR best practices, labor laws, and compliance regulations.
• Excellent analytical, problem-solving, and strategic thinking skills.
• Exceptional interpersonal, communication, and influencing skills.
• Ability to build strong relationships and credibility with stakeholders at all levels.
• Demonstrated ability to work independently and manage multiple priorities in a **remote-first** environment.
• Proficiency in HRIS systems and HR analytics tools.
• A proactive and results-oriented approach.

• Partner with business leaders to understand their talent needs and develop strategic HR plans to support organizational goals.
• Oversee the full talent lifecycle, including workforce planning, talent acquisition, onboarding, performance management, and succession planning.
• Develop and implement effective recruitment strategies to attract and retain top talent in a competitive market.
• Design and deliver comprehensive employee development programs, including training, coaching, and career pathing initiatives.
• Manage complex employee relations issues, ensuring fair and consistent application of HR policies and procedures.
• Conduct needs assessments and recommend appropriate HR interventions to improve employee engagement and productivity.
• Analyze HR metrics and provide insights to leadership on key talent trends and potential risks.
• Ensure compliance with all local labor laws and regulations.
• Facilitate organizational change initiatives and support employees through transitions.
• Champion company culture and values, promoting a positive and inclusive work environment.
• Collaborate with the wider HR team to share best practices and contribute to the development of HR policies and programs.
• Support compensation and benefits administration, ensuring competitive and equitable packages.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. A Master's degree is a plus.
• Minimum of 5-7 years of experience in a strategic HR Business Partner or similar role.
• Proven expertise in talent management, including recruitment, performance management, and employee development.
• Strong understanding of employment law and HR best practices.
• Excellent interpersonal, communication, and influencing skills, with the ability to build rapport with stakeholders at all levels.
• Demonstrated ability to manage complex employee relations issues with discretion and sound judgment.
• Proficiency in HRIS systems and HR analytics.
• Strong organizational and project management skills.
• Ability to work independently and as part of a team in a fast-paced environment.
• This role requires consistent presence in our Hamad Town, Northern, BH office.