5 061 Staff Management jobs in Bahrain

• Partner with business leaders to understand their strategic goals and translate them into actionable HR initiatives.
• Develop and implement talent management strategies, including succession planning, talent development, and performance management programs.
• Provide expert guidance on employee relations issues, including conflict resolution, disciplinary actions, and policy interpretation.
• Drive organizational development initiatives, including change management, team effectiveness, and culture enhancement.
• Collaborate with the talent acquisition team to develop and execute effective recruitment strategies to attract and retain top talent.
• Advise on compensation and benefits strategies to ensure competitiveness and fairness.
• Conduct needs assessments and recommend HR solutions to address business challenges.
• Facilitate employee engagement programs and initiatives to foster a positive work environment.
• Ensure compliance with all relevant labor laws and regulations.
• Analyze HR data and metrics to provide insights and recommendations to leadership.
• Support leadership in navigating complex employee situations and driving positive outcomes.

• Partner with assigned business units to understand their strategic goals and develop aligned HR strategies.
• Lead workforce planning initiatives, including organizational design, talent forecasting, and succession planning.
• Provide guidance and support on employee relations matters, including conflict resolution, disciplinary actions, and investigations.
• Collaborate on talent management processes, including performance management, professional development, and career pathing.
• Develop and implement HR programs to enhance employee engagement, retention, and organizational effectiveness.
• Advise leadership on compensation and benefits strategies to attract and retain top talent.
• Ensure compliance with all local and national labor laws and regulations.
• Facilitate change management initiatives and support organizational restructuring.
• Analyze HR data and metrics to identify trends and provide insights to leadership.
• Serve as a key point of contact for HR-related issues within assigned business units.

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. A Master's degree or relevant HR certification (e.g., SHRM-CP, SHRM-SCP, HRCI) is highly desirable.
• Minimum of 7 years of progressive experience in Human Resources, with a significant portion as an HR Business Partner or similar role.
• Proven experience in workforce planning, talent management, and organizational development.
• Strong understanding of employment law, compensation, benefits, and employee relations.
• Excellent consulting, coaching, and influencing skills.
• Exceptional communication, negotiation, and interpersonal abilities.
• Proficiency in HRIS systems and other HR technologies.
• Ability to work independently and manage multiple priorities in a complex organizational structure.
• Demonstrated ability to build strong relationships with employees at all levels.
• Strategic mindset with a focus on delivering business results through HR initiatives.

• Partner with business leaders to understand their strategic goals and translate them into effective HR initiatives.
• Develop and implement comprehensive talent management strategies, including recruitment, retention, and succession planning.
• Provide expert guidance and support on employee relations matters, performance management, and disciplinary actions.
• Lead organizational design and development initiatives to optimize team structures and employee capabilities.
• Conduct workforce planning to forecast future talent needs and identify potential gaps.
• Advise on compensation and benefits strategies to ensure competitiveness and alignment with market trends.
• Facilitate change management processes to support organizational transformations.
• Promote a positive and inclusive company culture through targeted HR programs.
• Analyze HR data and metrics to provide insights and recommendations for business leaders.
• Ensure compliance with all local labor laws and regulations.
• Stay current with HR best practices and emerging trends in talent management and employee engagement.

• Master's degree in Human Resources, Business Administration, or a related field.
• Minimum of 7 years of progressive experience in HR, with at least 3 years in an HR Business Partner role.
• Proven experience in strategic workforce planning, talent management, and organizational development.
• Strong knowledge of employment law and HR best practices.
• Excellent consulting, coaching, and influencing skills.
• Demonstrated ability to build strong relationships and credibility with senior leaders.
• Exceptional communication, presentation, and interpersonal skills.
• Proficiency in HRIS systems and data analysis.
• Experience in managing complex employee relations issues.
• Professional certification such as SHRM-SCP or HRCI equivalent is highly desirable.

• Bachelor's degree in HR, Business Administration, or a related field.
• Significant experience (7+ years) as an HR Business Partner or in a strategic HR role.
• Proven expertise in talent management, workforce planning, and organizational development.
• Strong knowledge of employee relations, compensation, and benefits.
• Excellent communication, influencing, and stakeholder management skills.
• Experience with change management initiatives.
• Ability to analyze HR data and provide strategic insights.
• Proficiency in HRIS systems and related technologies.
• Professional HR certification (e.g., SHRM-SCP) is preferred.
• Discretion and ability to handle confidential information.

• Partner with senior leadership to develop and execute strategic workforce plans that support long-term business goals.
• Analyze workforce data (e.g., demographics, turnover, performance metrics) to identify trends and recommend proactive solutions.
• Lead talent management initiatives, including succession planning, leadership development, and performance management systems.
• Develop and implement programs to enhance employee engagement, retention, and organizational culture.
• Provide expert guidance and coaching to business leaders on HR-related matters, including employee relations, compensation, and organizational design.
• Facilitate change management processes to support organizational transformations.
• Oversee the implementation of HR policies and procedures, ensuring legal compliance.
• Collaborate with talent acquisition to ensure the right talent is attracted and onboarded effectively.
• Drive initiatives to foster diversity, equity, and inclusion within the organization.
• Measure the effectiveness of HR programs and report on key HR metrics to leadership.
• Stay current with HR trends, best practices, and relevant legislation.

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. Master's degree preferred.
• Minimum of 6 years of progressive experience in Human Resources, with a strong emphasis on HR business partnering, strategic workforce planning, or organizational development.
• Proven experience in talent management, succession planning, and performance management.
• Strong analytical and problem-solving skills, with the ability to interpret complex data and translate it into actionable insights.
• Excellent understanding of HR principles, employment law, and compliance regulations.
• Exceptional communication, interpersonal, and influencing skills, with the ability to build strong relationships with all levels of the organization.
• Demonstrated ability to work independently, manage multiple priorities, and collaborate effectively in a remote team environment.
• Experience with HRIS systems and other HR technology platforms.
• Change management expertise is highly desirable.
• Professional HR certifications (e.g., SHRM-SCP, PHR) are a plus.

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):