Senior HR Executive

JOB PURPOSE

To act as the primary HR contact for blue collar (worker) employees across assigned divisions, managing day-to-day employee relations matters, onboarding coordination, performance and probation support, and employee engagement initiatives. The role ensures consistent application of HR policies and procedures for the worker population and escalates complex or high-risk cases to the HR Executive or HR Business Manager where required.

KEY RESULTS AREAS / DELIVERABLES AND KEY ACTIVITIES

1.EMPLOYEE RELATIONS (LABOR WORKFORCE)

Serve as a liaison between HR and the Employees for all blue collar workers to ensure proper discussion and resolution of issues and concerns faced by the Employees within the assigned Division.

• Manage day-to-day employee relations matters including grievances, complaints, disciplinaries and conduct issues.
• Conduct routine disciplinary & grievance investigations and recommend appropriate outcomes in line with company policy and Qatar Labor Law.
• Escalate complex, high-risk or legally sensitive cases to the HR Executive or HR Business Manager.
• Maintain accurate documentation and trackers of all ER cases and provide weekly updates to the HR Business Manager.
• Ensure timely closure of all employee complaints through coordination with Compensation, Administration and other HR functions.
• Provide guidance and coaching to operational supervisors on handling worker-related performance and conduct matters.
• Support supervisors in managing conduct and capability issues, implementing improvement plans and managing disciplinary procedures.

2.ONBOARDING, INDUCTION & PROBATION MANAGEMENT (LABOR WORKFORCE) 

• Coordinate onboarding process for blue collar employees, including documentation verification, travel & accommodation arrangements.
• Deliver Group-level Blue Collar New Joiner Induction sessions, ensuring clear communication of company values, code of conduct, HR policies, accommodation standards and employee expectations.
• Ensure smooth integration of new workers into assigned divisions.
• Monitor probation periods and follow up with line supervisors regarding confirmation, extension or termination.
• Support operational managers in managing probation-related performance concerns.

3.PERFORMANCE MANAGEMENT SUPPORT (LABOR WORKFORCE)

• Support operational supervisors in implementing performance management processes for workers.
• Ensure consistency and fairness in application of performance standards.
• Provide coaching to supervisors on documentation and conducting performance discussions.
• Escalate complex or sensitive performance cases to HR Executive where required.

4.EMPLOYEE ENGAGEMENT 

• Support the implementation of Group-wide employee engagement initiatives across both blue collar and white collar populations.
• Coordinate employee recognition programs, engagement events and welfare initiatives in collaboration with HR Executive and operational teams.
• Draft and circulate employee communications relating to engagement events, recognition initiatives, key announcements and employee achievements.
• Prepare engagement-related materials, presentations and event content to promote positive employee relations and reinforce company values.
• Support administration and coordination of employee engagement surveys, including communication and participation follow-up.
• Gather feedback from employees and operational teams and provide insights to HR Business Manager.
• Highlight recurring concerns and recommend improvement actions.

5.HR METRICS, EXIT MANAGEMENT & REPORTING

• Conduct exit interviews for voluntary leavers within the worker population.
• Document trends, recurring issues and areas of concern and escalate significant findings.
• Prepare and maintain quarterly HR metrics relating to blue collar workforce (turnover, absenteeism, disciplinary cases, probation outcomes, etc.).
• Provide operational HR reports to HR Business Manager and support improvement discussions with operational teams.

6.HR POLICY IMPLEMENTATION & TRAINING

• Ensure consistent implementation of approved HR policies and procedures across assigned divisions.
• Provide accurate guidance to supervisors and employees on HR processes and requirements.
• Deliver ad hoc training sessions and toolbox-style briefings to supervisors and workers on HR policies, disciplinary procedures, performance management and company standards.
• Support the roll-out of new HR processes and initiatives under direction of HR Business Manager or HR Executive.
• Escalate policy gaps, inconsistencies or interpretation matters to HR Executive.

7.ADHOC & TEAM SUPPORT

• Support the HR team in delivering departmental objectives.
• Act as back-up for other HR team members when required.
• Undertake additional responsibilities as assigned by HR Business Manager.