Job Summary:
he job holder shall work in a variety of settings to guide employees in making decisions about their work performance and career progress and shall be responsible for providing guidance, counsel, and support to employees and managers on employee relations matters, performance management issues, development plans, career pathway, disciplinary actions, policy violations, investigations, and other workplace concerns. The job holder shall handle the learning and professional development of MOPH workforce while equipping staff with the knowledge, practical skills and motivation to improve their performance and carry out their work activities effectively as well as enhancing learning, motivational culture and productive work environment.
Key Roles and Responsibilities:
1. Participate in coaching and mentoring program, ensure proper matching of profiles, collaborate with coaches/mentors with initiating relationships and developing action plan, monitors and ensures that detailed coaching/mentoring plans, reporting mechanisms, issue resolution processes, and communications are timely and meet quality guidelines
2. Develops a positive relationship with employees, promotes direct communication and positive rapport amongst employees and managers. Focuses on solving conflict by confronting negative behavior, encouraging the expression of differing viewpoints, identifying and discussing underlying issues, developing win-win solutions, and maintaining confidentiality.
3. Plans, organizes and effectively manages to maximize efficiency and productivity, assists clients to discover and overcome their personal barriers and set objectives, prioritize and plan work activities, identify specific action steps and resources, anticipate problems and develop contingency plans.
4. Act as both a liaison and an advisor and provide expertise on solving performance issues to staff and management while ensuring compliance with applied laws and regulations, and MOPH policies/processes.
5. Participate in planning, continuous monitoring, evaluations, and performance development plans and contribute in enhancing the client behavioral/technical competencies
6. Provide guidance to the Qatarization Development plans, in line with HR and MOPH strategies and advocate and promote Nationalization initiatives across MOPH.
7. Contribute/ support employees’ engagement programs, including the delivery of induction/ orientation programs for new hires and employees’ rewarding and recognition program, leadership development program, employee assessment and succession planning, along with recommendations for programs improvement as appropriate.
8. Design, develop, update, and deliver professional quality presentations and training materials to include classroom trainings, job aids, quick reference guides, webinars, videos, and eLearning that engage, align, inform, and inspire employees in support of MOPH strategy, goals, and initiatives.
9. Recommend training needs and opportunities for performance improvement, monitor and evaluate employee's progress and development and utilize proficiency assessment tools that is consistent with MOPH appraisal, developmental and feedback standards.
10. Provides coaching, guidance and counsel to employee to solve relations issues, to management on employee related problems which could result / or resulted in oral or written discipline and recommends appropriate actions. This includes isolating causes from symptoms, gathering information from a variety of sources, compiling information and solutions, involving others as appropriate, readily committing to action, making decisions that reflect sound judgment, report findings to management in a timely manner and consult with management on appropriate course of action.
11. Maintain required documentation notes, reports /or evidence of action taken.
12. Work with different HR teams to take part in various HR projects and continuous improvement initiatives
13. Assist in the rollout and implementation of HR programs
14. Perform other duties as requested to meet the ongoing organizational needs.
Essential Education:
BSc/BA in social studies, business discipline or relevant field; master's degree in social studies, counselling, psychology or relevant field preferred.
Required Certification/ Licensure:
Completed coach-specific training in line with international standards and demonstrate appropriate understanding coaching, leadership, Code of Ethics and Core Competencies. Achieved a designated number of coaching experience hours.
Essential Experience:
Based on the education and experience, the grade would vary in line with the HR law.
*Experience in developing and/or implementing and delivering coaching sessions and formal training programs.