Jawaher Al-Shamari

Strategic Planning & Policy Alignment
Led the development and execution of organizational strategy aligned with MoL policies, national workforce plans, and labor market regulations.

Reports Delivered:
1. Monthly basis PMO Projects Status (Project Management Operations) updates - External Report to MOL team.
2. Monthly PMO Projects Status - Internal Report to CEO
3. National Planning Council quarterly report - External Report

Acted as the primary strategic interface with the Ministry of Labour, government stakeholders, and regulatory bodies.
Managed strategic partnerships with employers, training providers, and workforce ecosystem partners.
Management.
Assessed strategic and operational workforce risks, integrating risk mitigation, labor sustainability into planning.

Monetization Strategy Project
Develop Jusour future strategic ambitions, by conducting assessment and gap analysis of Jusour
current program portfolio
Deliver the project implementation roadmap to achieve Jusour future strategic plan and submit it to
her excellency Shikha Najwa bint Abdulrahman Al-Thani
Define and design new programs ensuring substantial revenue generation. By creating new
programs/ initiatives that can be considered as a revenue pathway.
Collect documentation from Jusour and interview staff to evaluate current and historical
performance
Benchmarks and Identify Global Winning Strategies
Review of international and regional benchmark for labor market program and initiatives (e.g. Saudi
Arabia, MENA) and international entities that have similar labor market platform and / or nature of
regulatory market Commercialization of Current Programs
Revise current commercialization of Jusours current program
Define possible new products under current program to maximize revenue generation
Identify potential new programs based on Qatar labor market's needs. For each new program,
define the Strategic rationale, Features, Revenue models, and sectors
Identify strategic enablers that critical in the of future Jusour
Identify potential risks and its management plan report

Strategic Leadership
Partnered with the executive team to design and execute the operational strategy for the Sahem platform, aligning with Jusour’s mission and vision.
Defined clear goals, KPIs, and operational objectives to drive team performance and accountability.
Built and led a high-performing operations team of five members, providing mentorship, professional development, and strategic guidance.
Process Optimization
Conducted comprehensive evaluations of existing processes to identify opportunities for improvement and increase operational efficiency across the Sahem program.
Introduced industry best practices and modern technologies to enhance workflows and streamline operations.

Oversaw the successful implementation of two key initiatives under Sahem:
1. Visa Extension support for postgraduate students.
2. Part-time employment facilitation for undergraduate students.

Budgeting & Stakeholder Engagement
Managed departmental budgeting and resource planning, ensuring cost-effective and sustainable operations.

Built and maintained strategic relationships with key private sector companies and all universities and alumni networks in Doha.
Initiated and formalized partnerships with local and regional organizations to support workforce development programs and enhance student employ-ability opportunities.

Partnership & Policy Development
Led the development and review of partnership frameworks and Memorandum of Understanding (MoUs) to ensure alignment with institutional policies and strategic goals.
Contributed to internal policy development, focusing on enhancing operational standards and ensuring regulatory compliance for Sahem and Mustaqel programs.

Actively represented Jusour at key national and international platforms to promote collaboration and build strategic partnerships, including:
1. Qatar Web Summit - Jusour 2024
2. Qatar Economic Forum 2024
3. Qatar University Career Fair 2024
4. Hamad Bin Khalifa University Career Fair 2024
5. Georgetown University in Qatar Career Fair 2024
6. Lusail University Career Fair 2024
7. DOHA INSTITUTE FOR GRADUATE STUDIES, UDST Career Fair 2024
8. Doha College Career Fair 2024
9. Community College of Qatar, CCNQ Career Fair 2024
10. QNCC Career Fair 2024
11. Carnegie Mellon University, CMU- Career Fair 2024
12. Rio Web Summit 2024
13. University of Doha for Science and Technology 2024
14. Al Rayyan International University College
15. Virginia Commonwealth University career fair 2024
16. Weil Cornell University career fair 2024.

Played a key role in formalizing institutional partnerships, including:
1. Signing a MOU with Qatar University
2. Signing an MoU with Mada Center to support digital inclusive in employment initiatives for Disabled in Qatar
3. Qatar Cybersecurity Authority MOU
4. Al Shafallah Center MOU
5. Collaboration with the Ministry of Social Development and Family Affairs MOU to focused on empowering people with disabilities in the community
6. Build Partnership with Northwestern University in Qatar
7. Partnership with Global Studies Institute in Qatar

Partnership with Qatar Foundation to develop "You Can" program that aims to empower people with disabilities in Qatar by promoting their inclusion in the labor market. Our participation involved delivering training workshops, raising awareness among employers, supporting campaigns to improve perceptions, and connecting job seekers with disabilities to potential employers. This initiative supports Qatar’s vision of an inclusive workforce with equal opportunities for all. 24 Disabled Qatari have successfully employed in different entities in the Qatari Market

• Recruitment Strategies:
Develop and implement the HR strategic plan pertaining to recruitment, including the establishment and execution of effective recruitment methodologies.
Support the formulation and enhancement of best practice procedures within the recruitment function, identifying and recommending process improvements.
Manage and uphold the employer branding for ORYX GTL, ensuring a positive organizational image is conveyed to applicants, internal stakeholders, and external partners.

• Recruitment Planning:
Lead the development of comprehensive recruitment and interview plans for each open position, ensuring alignment with the Company’s recruitment policies and procedures.
Collaborate closely with line managers to devise, coordinate, and finalize recruitment strategies and timelines for filling vacancies.
Coordinate with the HR Manager and Immigration Department to prepare annual workforce planning, considering the nationalities of prospective hires and ensuring timely processing of work visas.

• Policy Review
Reviewed and aligned the recruitment and manpower policy with Qatar Energy’s main policy to ensure compliance and consistency with industry standards.

Recruitment Formalities and Onboarding Coordination
Coordinated and conducted interviews for new hires, including both in-person and virtual sessions via MS Teams, and assessed candidate suitability through structured interview evaluations.

Reviewed and shortlisted CVs from the internal Recruitment Database in alignment with E-MPR (Manpower Power Requisition) criteria and organizational selection standards, conducting initial screening for shortlisted candidates.
Managed pre-offer procedures for international candidates, ensuring alignment with relocation policies and preparing formal employment offers for successful candidates relocating to Doha.
Oversaw end-to-end recruitment documentation processes, ensuring timely and compliant handling of required formalities


Compensation & Salary Scale Design

Developed structured employment offers tailored to various employment categories

Analytical Studies & Workforce Planning:
Conducted in-depth manpower analysis by reviewing internal data and market benchmarks to support workforce planning and strategic HR initiatives.
Evaluated workforce trends and provided actionable recommendations on issues such as age profiling, retirement projections, succession planning, and secondment/return from projects.
Forecasted retirement and Qatarization metrics six months in advance to proactively support departmental succession planning and resource allocation.
Contributed to annual manpower budgeting by identifying workforce risks and proposing long-term staffing solutions.

Recruitment Strategy & Employer Branding:
Developed and implemented strategic HR plans for recruitment, focusing on optimizing sourcing methods and aligning with organizational goals.
Established recruitment process improvements and best practice guidelines to enhance operational efficiency and compliance.

Manpower & Recruitment Reporting
Oversaw end-to-end manpower processes, including terminations, resignations, secondments, transfers, re-designations, contract type changes, contract renewals/expirations, retirements, and Qatarization.
Generated comprehensive ad hoc reports supporting workforce-related decision-making and planning.
Maintained accurate and up-to-date records of all manpower movements to ensure data integrity and reporting consistency.

Vacancy Management & Recruitment Operations
Manpower Requests Analysis:
Reviewed and analyzed all manpower requisitions to assess operational needs and potential organizational impacts.
Collaborated with cross-functional teams to investigate discrepancies and recommend optimized staffing solutions, balancing departmental requirements with corporate guidelines.

Recruitment Budgeting & Cost Control:
Developed and monitored the recruitment budget, ensuring staffing activities aligned with the annual financial plan.
Tracked recruitment-related expenditures and prepared budget utilization reports.
Coordinated payments for recruitment agency services and ensured compliance with financial processes.

Document Control & Policy Development

Recruitment Policies & Procedures

Career Fair Participation & School Engagements
Actively represented the organization in key career fairs and institutional outreach, contributing to national talent acquisition and employer branding

Recruitment Automation & System Management

Qatarization Compliance
Ensured full compliance with Qatarization policies by maintaining accurate records, monitoring progress, and facilitating internal reporting and communication processes.

Balanced Scorecard & KPI Monitoring

Manpower Planning & Recruitment Operations
Led the manpower planning process in alignment with ORYX GTL’s strategic objectives, overseeing both short- and long-term workforce planning.
Ensured timely collection and consolidation of manpower data from multiple stakeholders to support data-driven planning and decision-making.
Developed and maintained comprehensive manpower policies and procedures to support organizational planning and recruitment efficiency.

SAP System Updates
Ensured accurate and timely communication of workforce changes (e.g., retirements, transfers, Qatarization) to stakeholders for SAP system updates.
Coordinated HR data updates related to staffing movements and organizational changes in collaboration with relevant departments.

Manpower Requests Review & Coordination
Evaluated manpower requisitions to assess their direct and indirect impact on departments and overall workforce plans.
Collaborated with various departments to identify anomalies, propose alternative staffing solutions, and ensure manpower requests aligned with internal policies and business needs.

Project Management & Organization Design
Partnered with business leaders to assess and redesign function-specific organizational structures to improve effectiveness and operational performance.
Led the design, execution, and monitoring of strategic organization development initiatives, ensuring alignment with financial goals and enterprise-wide strategies.
Developed and maintained project plans for all organization design initiatives, ensuring continuous review and improvement based on business needs.
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Key Projects & Organizational Development
Played a pivotal role in the ORYX GTL Restructuring Project (2017), aimed at optimizing manpower costs, enhancing organizational efficiency, and streamlining decision-making processes.
Developed a strategic organizational plan for affected Qatari staff under the "Floating Candidates" initiative, aligning them with development programs and suitable roles.
Led the design and implementation of the new ORYX GTL organizational structure in 2018.
Conducted benchmarking and external consultation with peer organizations (e.g., Shell, Woqood, Dolphin) to enhance the Security Department’s structure.

Organizational Structure Management
Led the development, review, and maintenance of comprehensive organizational charts for company departments and groups.
Ensured accuracy and alignment of structure updates with strategic workforce initiatives and leadership approvals.

Job Analysis & Description Development
Provided expert consultation to departments on job analysis and job description development.
Facilitated the alignment of job descriptions with approved organization structures through continuous review and quality assurance.
Oversaw the end-to-end lifecycle of job descriptions, from drafting and validation to final approval and implementation.

Job Evaluation & Classification
Partnered with Hay Group and departmental managers to evaluate and classify evolving job roles across the organization.
Assigned salary grades aligned with job responsibilities, qualifications, and market benchmarks.

Supported departments in preparing job descriptions for newly created roles and ensured consistency in classification practices.
Maintained updated online job descriptions accessible to all employees, ensuring transparency and standardization.

SAP System Management
Leveraged HR technologies and systems to maintain high accuracy and enhance internal client satisfaction.
Collaborated with HRIS Analysts and Manpower Planning teams to update and design organizational structures within SAP, ensuring alignment with operational needs.

Organizational Analysis & Strategic Studies
Conducted critical evaluations to identify the need for organizational structure changes and enhancements.
Benchmarked key organizational design elements through research and engagement with local, regional, and international entities to identify best practices and performance gaps.
Performed ad-hoc analytical assignments and special investigations to support organizational development initiatives.
Provided administrative support and coordination across departments to facilitate structural alignment and awareness of organizational charts.
Acted as a liaison between business units to drive successful implementation of required changes in organizational design.

Departmental KPI Oversight
Served as the key representative for the HR Department in Admin Group Balanced Scorecard meetings.
Led the development and implementation of Section KPIs, tracking actual performance against annual targets to support performance-driven HR operations.

Document Control & Governance
Maintained full ownership of IMS documentation processes, ensuring accuracy and compliance.
Developed, reviewed, and updated section procedures, matrices, forms, and operational documentation in line with corporate standards and audit requirements.