Job Evaluation Specialist | Compensation Structures Analyst

SPY Develop; Abu Dhabi; On-site; AED 279,000 - 446,000; Full time

Job summary

SPY Develop seeks a detail-oriented Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, position evaluation, and salary structure development across the organization. The role combines evaluation methodologies, role classification, pay structure design, and governance to ensure internal equity and external competitiveness.

Collaborate with HR, Talent Acquisition, Finance, and senior leaders to evaluate responsibilities, maintain job grades, analyze market

Qualifications

• Bachelor's degree or higher in HR, business, finance, economics, statistics, organizational psychology, or related field.
• Strong analytical capabilities and ability to translate complex job and salary information into practical recommendations.
• Solid understanding of compensation principles and market benchmarking.

Responsibilities

• Conduct job evaluations to assess role complexity, responsibilities, decision-making authority, required expertise, and organizational impact.
• Apply established job evaluation methodologies to determine appropriate job grades, levels, and position classifications.
• Review job descriptions to ensure they accurately reflect role responsibilities, qualifications, reporting relationships, and competency requirements.
• Analyze new and existing positions to support consistent job grading and alignment with the organization’s job architecture.
• Maintain job families, career levels, job codes, position hierarchies, and classification frameworks.
• Develop and maintain salary structures, pay grades, salary ranges, minimums, midpoints, and maximums.
• Conduct compensation benchmarking using reliable market salary surveys and relevant external remuneration data.
• Analyze salary market positioning to assess competitiveness across job functions, seniority levels, and geographic locations.
• Review internal pay relationships to identify potential inconsistencies and recommend appropriate adjustments.
• Evaluate proposed salary changes, promotions, job reclassifications, and new position requests against established compensation guidelines.
• Support annual compensation reviews, salary planning exercises, and merit increase cycles.
• Analyze pay distribution, salary range penetration, compa-ratios, and other compensation indicators.
• Assist with the development of compensation policies, salary administration guidelines, and job evaluation procedures.
• Collaborate with HR business partners and department managers to clarify job requirements and resolve job grading questions.
• Prepare job evaluation reports, compensation analysis summaries, and supporting documentation for review and approval.
• Conduct market pricing analyses for newly created roles and positions with changing responsibilities.
• Assess the compensation implications of organizational restructuring, role consolidation, and changes in reporting structures.
• Support career framework development by aligning job families, job levels, competencies, and progression pathways.
• Review job titles and position descriptions to promote consistency across departments and business units.
• Maintain accurate job evaluation records, compensation databases, salary structures, and approval histories.
• Use HRIS and compensation management systems to maintain job grades, salary ranges, and related position information.
• Partner with Talent Acquisition to provide salary range guidance for recruitment and offer development.
• Collaborate with Finance to assess compensation budgets, salary adjustment costs, and the financial impact of proposed changes.
• Support pay equity reviews by analyzing compensation patterns across comparable roles and identifying potential disparities.
• Assist with the review of pay transparency practices and compensation disclosures in line with applicable requirements.
• Monitor changes in compensation trends, labor market conditions, industry salary practices, and relevant employment regulations.
• Evaluate compensation proposals to ensure alignment with internal policies, budget parameters, and established approval processes.
• Identify opportunities to streamline job evaluation workflows, improve data quality, and strengthen compensation governance.
• Prepare management presentations and analytical reports to communicate findings, risks, and recommendations.
• Support internal audits and periodic reviews of job classifications, salary structures, and compensation administration practices.
• Handle confidential employee, job, and salary information in accordance with data protection and internal confidentiality requirements.

Skills

Analytical

HR Analytics

Job architecture understanding

Education

Bachelor's degree in HR/Business/Finance/Economics/Statistics/Org Psychology

Job description

We are seeking a detail-oriented and analytical Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, position evaluation, salary structure development, and compensation benchmarking across the organization. This role combines job evaluation methodologies, role classification, salary analysis, pay structure design, and compensation governance to ensure internal equity, external competitiveness, and consistency in reward practices.

The successful candidate will collaborate with Human Resources, Talent Acquisition, Finance, department leaders, and senior management to evaluate job responsibilities, maintain accurate job grades, analyze market compensation data, and develop structured recommendations that support workforce planning and organizational effectiveness. The ideal candidate has strong analytical capabilities, a sound understanding of compensation principles, and the ability to translate complex job and salary information into practical recommendations.

Key Responsibilities

• Conduct job evaluations to assess role complexity, responsibilities, decision-making authority, required expertise, and organizational impact.
• Apply established job evaluation methodologies to determine appropriate job grades, levels, and position classifications.
• Review job descriptions to ensure they accurately reflect role responsibilities, qualifications, reporting relationships, and competency requirements.
• Analyze new and existing positions to support consistent job grading and alignment with the organization’s job architecture.
• Maintain job families, career levels, job codes, position hierarchies, and classification frameworks.
• Develop and maintain salary structures, pay grades, salary ranges, minimums, midpoints, and maximums.
• Conduct compensation benchmarking using reliable market salary surveys and relevant external remuneration data.
• Analyze salary market positioning to assess competitiveness across job functions, seniority levels, and geographic locations.
• Review internal pay relationships to identify potential inconsistencies and recommend appropriate adjustments.
• Evaluate proposed salary changes, promotions, job reclassifications, and new position requests against established compensation guidelines.
• Support annual compensation reviews, salary planning exercises, and merit increase cycles.
• Analyze pay distribution, salary range penetration, compa-ratios, and other compensation indicators.
• Assist with the development of compensation policies, salary administration guidelines, and job evaluation procedures.
• Collaborate with HR business partners and department managers to clarify job requirements and resolve job grading questions.
• Prepare job evaluation reports, compensation analysis summaries, and supporting documentation for review and approval.
• Conduct market pricing analyses for newly created roles and positions with changing responsibilities.
• Assess the compensation implications of organizational restructuring, role consolidation, and changes in reporting structures.
• Support career framework development by aligning job families, job levels, competencies, and progression pathways.
• Review job titles and position descriptions to promote consistency across departments and business units.
• Maintain accurate job evaluation records, compensation databases, salary structures, and approval histories.
• Use HRIS and compensation management systems to maintain job grades, salary ranges, and related position information.
• Partner with Talent Acquisition to provide salary range guidance for recruitment and offer development.
• Collaborate with Finance to assess compensation budgets, salary adjustment costs, and the financial impact of proposed changes.
• Support pay equity reviews by analyzing compensation patterns across comparable roles and identifying potential disparities.
• Assist with the review of pay transparency practices and compensation disclosures in line with applicable requirements.
• Monitor changes in compensation trends, labor market conditions, industry salary practices, and relevant employment regulations.
• Evaluate compensation proposals to ensure alignment with internal policies, budget parameters, and established approval processes.
• Identify opportunities to streamline job evaluation workflows, improve data quality, and strengthen compensation governance.
• Prepare management presentations and analytical reports to communicate findings, risks, and recommendations.
• Support internal audits and periodic reviews of job classifications, salary structures, and compensation administration practices.
• Handle confidential employee, job, and salary information in accordance with data protection and internal confidentiality requirements.

We’re Hiring: Job Evaluation Specialist | Compensation Structures Analyst

Employment Type: Full-Time

Level: Mid-Level to Senior

We are seeking a detail-oriented and analytical Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, position evaluation, salary structure development, and compensation benchmarking across the organization. This role combines job evaluation methodologies, role classification, salary analysis, pay structure design, and compensation governance to ensure internal equity, external competitiveness, and consistency in reward practices.

The successful candidate will collaborate with Human Resources, Talent Acquisition, Finance, department leaders, and senior management to evaluate job responsibilities, maintain accurate job grades, analyze market compensation data, and develop structured recommendations that support workforce planning and organizational effectiveness. The ideal candidate has strong analytical capabilities, a sound understanding of compensation principles, and the ability to translate complex job and salary information into practical recommendations.

Key Responsibilities

• Conduct job evaluations to assess role complexity, responsibilities, decision-making authority, required expertise, and organizational impact.
• Apply established job evaluation methodologies to determine appropriate job grades, levels, and position classifications.
• Review job descriptions to ensure they accurately reflect role responsibilities, qualifications, reporting relationships, and competency requirements.
• Analyze new and existing positions to support consistent job grading and alignment with the organization’s job architecture.
• Maintain job families, career levels, job codes, position hierarchies, and classification frameworks.
• Develop and maintain salary structures, pay grades, salary ranges, minimums, midpoints, and maximums.
• Conduct compensation benchmarking using reliable market salary surveys and relevant external remuneration data.
• Analyze salary market positioning to assess competitiveness across job functions, seniority levels, and geographic locations.
• Review internal pay relationships to identify potential inconsistencies and recommend appropriate adjustments.
• Evaluate proposed salary changes, promotions, job reclassifications, and new position requests against established compensation guidelines.
• Support annual compensation reviews, salary planning exercises, and merit increase cycles.
• Analyze pay distribution, salary range penetration, compa-ratios, and other compensation indicators.
• Assist with the development of compensation policies, salary administration guidelines, and job evaluation procedures.
• Collaborate with HR business partners and department managers to clarify job requirements and resolve job grading questions.
• Prepare job evaluation reports, compensation analysis summaries, and supporting documentation for review and approval.
• Conduct market pricing analyses for newly created roles and positions with changing responsibilities.
• Assess the compensation implications of organizational restructuring, role consolidation, and changes in reporting structures.
• Support career framework development by aligning job families, job levels, competencies, and progression pathways.
• Review job titles and position descriptions to promote consistency across departments and business units.
• Maintain accurate job evaluation records, compensation databases, salary structures, and approval histories.
• Use HRIS and compensation management systems to maintain job grades, salary ranges, and related position information.
• Partner with Talent Acquisition to provide salary range guidance for recruitment and offer development.
• Collaborate with Finance to assess compensation budgets, salary adjustment costs, and the financial impact of proposed changes.
• Support pay equity reviews by analyzing compensation patterns across comparable roles and identifying potential disparities.
• Assist with the review of pay transparency practices and compensation disclosures in line with applicable requirements.
• Monitor changes in compensation trends, labor market conditions, industry salary practices, and relevant employment regulations.
• Evaluate compensation proposals to ensure alignment with internal policies, budget parameters, and established approval processes.
• Identify opportunities to streamline job evaluation workflows, improve data quality, and strengthen compensation governance.
• Prepare management presentations and analytical reports to communicate findings, risks, and recommendations.
• Support internal audits and periodic reviews of job classifications, salary structures, and compensation administration practices.
• Handle confidential employee, job, and salary information in accordance with data protection and internal confidentiality requirements.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Organizational Psychology, or a related discipline.
• Relevant experience in compensation and benefits, job evaluation, reward management, HR analytics, or compensation structure analysis.
• Strong understanding of job architecture