Senior Job Evaluation & Compensation Architect

DUBAI HOTEL JOBS; Abu Dhabi; Presencial; AED 180 000 - 300 000; Tempo integral

Vantagens oferecidas por esta oferta de emprego

Competitive salary

Health benefits

Professional development

Career progression

Resumo da oferta

DUBAI HOTEL JOBS seeks a detail-oriented Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, salary structure design, and market benchmarking across the organization.

You will collaborate with HR, Finance, and senior leaders to evaluate roles, maintain grades, and develop evidence-based recommendations aligning with internal equity and external competitiveness.

Qualificações

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Organizational Psychology, or related discipline.
• Relevant experience in compensation and benefits, job evaluation, reward management, HR analytics, or compensation structure analysis.
• Strong understanding of job architecture, job grading, role classification, and position evaluation principles.
• Familiarity with established job evaluation frameworks and methodologies, such as point-factor evaluation or comparable structured approaches.
• Experience reviewing job descriptions and assessing role responsibilities, complexity, skills, and organizational impact.
• Knowledge of salary structures, pay grades, salary ranges, market pricing, and compensation benchmarking.
• Experience analyzing salary survey data and interpreting external market remuneration information.
• Understanding of internal pay equity, compensation competitiveness, salary progression, and reward governance.

Responsabilidades

• 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.

Conhecimentos

Analytical thinking

Strong communication

Stakeholder management

Attention to detail

HR analytics

Formação académica

Bachelor's degree in HR/Business/Finance

Ferramentas

Excel (Advanced)

HRIS

Salary benchmarking tools

Descrição da oferta de emprego

DUBAI HOTEL JOBS seeks a detail-oriented Job Evaluation Specialist | Compensation Structures Analyst to support job architecture, salary structure design, and market benchmarking across the organization.

You will collaborate with HR, Finance, and senior leaders to evaluate roles, maintain grades, and develop evidence-based recommendations aligning with internal equity and external competitiveness.