Senior Compensation & Benefits Specialist (Job Evaluation & Job Architecture)

Power International Holding; Qatar; On-site; QAR 200,000 - 400,000; Full time

Job summary

A leading organization in Qatar is seeking a seasoned professional to oversee job evaluation and compensation architecture. The ideal candidate will have extensive experience in compensation and total rewards, managing salary structures, and deep knowledge of job evaluation methodologies like Hay/Korn Ferry. Responsibilities include maintaining market-aligned salary structures and ensuring internal equity. Candidates must possess strong analytical skills and expertise with HRIS tools like SAP SuccessFactors or Workday.

Benefits

Professional development opportunities

Competitive salary package

Health and wellness benefits

Qualifications

• 6–10+ years in Compensation/Total Rewards with deep hands-on Job Evaluation.
• Experience with SuccessFactors/Workday/Oracle HRIS is important.
• Proven use of Hay/Korn Ferry for job evaluation.

Responsibilities

• Lead and administer Job Evaluation using Hay/Korn Ferry.
• Build and refresh salary structures and conduct market benchmarking.
• Train HRBPs and line managers on job evaluation methodology.

Skills

Analytical storytelling

Advanced Excel

Fluency in English

Knowledge of GCC/Qatar labor law

Education

Bachelor’s in HR/Business/Finance

Master’s degree

Tools

Hay/Korn Ferry

SAP SuccessFactors

Workday

Power BI

Tableau

Job description

Role Purpose

Own the job evaluation and compensation architecture end-to-end. You’ll maintain a rigorous, market-aligned grading and salary structure, ensure internal equity, and power data-driven reward decisions through clean job descriptions, governance, and reporting.

Key Responsibilities

Job Evaluation & Job Architecture

• Lead and administer Job Evaluation using Hay/Korn Ferry (or similar) to size roles and assign grades.
• Maintain the job catalogue, job family matrix, and career levels (titles, bands, control points).
• Review and approve JD changes; run calibration sessions with HRBPs and leaders.
• Safeguard internal equity and consistent leveling across functions.

Compensation Design & Market Pricing

• Build and refresh salary structures (min/mid/max, range spreads, control points) by grade and country.
• Conduct market benchmarking using reputable surveys; recommend salary movements and adjustments.
• Run compa-ratio, range penetration, and pay equity analyses; propose targeted actions.

Rewards Cycles & Governance

• Design and execute merit/increment cycles, promotions, and STI/LTI frameworks.
• Draft, update, and enforce C&B policies; manage exception/approval workflows with Finance & HR.
• Prepare costing and scenario modeling for changes (budget impact, sensitivity).

Workforce Planning & Budgeting

• Partner with FP&A/Finance on manpower budgets, headcount scenarios, and org design updates.
• Track vacancies, backfills, and structure changes; keep org charts current.

HRIS, Payroll & Data Quality

• Configure/maintain SAP SuccessFactors/Workday/Oracle reward modules and pay components.
• Ensure data integrity and seamless handoff to Payroll (allowances, differentials, retro pay).

Reporting & Analytics

• Deliver monthly Total Rewards dashboards (headcount, pay mix, compa-ratio, gender pay, cost run-rate).
• Create ad-hoc reports for leadership and audit-ready documentation.

Stakeholder Enablement

• Train HRBPs and line managers on JE methodology, JD writing, and pay decisions.
• Support change communications for structure or policy updates.

Skills

Qualifications

• Bachelor’s in HR/Business/Finance; Master’s is a plus.
• 6–10+ years in Compensation/Total Rewards with deep hands-on Job Evaluation.
• Proven use of Hay/Korn Ferry (Mercer/Price/Points also valued). JE certification preferred.
• Advanced Excel (Pivot Tables, Power Query, XLOOKUP/INDEX-MATCH, SUMIFS), Power BI/Tableau nice-to-have.
• Experience with SuccessFactors/Workday/Oracle HRIS.
• Strong analytical storytelling; excellent written JD skills.
• Knowledge of GCC/Qatar labor law and regional market practices.
• Fluency in English; Arabic is a plus.

Success Metrics (KPIs)

• 100% roles with current JD + grade; JE SLAs met.
• Salary structure market variance within target (e.g., ±5% of median).
• On-time, error-free completion of merit/promotions.
• Year-over-year improvement in pay equity and internal equity indicators.
• Positive manager/HRBP feedback (post-cycle NPS).

Nice-to-Have Certifications

• GRP / WorldatWork, CIPD Level 5/7, Hay/KF Job Evaluation.