Senior Organizational Design Specialist

Assets Group; Doha; On-site; QAR 180,000 - 240,000; Full time

Job summary

Assets Group is seeking a senior Total Rewards lead to own job evaluation, grading, and compensation architecture. You will ensure internal equity, size roles, and govern pay structures across functions in a data-driven environment.

You will calibrate with HRBPs, refresh salary bands by grade and country, and run analytics on pay equity, while maintaining governance over policies and reporting to leadership.

Qualifications

• Bachelor’s in HR/Business/Finance; Master’s preferred.
• 6-10+ years in Compensation/Total Rewards with hands-on JE.
• Experience with Hay/Korn Ferry; JE certification preferred.
• Advanced Excel skills and data storytelling ability.
• Experience with SuccessFactors/Workday/Oracle HRIS; GCC/Qatar labor knowledge.

Responsibilities

• Lead Job Evaluation & Architecture; maintain catalogue and levels.
• Design market-based salary structures and perform benchmarking.
• Manage merit cycles, promotions, and pay equity analyses.
• Plan workforce budgets; monitor headcount and org design changes.
• Configure SAP/Workday/Oracle reward modules; ensure data quality.
• Deliver monthly Total Rewards dashboards and ad-hoc reports.
• Train HRBPs and managers on JE methodology and JD writing.
• Support change communications for structure or policy updates.

Skills

Job Evaluation

Advanced Excel

Data Analytics

HR Metrics

Education

Bachelor’s in HR/Business/Finance

Master’s degree (preferred)

Tools

SAP SuccessFactors

Workday

Oracle HRIS

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 Success Factors/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.

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 Success Factors/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 / Worldat Work, CIPD Level 5/7, Hay/KF Job Evaluation.