Strategic Remuneration & Workforce Planning Partner

Qatar Airways Group

Doha

On-site

QAR 350,000 - 650,000

Full time

43 hours ago

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Job summary

Hamad International Airport invites applications for a Remuneration and Manpower Planning Business Partner. You will shape manpower strategy, design competitive compensation frameworks, and lead organizational design initiatives to align with business goals.

Excellence in data analysis and stakeholder communication will drive workforce planning and transformation. The role emphasizes data-driven decision-making, market benchmarking, and cross-functional collaboration to meet future workforce

Qualifications

Bachelor’s degree or Equivalent with minimum 10 years of job-related experience.
Proven experience in manpower planning and workforce strategy.
Strong analytical skills with the ability to interpret workforce metrics
Proficiency in HRIS (e.g., SAP, Workday, Oracle HCM) and data analysis tools (e.g., Excel, SQL, Tableau, Power BI).
Deep understanding of compensation and benefits, including performance-based pay systems.
Excellent communication skills with the ability to present data-driven insights to stakeholders.
Strong project management skills with the ability to manage multiple initiatives concurrently.

Responsibilities

Manpower Planning: Develop and implement strategies for optimal utilization of existing resources and forecast future workforce requirements. Conduct skills gap analysis and create recruitment, training, and development plans.
Remuneration: Design and manage competitive compensation structures. Conduct market research to benchmark salaries and benefits, ensuring internal equity and compliance with legal standards.
Organizational Design: Develop and implement organizational structures that enhance productivity and align with business goals. Support job design and change management initiatives. Proven experience in job architecture, including designing and maintaining job families, levels , and grading structures aligned with the organizational and reward frameworks .
Data Analysis: Utilize data to inform decision-making processes. Analyze workforce trends, use predictive analytics to forecast future needs, and create comprehensive reports and dashboards.
Workforce Planning: Identify and address skills gaps, plan talent acquisition, and develop succession planning strategies to ensure the organization has the required skills for current and future needs.