Job Description/Specification:
Hamad International Airport is seeking an experienced Remuneration and Manpower Planning Business Partner to support workforce strategy, organizational design, manpower planning, and compensation management.
The role combines workforce analytics, remuneration benchmarking, job architecture, organizational planning, and talent strategy to help ensure the organization has the right workforce structure, capabilities, and reward practices to meet current and future business requirements.
Key Responsibilities
- Develop manpower planning strategies to optimize existing workforce resources.
- Forecast future workforce requirements based on business plans, operational needs, and workforce trends.
- Conduct skills-gap assessments and support recruitment, training, development, and succession planning initiatives.
- Develop and maintain competitive compensation and remuneration structures.
- Conduct salary and benefits benchmarking to support market competitiveness and internal equity.
- Ensure remuneration practices align with applicable policies and legal requirements.
- Support organizational design initiatives that improve productivity and align structures with business objectives.
- Develop and maintain job families, job levels, grading structures, and job architecture frameworks.
- Support job design, organizational changes, and workforce transformation initiatives.
- Analyze workforce data and trends to identify risks, opportunities, and future resource requirements.
- Use predictive analytics and workforce metrics to support manpower and talent decisions.
- Prepare workforce dashboards, reports, and data-driven presentations for management and stakeholders.
- Identify current and future capability gaps and develop appropriate workforce strategies.
Requirements
- Bachelor's degree or equivalent qualification.
- Minimum 10 years of relevant job-related experience.
- Proven experience in manpower planning, workforce strategy, or strategic workforce management.
- Strong understanding of compensation and benefits, including performance-based remuneration.
- Experience with job architecture, job families, grading structures, and organizational design.
- Strong analytical and data interpretation skills.
- Experience developing workforce reports, dashboards, and planning models.
- Proficiency with HR information systems such as SAP, Workday, or Oracle HCM.
- Strong knowledge of data analysis tools, including Excel, SQL, Tableau, or Power BI.
- Experience supporting talent acquisition, skills-gap analysis, and succession planning.
- Strong project management and stakeholder-management capabilities.
- Excellent communication and presentation skills, particularly when explaining data-driven recommendations to senior stakeholders.
Key Skills
- Manpower Planning
- Workforce Planning
- Remuneration & Compensation
- Job Architecture
- Organizational Design
- Salary Benchmarking
- Workforce Analytics
- HR Analytics
- HRIS
- Succession Planning
- Talent Strategy
- Data Analysis
- Power BI / Tableau
- Excel / SQL
- Change Management
- Project Management
Who Should Apply?
This position is suited to experienced HR strategy, compensation and benefits, workforce planning, HR analytics, or organizational design professionals with a strong analytical background.
Candidates should be comfortable working with workforce data, developing planning models, analyzing compensation structures, and translating complex workforce information into clear insights for business stakeholders.
Career Growth
The role provides broad exposure to strategic HR functions and can support progression toward senior positions in Total Rewards, Workforce Planning, HR Strategy, Organizational Development, HR Analytics, or Human Resources leadership.