Job Description/Specification:
Hamad International Airport is seeking a strategic Remuneration and Manpower Planning Business Partner to support workforce planning, compensation strategy, organizational design, and data-driven HR decision-making in Doha. The role combines manpower forecasting, job architecture, compensation and benefits, workforce analytics, and succession planning.
With responsibility for both current resource utilization and future workforce requirements, this position is suited to an experienced HR professional who can connect people data with organizational and business priorities.
Key Responsibilities
- Develop manpower planning strategies to optimize the use of existing resources and forecast future workforce requirements.
- Conduct workforce and skills-gap analysis to identify capability requirements and inform recruitment, training, and development plans.
- Design and manage competitive remuneration and compensation structures.
- Conduct market research and salary benchmarking to support competitive and internally equitable pay practices.
- Support organizational design initiatives that improve productivity and align structures with business objectives.
- Develop and maintain job architecture, including job families, organizational levels, and grading structures aligned with reward frameworks.
- Support job design and organizational change management initiatives.
- Analyze workforce trends and use predictive analytics to anticipate future staffing and capability requirements.
- Develop workforce reports and dashboards that provide stakeholders with actionable insights.
- Identify current and future skills gaps and support talent acquisition and workforce development strategies.
- Contribute to succession planning to ensure the organization maintains the capabilities required for future business needs.
Requirements
Candidates should have:
- A Bachelor’s Degree or equivalent qualification.
- At least 10 years of job-related experience.
- Proven experience in manpower planning and workforce strategy.
- Strong analytical skills and the ability to interpret workforce metrics.
- Experience with HR information systems such as SAP, Workday, or Oracle HCM.
- Proficiency in data analysis tools such as Excel, SQL, Tableau, or Power BI.
- Strong knowledge of compensation and benefits.
- Understanding of performance-based pay systems.
- Excellent communication skills and the ability to present data-driven findings to stakeholders.
- Strong project management skills with the ability to manage multiple initiatives simultaneously.
Who Should Apply?
This role is suited to senior HR professionals specializing in workforce planning, compensation and benefits, organizational design, HR analytics, or reward strategy.
Candidates who have worked in large, complex organizations and have experience connecting workforce data with recruitment, organizational structures, compensation, and long-term talent requirements may be particularly relevant.
Professionals with hands-on experience maintaining job families, grading structures, workforce models, or remuneration frameworks should clearly highlight those responsibilities in their CV.
Skills That Will Help You Succeed
Analytical capability is central to this position. The successful candidate needs to interpret workforce metrics, identify trends, assess skills gaps, and turn HR data into practical recommendations.
Technology skills are also important. Experience with enterprise HRIS platforms such as SAP, Workday, or Oracle HCM can support workforce planning and remuneration activities, while Excel, SQL, Tableau, and Power BI can help transform workforce information into reports and management dashboards.
Strong stakeholder communication is equally important because remuneration, manpower, and organizational design decisions often require clear explanations supported by reliable data.
How to Stand Out
Your CV should show measurable examples of workforce and remuneration initiatives you have managed. Rather than simply stating “manpower planning,” explain the scale and purpose of the workforce planning work you handled.
Highlight experience with salary benchmarking, compensation structures, job evaluation, grading, job families, workforce forecasting, skills-gap analysis, succession planning, and HR analytics.
Technology experience should also be clearly listed. If you have developed Power BI or Tableau dashboards, used SQL for workforce analysis, or worked with SAP, Workday, or Oracle HCM, specify how those tools supported decision-making.
Interview Preparation
Prepare for questions that test both strategic HR knowledge and analytical thinking. You may be asked how you would:
- Forecast workforce requirements for a growing organization.
- Identify and address critical skills gaps.
- Develop a manpower plan based on business growth projections.
- Benchmark salaries and evaluate compensation competitiveness.
- Maintain internal equity across different roles and organizational levels.
- Build job families, grades, and a job architecture framework.
- Use workforce data to identify trends or predict future requirements.
- Develop a workforce dashboard for senior management.
- Support succession planning for critical positions.
- Manage several HR transformation or workforce initiatives simultaneously.
Be prepared to explain your methodology and provide examples of previous projects rather than discussing HR concepts only at a theoretical level.
Career Growth
Experience in this position can broaden a senior HR professional's expertise across workforce strategy, total rewards, organizational design, HR analytics, and talent planning. The combination of strategic workforce planning and remuneration responsibility can also provide exposure to senior stakeholder decision-making in a complex airport environment.
Frequently Asked Questions
1. Where is this position located?
The Remuneration and Manpower Planning Business Partner role is based in Doha, Qatar, within the Corporate & Commercial job family.
2. How much experience is required?
The position requires a Bachelor’s Degree or equivalent and a minimum of 10 years of job-related experience.
3. Which HR systems are relevant to the role?
The job description specifically mentions SAP, Workday, and Oracle HCM.
4. Which data analysis tools are useful?
Experience with Excel, SQL, Tableau, and Power BI is listed among the essential skills.
5. What is the closing date?
The listed closing date is 5 October 2026.