Summary
Hamad International Airport is seeking a Remuneration and Manpower Planning Business Partner in Doha. The role covers workforce forecasting, resource utilization, skills-gap analysis, and planning for recruitment, training, and succession. It also involves designing compensation structures, benchmarking salaries and benefits, maintaining job families and grading structures, and supporting organizational design. The role uses workforce data and predictive analytics to inform decisions and produce reports and dashboards.
The posting
As published on qatarairways.com. Pulled from the employer's site and shown as they wrote it.
Hamad International Airport is a dynamic and forward-thinking organization committed to excellence in our industry. We are looking for a talented and strategic Remuneration and Manpower Planning Business Partner to join our team. This role is pivotal in ensuring we effectively utilize our resources, meet our future workforce needs, and maintain competitive and equitable remuneration practices.
Key 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.