Remuneration and Manpower Planning Business Partner

General Information Ref # 260000E9 Location: Qatar-Doha Job family: Corporate & Commercial Closing Date: 2026-10-05 Description 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. Qualification Essential Skills And Experience • 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. https://aa115.taleo.net/careersection/QA_External_CS/jobapply.ftl?lang=en&job=260000E9 Show more Show less

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.

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.