Job Objective

Participate in the planning and budgeting of corporate workforce requirements, taking into account Company's projected growth and expansion, as well as nationalization plans, in order for Company to meet its operational and strategic goals. Contribute to the development of Reward strategy and policies and ensure the implementation and administration of all Compensation and Benefits (C&B) plans for employees in accordance with Company's HR strategy, policies, and processes, as well as local labor laws.

Responsibilities/Communication/OHSE

Key Roles & Responsibilities Key Roles & Responsibilities

HR Policies and DOA

- Participate in the development of the HR Policy modifications based on the organization objectives and needs.

- Provide advice to employees, Department Heads and Executive Management on the policy interpretations.

- Make judgements and recommendations for the changes in the HR Policy.

- Benchmark and evaluate HR Planning and Organizational Development policies and practices to ensure that Company follows a robust planning process. Gather, compile and analyse data and information related to HR planning activities to recommend action plans to improve policies and procedures.

- Review proposed changes from HR teams (L&D, C&B, Recruitment, Payroll and Personnel) and ensure changes are aligned with other policy statements (no overlap or contradicting statements).

- Ensure all proposed changes are routed for the correct approvals and are MMS compliant.

- Maintain an up-to-date HR policy and DOA internally and on System ensuring all approved changes are captured.

HR Budgets & Plans

- Support the Senior Manager-HR Planning and Compensation with the annual HR budgeting process.

- Consolidate the HR budget, analyse expenses, prepare presentations, and ensure the Section Head is updated with all variances.

- Prepare and monitor a monthly HR expense vs. budget and keep the Section Head informed.

Workforce Planning & Management.

- Analyse Company’s current and future workforce requirements based on strategic and individual objectives of various departments and market trends of supply and demand in order to forecast required numbers, demographics, and the time span when they are needed and existing gaps with it in order to fulfil them.

- Assist the planning and coordination for availability of right people at the right place and time, and costing the right amount through Company, while taking into account existing regulations such as Qatarization and strategic objectives in order to maintain optimum. staffing levels while considering the attrition rates and succession planning requirements.

- Ensure that the workforce planning results are integrated with talent and succession planning framework and as implemented by department heads and line managers in order. to integrate current and future workforce with talent management and ready a future talent pipeline and succession plan to achieve Company’s objectives.

Job Evaluation

- Evaluate any newly created position or re-evaluate existing position(s) as required to determine the relative worth of job and assign a suitable job grade for every new updated. position to establish internal equity.

Reward Surveys & Salary Structure

- Participate in periodic reward surveys in the market working with external consultants in order to determine Company’s competitive position against comparator organizations.

- Conduct analysis of compensation and benefits across Company business units and recommend changes towards maintaining a competitive salary and benefits structure to ensure equity in salaries across the various levels.

Compensation and Benefits Plans

- Prepare the annual compensation and benefits plans together with the appropriate budgets and determine the actual cost of personnel.

- Develop, maintain, and implement a fair and competitive compensation and benefits program, and ensure its compliance with relevant laws and regulations.- Assist in the development of the remuneration strategies in line with the market to ensure the attraction and

retention of talent.

- Administer compensation and benefits survey and recommend changes to the compensation and benefits structures (cash and non-cash) based on the results of the benchmarking studies and other analyses to ensure market competitiveness and the retention/attraction of talent.

- Develop and update job descriptions and job families to ensure proper documentation of jobs.

- Update recognition plans to ensure that employees are recognized and motivated periodically.

- Provide advice to managers on compensation and policy matters, interpret policy for them and answer queries on such matters to ensure a high level of understanding of the company’s policies and programs.

- Administer health and life insurance including managing relation with insurance providers.

- Support the annual service awards rollout and presentation (i.e., identifying eligible employees, working with Corp. Comms for certificates, plaques, presentation, etc.)

- Gather and review nominations for employee recognition awards (VIP/Exceptional contributions) and present to the committee for approval after shortlisting and verifying. content of nominations. Ensure system HR page is updated, individual.

Company Health & Safety, Security, Environment and Quality

- Ensure compliance to all relevant safety, quality, and environment management policies, procedures and controls across the section in order to guarantee employee safety, legislative compliance and a responsible environmental attitude.

Policies, Systems, Processes & Procedures

- Implement approved departmental policies, processes, and procedures, and provide instructions to subordinates and monitor their adherence so that work is carried out in a controlled and consistent manner while delivering a world class service.

- Participate in cost-efficient usage of all applicable resources to reduce wastage and unnecessary expense.

Continuous Improvement

- Contribute to the identification of opportunities to take part in change initiative, programs and projects that

reflect international best practice and changes in the competitive environment.

Related Assignments

- Perform other duties and assignments as directed.

Skills

Minimum Qualification/Experiences/Skills

Education & Professional Qualification:

- Bachelor’s degree in human resources, Business Administration or equivalent

Professional Experience:

- Minimum of 5 years in Compensation and Benefits function. GRP qualification preferred.

Geographic Experience:

- Yes preferred.

Computer Skills:

Good knowledge of office and web applications

Language Skills:

Business fluent English

Market/Industry/Functional Knowledge:

- Knowledge of the development and management of reward strategies and data analysis

- Knowledge of best compensation and benefits practices locally and internationally