Organizational Design Specialist Job Evaluation & Job Architecture

Role Purpose

Own the job evaluation and compensation architecture end-to-end. You'll maintain a rigorous, market-aligned grading and salary structure, ensure internal equity, and power data-driven reward decisions through clean job descriptions, governance, and reporting.

Key Responsibilities Job Evaluation & Job Architecture

• Lead and administer Job Evaluation using Hay/Korn Ferry (or similar) to size roles and assign grades.
• Maintain the job catalogue , job family matrix , and career levels (titles, bands, control points).
• Review and approve JD changes; run calibration sessions with HRBPs and leaders.
• Safeguard internal equity and consistent leveling across functions.

Compensation Design & Market Pricing

• Build and refresh salary structures (min/mid/max, range spreads, control points) by grade and country.
• Conduct market benchmarking using reputable surveys; recommend salary movements and adjustments.
• Run compa-ratio , range penetration , and pay equity analyses; propose targeted actions.

Rewards Cycles & Governance

• Design and execute merit/increment cycles , promotions , and STI/LTI frameworks.
• Draft, update, and enforce C&B policies ; manage exception/approval workflows with Finance & HR.
• Prepare costing and scenario modeling for changes (budget impact, sensitivity).

Workforce Planning & Budgeting

• Partner with FP&A/Finance on manpower budgets , headcount scenarios, and org design updates.
• Track vacancies, backfills, and structure changes; keep org charts current.

HRIS, Payroll & Data Quality

• Configure/maintain SAP SuccessFactors/Workday/Oracle reward modules and pay components.
• Ensure data integrity and seamless handoff to Payroll (allowances, differentials, retro pay).

Reporting & Analytics

• Deliver monthly Total Rewards dashboards (headcount, pay mix, compa-ratio, gender pay, cost run-rate).
• Create ad-hoc reports for leadership and audit-ready documentation.

Stakeholder Enablement

• Train HRBPs and line managers on JE methodology , JD writing , and pay decisions .
• Support change communications for structure or policy updates.

Qualifications

• Bachelor's in HR/Business/Finance; Master's is a plus.
• 6-10+ years in Compensation/Total Rewards with deep hands-on Job Evaluation .
• Proven use of Hay/Korn Ferry (Mercer/Price/Points also valued). JE certification preferred.
• Advanced Excel (Pivot Tables, Power Query, XLOOKUP/INDEX-MATCH, SUMIFS), Power BI/Tableau nice-to-have.
• Experience with SuccessFactors/Workday/Oracle HRIS.
• Strong analytical storytelling; excellent written JD skills.
• Knowledge of GCC/Qatar labor law and regional market practices.
• Fluency in English; Arabic is a plus.

Success Metrics (KPIs)

• 100% roles with current JD + grade ; JE SLAs met.
• Salary structure market variance within target (e.g., 5% of median).
• On-time, error-free completion of merit/promotions.
• Year-over-year improvement in pay equity and internal equity indicators.
• Positive manager/HRBP feedback (post-cycle NPS).

Nice-to-Have Certifications

• GRP / WorldatWork , CIPD Level 5/7 , Hay/KF Job Evaluation .