Head, Workforce Planning & Total Rewards

Job Purpose

Under the leadership of the HR Manager, the primary purpose of this role is to lead the development and implementation of workforce planning, organization effectiveness, total rewards, HR systems, and people analytics strategies that support the Company's business objectives and long-term growth.
The role is responsible for ensuring that the organization has effective workforce plans, competitive reward programs, and reliable workforce insights to support strategic decision-making and organizational performance.
As a member of the HR Leadership Team, the position contributes to the development and execution of the HR strategy and drives continuous improvement across people-related processes and practices.

Job Dimensions

Financial

• Direct accountability for workforce budgeting, personnel cost forecasting, salary review budgets, performance bonus allocations, and reward-related expenditures.
• Shared accountability for HR budget management.

Human Resources

• Organization of 1,000+ employees.
• Direct leadership of a team of Workforce Planning and Total Rewards professionals.

Key Accountabilities

Workforce Planning & Organization Effectiveness

• Lead the development and implementation of short-, medium-, and long-term workforce planning strategies aligned with business objectives and the Long-Range Business Plan.
• Oversee organization design and organizational effectiveness initiatives to support operational efficiency and business growth.
• Provide strategic advice to management on organizational structures, workforce optimization.
• Ensure workforce plans, recruitment activities, and manpower requirements remain aligned with organizational needs and approved budgets.
• Maintain accurate organization structures and workforce data to support business decision-making.

Total Rewards & Compensation

• Lead the development, implementation, and continuous improvement of compensation, benefits, and reward programs to support attraction, retention, motivation, and performance.
• Ensure competitiveness, consistency, and alignment of salaries, benefits, and the Employee Value Proposition across the organization.
• Act as the focal point for all compensation and benefits matters and provide expert advice to management and HR stakeholders.
• Ensure consistency and compliance in salary proposals, promotions, allowances, and remuneration decisions.
• Participate in local and regional salary and benefits surveys and ensure market competitiveness of NOC reward practices.
• Lead annual salary review and performance bonus processes and support broader reward and recognition initiatives.
• Oversee the design, administration, and continuous enhancement of employee benefits and recognition programs.
• Ensure compliance with all applicable legal, regulatory, and governance requirements related to compensation and benefits.
• Collaborate with other HR functions to ensure total rewards programs are effectively integrated with talent, performance, and workforce planning processes.

Workforce Budgeting & Cost Management

• Lead the annual manpower budgeting process and workforce cost forecasting.
• Ensure effective workforce cost planning, including salaries, bonuses, allowances, benefits, and recognition programs.
• Provide recommendations to optimize personnel costs while supporting business requirements.
• Monitor workforce costs and provide management with analysis and forecasts to support decision-making.

Job Architecture & Evaluation

• Ensure all positions are supported by accurate and current job descriptions.
• Maintain the Company's job architecture and grading framework.
• Lead job evaluation activities and ensure consistency and governance in grading decisions.
• Support organization design, workforce planning, recruitment, and compensation initiatives through effective job evaluation practices.

HR Analytics & Reporting

• Provide workforce analytics, dashboards, and reporting to support strategic and operational decision-making.
• Monitor workforce trends and key performance indicators and provide recommendations to management.
• Deliver regular workforce, headcount, compensation, and organizational reports to relevant stakeholders.
  Drive a data-driven approach to workforce and reward decision-making.

Competencies

Education

• Bachelor’s degree in HR, Business, or related field
• CIPD qualified or equivalent, or studying a Post Graduate qualification in HR, Business Management or a similar discipline.

Certification

Formal training in Job Evaluation and in Compensation and Benefits processes highly desirable.

Experience

• 10+ years’ experience in C&B of which a minimum of 3 should have been spent in a C&B leading role.
• Fluency in English essential, Fluency in Arabic is a plus