Senior HR Analyst

Job Purpose

Deliver advanced workforce analytics, diagnostic insights, and data-driven recommendations across core Human Resources (HR) domains by independently interpreting complex workforce patterns, identifying organizational risks, and translating analytical findings into actionable outputs that strengthen workforce planning, compensation governance, and HR process effectiveness across North Oil Company (NOC).

Key Accountabilities

1. Workforce Structure and Data Governance

Diagnose inconsistencies and misalignments in workforce structures, position data, and job architecture (including job family, job evaluation, job analysis structures) frameworks by independently assessing data against approved organizational design and grading standards, developing corrective recommendations that strengthen data integrity and ensure accurate workforce data across HR systems and reporting.

2. Workforce Analysis

Construct detailed workforce cost analyses and compensation trend assessments by independently interpreting cost variances, pay equity gaps, and structural patterns across the organization, generating analytically grounded recommendations that support cost optimization, internal equity, and informed compensation decision-making.

3. Workforce Planning and Forecasting

Develop workforce planning analyses and headcount forecast in collaboration with HR Business Partners (HRBPs) and respective functions, independently identifying gaps, risks, and budget alignment issues, and translating findings into actionable planning recommendations that support organizational priorities.

4. HR Systems and Data Integrity

Build and enhance HR system reporting outputs and analytical dashboards by independently identifying data quality gaps, designing improved reporting structures, and translating system data into meaningful workforce insights that improve data reliability, usability, and decision support across HR functions.

Key Accountabilities

5. HR Governance, Reporting and Compliance

Map HR governance requirements and compliance obligations against current reporting outputs, independently identifying gaps between existing practices and internal standards or regulatory expectations, and develop recommendations that strengthen reporting accuracy, audit readiness, and transparency.

6. HR Project & Initiative Support

Assess the HR implications of organizational projects and workforce initiatives by independently analyzing project scope, identifying risks and dependencies, and developing structured analytical inputs that support effective HR project planning and delivery.

7. Data Collection and Analysis

Interpret and assess data from multiple sources to identify trends, risks, and insights, supporting improved decision-making and enhanced reporting outcomes.

8. Reporting and Analytical Outputs

Refine and enhance reporting outputs and analytical summaries by identifying improvements in structure, accuracy, and relevance to support business insights.

9. Systems and Tool Utilization

Optimize the use of systems, reporting tools, and analytical platforms to improve data management, reporting efficiency, and analytical capability across workflows.

10. Stakeholder Information Support

Engage stakeholders to understand information needs and deliver insights and analysis that support operational and business decision-making.

11. Issue Identification and Escalation

Diagnose root causes of issues and implement corrective actions to improve data quality, reporting accuracy, and process effectiveness.

12. Process and Reporting Improvement

Advance improvements in data processes, reporting frameworks, and analytical workflows by identifying opportunities and implementing enhancements.

13. Operational Excellence and NOC Values

Contribute to a culture of safety, sustainability, and continuous improvement by upholding NOC’s values through ethical conduct, trust, and respect. Communicate clearly, embrace delegated responsibilities, and take ownership to deliver high-quality, cost-conscious results with integrity and technical excellence.

14. Nationalization

Contribute to NOC’s nationalization efforts by supporting knowledge sharing, collaborating with Qatari nationals, and participating in initiatives that promote their growth and integration.

Key Accountabilities

Competencies

Education

• Bachelor’s degree in Human Resources, Business Administration, Information Technology or related field.

Certification

Experience

• 12+ years of relevant experience in HR analytics, HR systems, workforce planning, compensation analysis, or related analytical roles within the oil and gas industry.
• Demonstrated experience in technical coordination, peer mentoring, or supporting knowledge transfer within a team setting. No direct line management accountability required.