QatarEnergy LNG is a unique global energy operator in terms of size, service and reliability. The Company operates 14 Liquefied Natural Gas (LNG) trains with a total annual production capacity of 77 million tonnes. This makes QatarEnergy LNG the largest LNG producer in the world.

Established in 1984, QatarEnergy LNG develops, produces, and markets hydrocarbons from the world’s largest non-associated natural gas field. In addition to producing LNG, QatarEnergy LNG is also a leading exporter of natural gas, helium, condensate and associated products.

Today, QatarEnergy LNG continues to set the benchmark in the LNG industry as it safely and reliably supplies energy to customers all over the world.​

Part A: Job Specification Job Purpose

• Advise, design and conduct, job design, compensation & benefits, and salary administration processes to enable the company to attract and retain a high calibre and diverse workforce at a competitive cost.

Job Context & Major Challenge(s)

• Challenge to capture accurate and complete information, interpret task and responsibility data, and to determine appropriate wording for JDs when reviewing job content to ensure the validity of the job design and review process.

• Challenge is the wide and diverse nature of work across the Company and applying knowledge of best practice job design, analysis and evaluation validation processes in complex organisation structures. As the expert on job design and analysis has the freedom to advise senior managers on all JD related matters.

• Works on issues to solve them in appropriate ways based on functional knowledge, operational requirements, precedent and best practices.

Key Job Accountabilities - I

• Deliver job design services encompassing job analysis and job evaluation (JE) validation and ensure all permanent positions in the Company have current and evaluated job descriptions.

• Chair JD Review Panel meetings and coordinate JD review panel training as required.

• Plan, develop and execute the Job Family Model (JFM) / Career Ladder Levels process ensuring that the job design remains current and relevant.

• Conduct analysis of organizational changes or requests from management to identify positions that require job analysis, job description and JE.

• Determine and advise on job codes and ensures that all position titles are aligned with the Company position title framework.

• Ensure the uploading all JDs into SAP database and ensuring the JDs are up to date, to enable employee access via MSS/ESS.

• Conduct internal job evaluation and validate external job evaluation to ensure fair, accurate and consistent job grading.

Key Job Accountabilities - II

• Review the annual performance bonus and merit increase process, ensure correct calculations and meet the submission deadline. Ensure payment is completed as per management approvals and take corrective action for any discrepancies found.

• Conduct salary administration activities by processing personnel action forms, recommending salary for new hires, advising on the implications related to new hire salaries, promotions, transfers and ensure policy is applied appropriately.

• Devise and implement appropriate means of communicating information on compensation programs and policies to management and staff to ensure staff awareness of the value of their package and that the motivational elements achieve maximum effect.

Part B: Person Specification - Minimum Requirement Qualifications

• Bachelor’s degree in HR Management or similar.

• Certified in Hay Job Analysis and Hay Job Evaluation.

Knowledge and/or Experience - I

• 8 years HR experience, including 4 years’ experience in compensation including job design and analysis, job evaluation and exposure to compensation & benefits applications.

• Advise, design and conduct, job design, compensation & benefits, and salary administration processes to enable the company to attract and retain a high calibre and diverse workforce at a competitive cost.

• Challenge to capture accurate and complete information, interpret task and responsibility data, and to determine appropriate wording for JDs when reviewing job content to ensure the validity of the job design and review process.

• Challenge is the wide and diverse nature of work across the Company and applying knowledge of best practice job design, analysis and evaluation validation processes in complex organisation structures. As the expert on job design and analysis has the freedom to advise senior managers on all JD related matters.

• Works on issues to solve them in appropriate ways based on functional knowledge, operational requirements, precedent and best practices.

• Deliver job design services encompassing job analysis and job evaluation (JE) validation and ensure all permanent positions in the Company have current and evaluated job descriptions.

• Chair JD Review Panel meetings and coordinate JD review panel training as required.

• Plan, develop and execute the Job Family Model (JFM) / Career Ladder Levels process ensuring that the job design remains current and relevant.

• Conduct analysis of organizational changes or requests from management to identify positions that require job analysis, job description and JE.

• Determine and advise on job codes and ensures that all position titles are aligned with the Company position title framework.

• Ensure the uploading all JDs into SAP database and ensuring the JDs are up to date, to enable employee access via MSS/ESS.

• Conduct internal job evaluation and validate external job evaluation to ensure fair, accurate and consistent job grading.

• Review the annual performance bonus and merit increase process, ensure correct calculations and meet the submission deadline. Ensure payment is completed as per management approvals and take corrective action for any discrepancies found.

• Conduct salary administration activities by processing personnel action forms, recommending salary for new hires, advising on the implications related to new hire salaries, promotions, transfers and ensure policy is applied appropriately.

Qualifications

• Bachelor’s degree in HR Management or similar.

• Certified in Hay Job Analysis and Hay Job Evaluation.

Knowledge and/or Experience - I

• 8 years HR experience, including 4 years’ experience in compensation including job design and analysis, job evaluation and exposure to compensation & benefits applications.