Senior HR Analyst

Airswift are a Global Manpower Provider specialising in the Energy, Infrastructure & IT sectors. Present in more than 70 countries around the world, our reach, and capabilities in the markets we service is unparalleled in the industry. We are working with a national operator to source a Senior HR Analyst. This is a long-term contract role working on a residential basis.

Please see details below.

Title:

Senior HR Analyst

Start Date:

ASAP (typically within 1 month notice)

Location:

Doha Onshore Working

Schedule:

5 days a week or as per project requirements --Experience Required--

• 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.
• 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 client Values Contribute to a culture of safety, sustainability, and continuous i