Payroll Jobs

Job description:<br><br><p><strong>Our business landscape</strong></p><p>We’re an award-winning global communications company operating in nine countries across the Middle East, North Africa, and Southeast Asia. Our strategy is to become the region’s leading digital infrastructure provider. Ooredoo Group’s strategic vision is guided by five key pillars:<br><br></p><ul> <li><strong>Value-Focused Portfolio:</strong>&nbsp; <br>Boosting asset returns by focusing on telco operations, towers, data centres, the sea <br>cable business and fintech.</li> <li><strong>Strengthen the Core:</strong> <br>Optimally using deployed capital and <br>maintain an appropriate cost structure.</li> <li><strong>Evolve the Core:</strong> <br>Monetising opportunities to generate new revenue streams via programmes focusing <br>on analytics, digitalisation of operations, and partnerships with digital service providers.</li> <li><strong>People:</strong> <br>Building an engaged and empowered workforce through integrated learning programs and coaching and mentoring.</li> <li><strong>Excellence in Customer Experience:</strong> <br>Creating superior customer experiences.<br><br></li> </ul><p>From day one, every employee who joins our team becomes an integral part of our success journey. <br>We offer you the chance to enhance your skills, advance your career, and maintain a healthy work-<br>life balance. Empowering you to catapult your personal and professional growth. If you’re looking <br>to challenge your growth potential, Ooredoo is the employer for you.</p><p><strong>&nbsp;</strong></p><p><strong>Job overview </strong></p><p>The Senior Analyst, HR Services will be responsible for managing and supporting a range of core HR operations, including Payroll and Benefits, HR Administration, Employee Relations, Onboarding, Offboarding, and various Employee Experience projects as needed. This role will also contribute significantly to the OneOoredoo transformation program, working closely with the Manager HR Operations &amp; Systems to help shape a strong HR infrastructure and position Ooredoo as an Employer of Choice.</p><p>&nbsp;</p><p>Additionally, the Senior Analyst will support the Manager HR Operations &amp; Systems and respond to broader employee-related requests.</p><p><strong>&nbsp;</strong></p><p><strong>Your impact on our goals</strong></p><p><strong>HR Services &amp; Employee Relations</strong></p><ul> <li>Respond to and resolve all internal and external HR services related inquiries or requests with the support of the Manager HR Operations &amp; Systems.</li> <li>Provide end to end HR Services support for OG employees and Contractors in collaboration with the Manager HR Operations &amp; Systems.</li> <li>Coordinate to ensure all HR services led activities and deliverables are compliant with company financial and governance requirements.</li> <li>Ensure all HR services activities are conducted in a timely, efficient, correct, and professional manner.</li> <li>Ensure all payroll related matters adhere to company HR policies and deadlines.</li> <li>Undertake HR services administration activities (co-ordination with relevant authorities, promotions, letters, sponsorship renewals, liaise with QFC, insurance providers, auditors, legal, finance, IT etc.).</li> <li>Ensure data integrity and maintain up-to-date files for all employees.</li> <li>Prepare documents, presentations, and other materials to a clear brief, using established formats and standard software, to present the content clearly and accurately to assist in the decision-making process.</li> <li>Work to continually improve and upgrade all HR services activities.</li> <li>Coordinate Health Insurance &amp; Life insurance coverage renewal and queries.</li> <li>Align with the General Retirement &amp; Social Insurance Authority on matters related to Qatari employees with the support of the Manager HR Operations &amp; Systems.</li> <li>Align with Qatar Financial Center on employment matters and provide regular updates on changes in employee details with the support of the Manager HR Operations &amp; Systems.</li> <li>Coordination with IT Teams/platform leads to resolve any issues with the platform(s) used and implement continuous improvements as needed.</li> <li>Coordinate with Group Finance and Opcos on the cross charge of employee cost and cost accounting as needed.</li> <li>Act as a point of contact to guide employees and managers on HR policies, code of conduct, and ER best practices.</li> <li>Respond to inquiries from Internal &amp; External auditors.</li> <li>Stay up to date on Qatari and QFC labor laws.</li> </ul><p><strong>Monthly Payroll</strong></p><ul> <li>Review payroll changes and all payroll records for OG employees, Secondees, Contractors, OG Function Transfer and Singapore / OpCo payroll (including all exceptions and special cases).</li> <li>Process payroll and prepare payroll reconciliation report on monthly basis.</li> <li>Process pension administration and input collation for payroll every month.</li> <li>Review and identify processes requiring special handling of employees in payroll.</li> <li>Coordinate with Finance on loan balances reconciliation and OpCo recharging and budget issues.</li> <li>Review contractor timesheets submitted, prepare their payments and bonuses, and send their pay slips.</li> <li>Coordinate to ensure all HR led activities and deliverables are in compliance with company financial and governance requirements as well as internal policies.</li> <li>Serve as point of contact for payroll-related queries and ensure timely resolution of employee concerns.</li> <li>Ensure confidentiality of payroll information and compliance with data protection regulations.</li> </ul><p><strong>Benefits claims and payments:</strong></p><ul> <li>Check, approve and/or process ad hoc requests in alignment with the Manager HR Operations &amp; Systems including:</li> <li>Education assistance bills, club membership and ad hoc claims.</li> <li>Personal information changes for employees’ records and the records of their families.</li> <li>Sick leave, unpaid leave etc.</li> <li>Duty Visits, visa and ad hoc travel claims review.</li> <li>Process payments (Quick Pays) and related reports (Education, ad hoc claims, DVs, salary advance, loans etc.)</li> <li>Other ad-hoc requests and changes</li> <li>Support HR services Manager to calculate bonus, salary increase and LTI payments etc.</li> <li>Update relevant systems and process Annual Bonus and Salary increase.</li> <li>Process LTI Payouts for OG employees and secondees and coordinate with IT on LTI Certificates</li> <li>Process Annual Passage payments.</li> <li>Co-ordinate changes to the system with the Technology owner when changes are required due to updates and changes to benefits.</li> <li>Ensure that all payments are in line with our policies.</li> </ul><p>&nbsp;</p><p><strong>Onboarding</strong></p><ul> <li>Support the Manager HR Operations &amp; Systems with the end-to-end on boarding process to ensure a great onboarding experience.</li> </ul><p><strong>Offboarding</strong></p><ul> <li>Support the H Manager HR Operations &amp; Systems with the end-to-end off boarding process to ensure a great offboarding experience.</li> </ul><p><strong>One Ooredoo</strong></p><ul> <li>Support the Manager HR Operations &amp; Systems with the OneOoredoo transformation program.&nbsp; Tasks will include but not limited to:</li> <li>Data Mapping &amp; Migration – Assist in mapping, cleansing, and migrating HR data from Oracle to SAP.</li> <li>System Testing – Participate in UAT (User Acceptance Testing) to ensure functionality aligns with business needs.</li> <li>Process Documentation – Help document new processes, workflows, and SOPs in the new system.</li> <li>Change Management Support – Contribute to training materials and assist with employee communications where required.</li> <li>Issue Tracking – Log and escalate system bugs or user issues during testing and early rollout.</li> <li>Stakeholder Coordination – Liaise with internal teams to ensure smooth implementation.</li> <li>Reporting Validation – Check and validate reports and dashboards to ensure accuracy post-migration.</li> <li>System Configuration Input – Provide input on functional requirements and support basic configuration tasks.</li> <li>&nbsp;</li> <li><strong>Other project related support</strong></li> <li>Support the Manager HR Operations &amp; Systems to manage other employee requests and special projects.</li> <li>Work in other areas of HR to manage peaks in the team's workload and cover for colleagues as required.</li> </ul><p><strong>Team dynamics </strong></p><p><strong>Internal</strong><strong>&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </strong></p><ul> <li>All OG employees</li> <li>All HR Peers within OG and the OpCos to share knowledge and experience; OG &amp; OpCo Finance; OG Legal; OG HR Committee; Line Mangers &amp; Division Heads</li> </ul><p><strong>External</strong></p><ul> <li>External Vendors; Auditors, Consultants</li> </ul><p><strong>Your profile</strong></p><p><strong>Experience&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </strong></p><ul> <li>5 years of work experience in HR is preferred.</li> <li>At least 3 years in a similar role</li> <li>Experience in implementing HR best practices.</li> <li>Specialist knowledge of Oracle HRMS , SAP systems and payroll processing &amp; management</li> <li>Proven experience in HR policy administration</li> <li>Track record of excellent HR service delivery management evidenced by company recognition.</li> <li>Knowledge of human resource practices and trends in the OG footprint countries</li> <li>Knowledge of Qatari employment law</li> <li>Knowledge of QFC regulations</li> <li>Experience in GCC countries is an advantage</li> </ul><p><strong>Qualifications</strong></p><ul> <li>Bachelor’s degree in HR, Finance, Business Management or related field.</li> <li>Master’s Degree or MBA would be considered as a plus.</li> <li>Vocational or professional Diploma in HR management from a globally recognized HR institute/professional society/ body is an added advantage.</li> </ul><p><strong>Must-have skills </strong></p><p><strong>Technical</strong></p><ul> <li>Oracle HRMS Management - Advanced</li> <li>Financial Planning &amp; Administration - Advanced</li> <li>HR service delivery management - Expert</li> <li>Benefits Administration - Expert</li> <li>Payroll Management - Expert</li> <li>Onboarding and offboarding - Advanced</li> <li>Technical &amp; Digital Platforms - Advanced</li> <li>Written and Verbal Communication Skills - Expert&nbsp;</li> </ul><p>&nbsp;</p><p><strong>Behavioural</strong></p><ul> <li>Networking &amp; Influencing Collaboratively - Intermediate</li> <li>Delivering Results &amp; Fostering Ownership - Intermediate</li> <li>Building Customer Value - Intermediate</li></ul>

<p><strong>Your Role:</strong></p><p>Onboarding Experience</p><ul><li>Verify and oversee all onboarding activities to ensure completion within established timelines.</li><li>Ensure enrollment of new associates in all required benefits, including: QID Medical Insurance Life Insurance Workmen Compensation Insurance Audit Associate Profile in Associate Centre, or any other HRIS System Rosewood Benefits Program Other applicable company and statutory benefits</li><li>Ensure new joiner communications are completed and distributed.</li><li>Coordinate with departments to ensure all onboarding documentation is completed accurately.</li><li>Support enrollment of new associates in attendance and workforce management systems.</li><li>Ensure insurance coverage is activated prior to the associate's commencement date.</li><li>Maintain complete and accurate associate records in both digital and physical files.</li></ul><p>Offboarding Experience</p><ul><li>Oversee associate separation and clearance processes.</li><li>Ensure all clearance documentation is completed and submitted on time.</li><li>Verify attendance records, rosters, and payroll information prior to final settlement processing.</li><li>Assist associates during exit interview processes.</li><li>Coordinate cancellation of insurance, benefits, and system access for departing associates.</li><li>Ensure attendance and leave records are accurately updated and attached to clearance documentation.</li><li>Maintain complete records of associate separations and exits.</li></ul><p>Promotion, Transfer &amp; Employment Changes</p><ul><li>Review promotion and transfer requests for accuracy and completeness.</li><li>Ensure proposed changes align with approved payroll budgets, forecasts, and workforce plans.</li><li>Verify that all supporting performance reviews and documentation are attached.</li><li>Follow up on approvals to ensure timely processing.</li><li>Update promotion, transfer, and employment change letters in accordance with company guidelines.</li><li>Coordinate distribution and collection of signed documentation from associates and departments.</li><li>Update associate records in HRIS Systems.</li><li>Maintain accurate digital and physical files for all employment changes.</li><li>Update headcount reports and any other Talent &amp; Culture records accordingly.</li></ul><p>Payroll Management &amp; HRIS Systems Administration</p><p>Payroll Administration</p><ul><li>Maintain accurate and up-to-date payroll and associate information at all times.</li><li>Ensure updates are processed for new joiners, separations, promotions, transfers, salary changes, and other personnel movements.</li><li>Ensure all associate documentation is uploaded and maintained in the HRIS and payroll systems.</li><li>Act as the primary point of contact for HRIS and payroll system-related matters.</li><li>Create and maintain positions within HRIS systems for recruitment, promotions, and transfers.</li><li>Support system users and coordinate appropriate access levels.</li><li>Ensure all positions and reporting lines are maintained accurately within the system.</li><li>Update and monitor leave balances, public holidays, and attendance records.</li><li>Monitor attendance records for the Talent &amp; Culture Department.</li></ul><p>Monthly Payroll Processing</p><ul><li>Communicate payroll deadlines and closing schedules to departments.</li><li>Ensure all departmental attendance records are submitted on time.</li><li>Verify attendance submissions for: Accuracy Completeness Correct coding Appropriate approvals and signatures</li><li>Validate all new joiner and separation updates prior to payroll processing.</li><li>Ensure associate banking information and payroll details are updated accurately.</li><li>Conduct payroll verification checks and submit payroll information to Finance within agreed deadlines.</li><li>Support payroll reconciliation and audit requirements as needed.</li></ul><p>Workforce Reporting</p><ul><li>Update and maintain weekly headcount reports.</li><li>Prepare monthly Talent &amp; Culture reports, including: Headcount Report Turnover Report Leave Report (Annual Leave, Sick Leave, Absence, Work Injury, etc.) Separation Report Gender Diversity Report Nationality Report Workforce Movement Report</li><li>Monthly Review OMR</li><li>Monthly Reconciliation of all Talent &amp; Culture records.</li><li>Prepare any additional reports as required.</li></ul><p>Administration, Compliance &amp; Data Management</p><ul><li>Maintain accurate, up-to-date, and audit-ready filing systems across HRIS (e.g. OASYS), digital platforms, and physical records, ensuring all associate, government relations, and training documentation is properly organized and compliant.</li><li>Ensure that all Talent &amp; Culture meeting minutes are prepared and circulated within 24 working hours following the completion of each meeting.</li><li>Ensure all associate documentation (joiners, leavers, contracts, addendums, probation, disciplinary records, etc.) is properly recorded and securely maintained.</li><li>Support payroll processes through attendance validation, documentation accuracy, and coordination with relevant stakeholders.</li><li>Monitor probation periods and provide timely reminders to Department Heads to ensure structured performance reviews.</li><li>Ensure full compliance with company policies, local labor laws, and audit standards at all times.</li><li>Manage document control including scanning, uploading, and maintaining records within HR systems (e.g., Oasys).</li></ul><p><strong>Standard Responsibilities</strong></p><ul><li>Comply and adhere to the Rosewood company policies.</li><li>Take on other tasks in addition to the ones stated, in a reasonable framework.</li><li>Is always a brand ambassador and ensures brand integrity and clarity are always maintained.</li><li>Model the company's culture, vision, mission and core values always.</li><li>Keep abreast of newest trends and innovations in the hospitality industry and within Talent &amp; Culture.</li><li>Generally being alert for opportunities to improve the profitability of the department i.e. through controlling wastage and being responsible for the economy of all utilities and resources.</li><li>Take a proactive approach to administration, coordination of activities and anticipating potential opportunities.</li><li>Maintain effective communication within the department and ensure that the Talent &amp; Culture Leaders are kept well informed of any problems/queries that have arisen.</li><li>To attend any department training sessions and/or meetings required.</li><li>To liaise with other departments to ensure good communication and offer support.</li><li>To be fully conversant with the Rosewood Doha's Guidebook and T&amp;C Policies &amp; Procedures.</li><li>Supports the hotel operation in times of demand.</li></ul><p><strong>Desired Candidate Profile</strong></p><p><br></p>

<ul><li><p>Monitor daily attendance</p></li><li><p>Follow up on absenteeism</p></li><li><p>Process leave applications in the HR system</p></li><li><p>Verify attendance before payroll submission</p></li><li><p>Coordinate overtime approvals before sending them to Payroll</p></li><li><p>Validate the OT with the Payroll</p></li><li><p>Serve as the first point of contact for all employee HR enquiries</p></li><li><p>Welcome employees, candidates, and visitors to the HR Department</p></li><li><p>Receive and direct HR-related requests to the appropriate HR personnel</p></li><li><p>Maintain the HR reception area in a professional and organized manner</p></li><li><p>Respond to employee enquiries regarding HR policies, procedures, leave, attendance, and company benefits</p></li></ul><p><strong>Desired Candidate Profile</strong></p><ul><li><p>Bachelor in Business Administration or any relevant major</p></li><li><p>Minimum 2-3 years’ experience in HR department</p></li></ul>

The ideal candidate will be responsible for recruitment efforts, new hire orientation and onboarding, employee termination, payroll and benefits, company policy and procedure adherence. In addition, you will build strong relationships with our company's managers in order to help them with their human resource needs.<br>Responsibilities Oversee full-cycle of recruitment efforts Develop and oversee new hire orientation, onboarding efforts and employee termination process Assist with payroll and benefits administration Ensures compliance with company policies and procedures and legal Responsibilities<br>Qualifications<br>Bachelor's degree or equivalent experience in Business, Human Resources, or related area3+ years' of experience working in Human Resources Strong interpersonal and communication skills

<div><span style="font-size: 11px;"><b>Job Description &amp; Summary</b></span></div><div><span style="font-size: 11px;"><b><br></b></span></div><div><span style="font-size: 11px;"><b>About Us&nbsp;</b></span></div><div><span style="font-size: 11px;"><br></span></div><div><span style="font-size: 11px;">With offices in 152 countries and nearly 328,000 professionals, we are one of the world’s leading professional services networks, helping organisations and individuals create lasting value through Assurance, Tax and Advisory services. For over 40 years, we have contributed to the Middle East’s transformation journey, partnering with governments and businesses to deliver sustainable solutions. Today, more than 12,000 of us across Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Libya, Oman, Palestine, Qatar, Saudi Arabia and the UAE are shaping the region’s future.&nbsp;</span></div><div><span style="font-size: 11px;">Line of Service Overview&nbsp;</span></div><div><span style="font-size: 11px;">Internal Firm Services (IFS)&nbsp;</span></div><div><span style="font-size: 11px;">IFS is a network of specialist support professionals, which includes Clients &amp; Markets, Finance, Human Capital, Marketing &amp; Communications, Office Management, Risk &amp; Quality, Technology, to name a few. Each function plays a vital role in making sure we have all the right resources, services and technology across our business.&nbsp;</span></div><div><span style="font-size: 11px;">Business Unit Overview&nbsp;</span></div><div><span style="font-size: 11px;">Human Capital at PwC Middle East is transforming how we deliver people services through Centers of Excellence, drives innovative workforce practices, and leverages seamless, tech-enabled solutions. We unify and standardize HC service delivery while remaining responsive to each Line of Service, fostering a culture rooted in agility, collaboration, integrity, and innovation. Our focus is on creating a future-ready workforce by aligning talent strategies with business goals, enhancing employee experience, and building stronger HC capabilities - ensuring trust, equity, and operational excellence across the organization.</span></div><div><span style="font-size: 11px;">How You’ll Contribute&nbsp;</span></div><div><span style="font-size: 11px;">As a HC Associate, you’ll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. Responsibilities include but are not limited to:&nbsp;</span></div><div><span style="font-size: 11px;">• HC Operations &amp; Employee Lifecycle: Manage day-to-day HC operational activities across the employee lifecycle, including onboarding, employee record updates, transfers, letters, documentation, offboarding and related compliance checkpoints.&nbsp;</span></div><div><span style="font-size: 11px;"><br></span></div><div><span style="font-size: 11px;"><b>What You’ll Bring&nbsp;</b></span></div><div><span style="font-size: 11px;"><b><br></b></span></div><div><span style="font-size: 11px;"><br></span></div><div><span style="font-size: 11px;">• Years of experience: 4+ years of experience across HR operations, HR generalist work, payroll coordination, government relations support and / or employee lifecycle processes, preferably within a professional services, multinational or regional environment.&nbsp;</span></div><div><span style="font-size: 11px;">• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, Management or a related field.&nbsp;</span></div><div><span style="font-size: 11px;">• Human Capital knowledge: Strong understanding of HR operations and employee lifecycle activities, with exposure to business partnering practices and employee service delivery.&nbsp;</span></div><div><span style="font-size: 11px;">• Payroll background: Working knowledge of payroll inputs, payroll data validation, payroll cut-off timelines, benefits / allowances, end-of-service support and employee payroll query resolution.&nbsp;</span></div><div><span style="font-size: 11px;">• Government relations knowledge: Practical understanding of government relations, employment documentation, visa / work permit requirements and iqama-related processes; experience coordinating with internal GR / mobility teams is preferred.&nbsp;</span></div><div><span style="font-size: 11px;">• Compliance mindset: Good understanding of confidentiality, employee data accuracy, labour-law-sensitive processes and internal policy compliance.&nbsp;</span></div><div><span style="font-size: 11px;">• Soft skills: Strong communication, stakeholder management, problem-solving, organisation and follow-up skills, with a collaborative and solutions-focused approach.&nbsp;</span></div><div><span style="font-size: 11px;">• Language skills: Proficiency in English, written and spoken; Arabic is a plus.&nbsp;</span></div><div><br></div><p><strong>Desired Candidate Profile</strong></p><p>Qualifications Bachelor s degree in Human Resources, Business Administration, or related field HR certification will be an advantage Experience A minimum of [4] Four years of experience in HR, with a focus on employee relations. Skills Excellent communication and interpersonal skills. Exceptional problem-solving and conflict-resolution abilities. Empathetic and approachable. Strong ethical standards and a commitment to fairness and equity. Detail-oriented and organized. Strong teamwork and collaboration skills. Highly proactive Language (s): English Arabic (will be an advantage) Specialized Training/ Knowledge Required Strong knowledge of employment laws and regulations.</p>

<p>Head Accountant – Doha, Qatar</p><p><br></p><p>We are seeking an experienced and detail-oriented Head Accountant to manage the company’s accounting, financial, and payroll operations.</p><p><br></p><p>Key Responsibilities</p><p><br></p><p>* Prepare monthly and annual financial reports.</p><p>* Manage budgeting, forecasting, and cash flow.</p><p>* Oversee AP, AR, GL, and bank reconciliations.</p><p>* Manage payroll processing and WPS salary transfers.</p><p>* Manage month-end and year-end closing.</p><p>* Ensure compliance with Qatar tax regulations.</p><p>* Coordinate external audits and tax requirements.</p><p>* Monitor project costs, expenses, and profitability.</p><p>* Maintain strong internal financial controls.</p><p><br></p><p>Requirements</p><p><br></p><p>* Bachelor’s degree in Accounting or Finance.</p><p>* 8+ years of relevant experience, preferably in Qatar.</p><p>* Strong knowledge of payroll, WPS, taxation, budgeting, audit, and IFRS.</p><p>* Experience with ERP/accounting systems and Excel.</p><p>* Real estate, construction, or trading experience is preferred.</p><p>* CPA, ACCA, CMA, or CIMA is an advantage.</p><p>* Highly accurate, trustworthy, professional, and detail-oriented.</p>

Job Description<br><br>At Boeing, we innovate and collaborate to make the world a better place. We’re committed to fostering an environment for every teammate that’s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.<br><br>Job Description<br><br>BGS is excited to find some Aircrew Flight Equipment Technician (AFE) _Life Support Equipment all levels to assist in our maintenance efforts at Al Udeid AFB, Qatar.<br><br>Job Description Summary<br><br><br>Troubleshoot and diagnose malfunctions in Aircrew Flight Equipment. Perform necessary repairs to restore systems to proper working order. Conducts complete overhauls of components and systems. Installs of new or replacement components and systems associated with Aircrew Flight Equipment. Perform routine maintenance on Aircrew Flight Equipment systems. Utilize technical data, rely on technical publications and manuals to guide their work. Conducts thorough inspections to identify potential issues. Operate systems to verify functionality and diagnose problems. May work with specialized support equipment (SE) related to technical discipline.<br><br><br>Position Responsibilities:<br><br><br>Inspect, maintain, and repair aircrew flight equipment, including survival gear, helmets, oxygen masks, harnesses, parachutes, anti-G suits, communication equipment. and other life-support systems. Follow established procedures and technical orders to maintain equipment in accordance with safety and maintenance standards. Conduct thorough inspections of aircrew flight equipment to ensure proper functionality, serviceability, and compliance with technical specifications. Fabricates and modifies Aircrew Flight Equipment according to technical specifications. Provide training and guidance to aircrew members on the proper use, maintenance, and emergency procedures related to aircrew flight equipment. Able to assign and perform CUT (Cross Utilization Training) as required. Works under general supervision.<br><br><br>This position requires the ability to obtain the US Security Clearance from the US Government.<br><br>Employer will sponsor applicants for employment visa status where required.<br><br>Basic Qualifications:<br><br><br>Minimum of 1 year experience in Aircrew Flight Equipment Systems. Must be willing to work variable shifts, including weekends and overtime. Some positions may also be rotating shifts<br><br><br>Preferred Qualifications:<br><br><br>Experience on military fighter platforms (F-16, F-18, F-22, F-5, F-14, or F-15) Military or vocational school related to discipline or equivalent.<br><br><br>Relocation:<br><br><br>This position offers relocation based on candidate eligibility.<br><br><br>Typical Education/Experience:<br><br><br>Education/experience typically acquired through basic education (e.g. High School diploma/GED) and typically 1 or more years' related work experience or an equivalentcombination of education and experience (e.g. vocational school/Associate). Candidates must be able to obtain a work visa, depending on requirements of the country. Candidate must be able to meet the cultural requirements of the country, as applicable. Employment is contingent on the candidate’s ability to satisfy all labor and immigration formalities of the country.<br><br><br>Important information regarding this requisition:<br><br>This vacancy is for an international, locally hired position in Al Udeid, Qatar. Benefits and pay are determined at the local level and are not part of Boeing U. S.-based payroll and will be commensurate with experience and qualifications and in accordance with applicable local law. Employment is subject to the candidates’ ability to satisfy all labor and immigration formalities.<br><br>Export Control Requirements:<br><br>This is an export control position. Meaning:<br><br><br> Position may be export controlled. Government authorization may be required. Employment contingent upon meeting trade control requirements.<br><br><br>The Boeing benefits package goes above and beyond, focusing on your physical, emotional, financial and social well-being. Here’s a snapshot of what we offer:<br><br><br>Competitive salary and annual incentive plans. Continuous learning - you’ll develop the mindset and skills to navigate whatever comes next. Success as defined by you - we’ll provide the tools and flexibility, so you can make a meaningful impact, your way. Inclusive culture - you’ll be embraced for who you are and empowered to use your voice to help others find theirs. Learning Together Program to support your on-going personal and career development. Access to Boeing’s Well Being Programs, tool and incentives.<br><br><br>Applications for this position will be accepted until Sept. 27, 2026<br><br>Export Control Details: <br><br>Non – US based job<br><br>Relocation <br><br>This position offers relocation based on candidate eligibility.<br><br>Security Clearance <br><br>This position requires the ability to obtain a U. S. Security Clearance for which the U. S. Government requires U. S. Citizenship. An interim and/or final U. S. Secret Clearance Post-Start is required.<br><br>Visa Sponsorship <br><br>Employer willing to sponsor applicants for employment visa status.<br><br>Shift <br><br>Shift Worker (Qatar)<br><br>Equal Opportunity Employer:<br><br>We are an equal opportunity employer. We do not accept unlawful discrimination in our recruitment or employment practices on any grounds including but not limited to; race, color, ethnicity, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military and veteran status, or other characteristics covered by applicable law.<br><br>We have teams in more than 65 countries, and each person plays a role in helping us become one of the world’s most innovative, diverse and inclusive companies. We are proud members of the Valuable 500 and welcome applications from candidates with disabilities. Applicants are encouraged to share with our recruitment team any accommodations required during the recruitment process. Accommodations may include but are not limited to: conducting interviews in accessible locations that accommodate mobility needs, encouraging candidates to bring and use any existing assistive technology such as screen readers and offering flexible interview formats such as virtual or phone interviews.

<p>The Chief Accountant oversees daily hotel financial operations, general ledger management, and financial reporting. This role ensures strict compliance with hospitality accounting standards, manages the accounting team, and assists the Controller in cash flow management, internal audits, and budget preparation.</p><p>General Ledger &amp; Financial Reporting: Oversee month-end and year-end closing processes, prepare balance sheet reconciliations, and compile monthly financial statements in compliance with USALI.</p><p>Accounts &amp; Cash Flow Management: Supervise Accounts Payable, Accounts Receivable, Income Audit, and General Cashiering to optimize working capital and daily cash flow.</p><p>Taxation &amp; Compliance: Prepare local tax filings (VAT, sales tax, corporate tax, payroll taxes) and ensure full compliance with regional financial regulations and statutory audits.</p><p>Internal Controls &amp; Auditing: Enforce internal financial controls, monitor hotel revenue capture, verify daily income audits, and flag budget variances.</p><p>Team Leadership &amp; Payroll: Lead and mentor the accounting staff, review monthly payroll processing, and coordinate with operational department heads on finance-related queries.</p>

The Finance Specialist interfaces with PSO Finance department to provide accounting, time-keeping, payroll and banking support for the Site. Ensures compliance with Performance Work Statement (PWS) and Amentum ISO 9001 Quality Management System (QMS).<br><br>Principal Accountabilities<br><br>Prepares all telephone and utility bills for payment and reconciliation of charges to company and employee accounts. Maintain site Petty Cash fund in accordance with Program policies and procedures. Manages the timekeeping Deltek Costpoint (Time & Expense) for the Site. Provide Deltek Costpoint (Time & Expense) training for new hires. Prepares month end accruals reports. Prepares Operational Funds requests. Ensures that all transactions are assigned correct Charge Codes. Aduit Expense Reports for accuracy and obtain correct approvals for the payment and reimbursements. Prepares checks and wire transfers. Maintain Invoice Log and Invoice Log transfer. Prepares invoices and supporting documents for payment with the correct approvals. Maintains an auditable filing system for all documents. Provides Finance Reports as requested by the Site Manager and PSO Finance. Ensure accurate accounting in the payroll processes. Respond to vendors queries regarding outstanding payments. Coordinate with Supply and Purchasing departments regarding documents and payments clearance. Data input, reconciles and submits site Quicken Data Files along with supporting on weekly and monthly basis. Maintains, reconciles and submits Account Payable Vouchers for site Debit Purchase Cards. Performs utility and bank runs as and when required. Prepares and submits Distribution Correction Vouchers (DCV) for telecom services on a monthly basis. At the end of each pay period provides the updated WPS salary file to DIFZ Dubai and DI payroll for processing the salary. Confirm to PSO payroll office all local payment has been processed. Responsible for the security of cash and the company documents in safe, office equipment (OEL), Finance documents such as disbursement voucher of FIN department and the Finance Office, if an office that can be secured is allocated. Performs other duties as assigned. Works in normal office environment. <br><br>Minimum Requirements<br><br>Must have excellent organizational skills and be able to understand, speak, read and write English at an intermediate level. Must be proficient in the use of personal computers and Windows Operating System and Microsoft Office to include as a minimum Power Point, Excel and Word programs. Must possess a valid home country driver's license and ability to obtain host nation driver's license. High School diploma or equivalent required. Three years' experience in a professional accounting environment with experience in handling cash required. Light to moderate lifting as required carried out in an office environment. Ability to work overtime as needed and sometimes outside of standard hours. Ability to travel domestically and internationally. <br><br>Preferred Qualifications<br><br>Associates Degree in Finance or related discipline preferred.

Head Accountant – Doha, Qatar<br>We are seeking an experienced and detail-oriented Head Accountant to manage the company’s accounting, financial, and payroll operations.<br>Key Responsibilities<br>* Prepare monthly and annual financial reports.* Manage budgeting, forecasting, and cash flow.* Oversee AP, AR, GL, and bank reconciliations.* Manage payroll processing and WPS salary transfers.* Manage month-end and year-end closing.* Ensure compliance with Qatar tax regulations.* Coordinate external audits and tax requirements.* Monitor project costs, expenses, and profitability.* Maintain strong internal financial controls.<br>Requirements<br>* Bachelor’s degree in Accounting or Finance.* 8+ years of relevant experience, preferably in Qatar.* Strong knowledge of payroll, WPS, taxation, budgeting, audit, and IFRS.* Experience with ERP/accounting systems and Excel.* Real estate, construction, or trading experience is preferred.* CPA, ACCA, CMA, or CIMA is an advantage.* Highly accurate, trustworthy, professional, and detail-oriented.

<h2 class="h5">Job description</h2> <div class="t-break" data-jb-field="description"> &nbsp;The Chief Accountant oversees daily hotel financial operations, general ledger management, and financial reporting. This role ensures strict compliance with hospitality accounting standards, manages the accounting team, and assists the Controller in cash flow management, internal audits, and budget preparation.&nbsp;<br><br><strong><br>General Ledger &amp; Financial Reporting:</strong> Oversee month-end and year-end closing processes, prepare balance sheet reconciliations, and compile monthly financial statements in compliance with USALI.<br><br><strong><br>Accounts &amp; Cash Flow Management:</strong> Supervise Accounts Payable, Accounts Receivable, Income Audit, and General Cashiering to optimize working capital and daily cash flow.<br><br><strong><br>Taxation &amp; Compliance:</strong> Prepare local tax filings (VAT, sales tax, corporate tax, payroll taxes) and ensure full compliance with regional financial regulations and statutory audits.<br><br><strong><br>Internal Controls &amp; Auditing:</strong> Enforce internal financial controls, monitor hotel revenue capture, verify daily income audits, and flag budget variances.<br><br><strong><br>Team Leadership &amp; Payroll:</strong> Lead and mentor the accounting staff, review monthly payroll processing, and coordinate with operational department heads on finance-related queries.<br><br> </div>

Why Join Us? At Rosewood Doha, we create an environment where passion meets purpose – and where careers have meaning. Guided by our philosophy of Relationship Hospitality and our culture of Make the Place, we believe in enriching lives, starting with yours. We empower you to bring your true self, grow with confidence, curate the extraordinary and leave your legacy. You’ll be part of a diverse, inclusive and supportive community that invests in your development, celebrates achievements and inspires you to Discover Your Calling. Together, we push boundaries, explore the uncharted and shape the future of luxury lifestyle experiences.<br>About Rosewood Doha:Rosewood Doha is a landmark destination inspired by Qatar’s coral reefs, bringing together ultra-luxury hospitality, residential living, culinary experiences, holistic wellness, differentiated retail and events within one integrated ecosystem. The property includes a 155-key hotel, 162 serviced apartments and 276 private residences, alongside a diverse collection of restaurants and lounges, expansive event spaces and curated lifestyle experiences. Our destination also houses Asaya, Qatar’s first members-only social wellness club, complemented by Rosewood’s signature Manor Club for Club Room and Suite guests. Since opening in July of 2025, Rosewood Doha has been recognized with multiple international and regional accolades, including distinctions from the Michelin Guide, Forbes Travel Guide and Qatar Tourism - reflecting the scale, ambition and standards of excellence behind the destination. As part of the global Rosewood Hotels & Resorts portfolio, the property represents a new generation of luxury that goes beyond traditional hospitality into lifestyle, community and experience-driven destinations.<br>Our Associate Experience:We believe exceptional work deserves exceptional care. At Rosewood Doha, we offer a thoughtfully designed associate experience that supports your wellbeing, growth and life beyond work. This includes:A competitive salary and benefits package High-quality associate accommodation in prime locations in the heart of Lusail and the Pearl A birthday day off (because your milestones matter!) Personalized development plans and continuous learning opportunities to support your career journey. These benefits reflect our commitment to creating an environment where you thrive – professionally and personally – while building a meaningful career with us.<br>Your Role:Onboarding Experience Verify and oversee all onboarding activities to ensure completion within established timelines. Ensure enrollment of new associates in all required benefits, including:QIDMedical Insurance Life Insurance Workmen Compensation Insurance Audit Associate Profile in Associate Centre, or any other HRIS System Rosewood Benefits Program Other applicable company and statutory benefits Ensure new joiner communications are completed and distributed. Coordinate with departments to ensure all onboarding documentation is completed accurately. Support enrollment of new associates in attendance and workforce management systems. Ensure insurance coverage is activated prior to the associate's commencement date. Maintain complete and accurate associate records in both digital and physical files.<br>Offboarding Experience Oversee associate separation and clearance processes. Ensure all clearance documentation is completed and submitted on time. Verify attendance records, rosters, and payroll information prior to final settlement processing. Assist associates during exit interview processes. Coordinate cancellation of insurance, benefits, and system access for departing associates. Ensure attendance and leave records are accurately updated and attached to clearance documentation. Maintain complete records of associate separations and exits.<br>Promotion, Transfer & Employment Changes Review promotion and transfer requests for accuracy and completeness. Ensure proposed changes align with approved payroll budgets, forecasts, and workforce plans. Verify that all supporting performance reviews and documentation are attached. Follow up on approvals to ensure timely processing. Update promotion, transfer, and employment change letters in accordance with company guidelines. Coordinate distribution and collection of signed documentation from associates and departments. Update associate records in HRIS Systems. Maintain accurate digital and physical files for all employment changes. Update headcount reports and any other Talent & Culture records accordingly.<br>Payroll Management & HRIS Systems Administration Payroll Administration Maintain accurate and up-to-date payroll and associate information at all times. Ensure updates are processed for new joiners, separations, promotions, transfers, salary changes, and other personnel movements. Ensure all associate documentation is uploaded and maintained in the HRIS and payroll systems. Act as the primary point of contact for HRIS and payroll system-related matters. Create and maintain positions within HRIS systems for recruitment, promotions, and transfers. Support system users and coordinate appropriate access levels. Ensure all positions and reporting lines are maintained accurately within the system. Update and monitor leave balances, public holidays, and attendance records. Monitor attendance records for the Talent & Culture Department.<br>Monthly Payroll Processing Communicate payroll deadlines and closing schedules to departments. Ensure all departmental attendance records are submitted on time. Verify attendance submissions for:Accuracy Completeness Correct coding Appropriate approvals and signatures Validate all new joiner and separation updates prior to payroll processing. Ensure associate banking information and payroll details are updated accurately. Conduct payroll verification checks and submit payroll information to Finance within agreed deadlines. Support payroll reconciliation and audit requirements as needed.<br>Workforce Reporting Update and maintain weekly headcount reports. Prepare monthly Talent & Culture reports, including:Headcount Report Turnover Report Leave Report (Annual Leave, Sick Leave, Absence, Work Injury, etc.) Separation Report Gender Diversity Report Nationality Report Workforce Movement Report Monthly Review OMRMonthly Reconciliation of all Talent & Culture records. Prepare any additional reports as required.<br>Administration, Compliance & Data Management Maintain accurate, up-to-date, and audit-ready filing systems across HRIS (e.g. OASYS), digital platforms, and physical records, ensuring all associate, government relations, and training documentation is properly organized and compliant. Ensure that all Talent & Culture meeting minutes are prepared and circulated within 24 working hours following the completion of each meeting. Ensure all associate documentation (joiners, leavers, contracts, addendums, probation, disciplinary records, etc.) is properly recorded and securely maintained. Support payroll processes through attendance validation, documentation accuracy, and coordination with relevant stakeholders. Monitor probation periods and provide timely reminders to Department Heads to ensure structured performance reviews. Ensure full compliance with company policies, local labor laws, and audit standards at all times. Manage document control including scanning, uploading, and maintaining records within HR systems (e.g., Oasys).<br>Standard Responsibilities Comply and adhere to the Rosewood company policies. Take on other tasks in addition to the ones stated, in a reasonable framework. Is always a “brand ambassador” and ensures brand integrity and clarity are always maintained. Model the company’s culture, vision, mission and core values always. Keep abreast of newest trends and innovations in the hospitality industry and within Talent & Culture. Generally being alert for opportunities to improve the profitability of the department i.e. through controlling wastage and being responsible for the economy of all utilities and resources. Take a proactive approach to administration, coordination of activities and anticipating potential opportunities. Maintain effective communication within the department and ensure that the Talent & Culture Leaders are kept well informed of any problems/queries that have arisen. To attend any department training sessions and/or meetings required. To liaise with other departments to ensure good communication and offer support. To be fully conversant with the Rosewood Doha’s Guidebook and T&C Policies & Procedures. Supports the hotel operation in times of demand.

<h2 class="h5">Job description</h2> <div class="t-break" data-jb-field="description"> <p>Instant Delivery Services (IDS) is looking for a detail-oriented and responsible <b>Finance &amp; Accounts Executive</b> to join our Finance &amp; Accounting team.</p><p><br></p><p>The successful candidate will be responsible for maintaining accurate financial records, supporting daily accounting operations, monitoring receivables and payables, assisting with payroll and rider-related financial transactions, and preparing regular financial reports for management.</p><p><br></p><p>The role requires strong attention to detail, confidentiality, accuracy, and the ability to work in a fast-paced delivery and logistics environment.</p><p><br></p><p><b>Key Responsibilities</b></p><p><br></p><ul><li>Maintain accurate and up-to-date accounting records and transactions.</li><li>Handle daily bookkeeping and general ledger activities.</li><li>Manage accounts payable and accounts receivable.</li><li>Prepare invoices, payment records, receipts, and supporting documentation.</li><li>Reconcile bank accounts, cash transactions, and other financial records.</li><li>Monitor customer and supplier balances and follow up on outstanding amounts.</li><li>Assist with monthly closing and preparation of financial statements.</li><li>Prepare management reports, financial summaries, and expense analysis.</li><li>Support payroll preparation and verification of employee/rider-related payments.</li><li>Monitor operational expenses and identify discrepancies or unusual transactions.</li><li>Maintain proper documentation and filing of financial records.</li><li>Assist with budgeting, cash-flow monitoring, and financial planning.</li><li>Coordinate with Operations, HR, and management regarding financial matters.</li><li>Ensure financial transactions are properly authorized and recorded.</li><li>Support external auditors, tax/accounting consultants, and other financial requirements when required.</li><li>Maintain confidentiality of company financial and employee information.</li></ul><p><br></p><p><b>Preferred</b></p><p><br></p><ul><li>Experience working in Qatar or the GCC.</li><li>Experience with delivery-platform settlements, rider payments, commissions, incentives, or fleet-related expenses.</li><li>Knowledge of Qatar accounting, payroll, tax, and financial compliance requirements.</li><li>Experience with ERP/accounting systems such as <b>Tally, Odoo, QuickBooks, Zoho Books, or similar systems</b>.</li></ul><p><br></p><p><b>What We Are Looking For</b></p><p><br></p><p>We are looking for someone who is: <b>Accurate • Responsible • Analytical • Organized • Confidential • Proactive • Result-Oriented</b></p><p><br></p><p>Candidates with strong practical accounting experience and the ability to take ownership of financial records and daily finance operations are encouraged to apply.</p> </div><h2 class="h5">Skills</h2> <div data-jb-field="skills"><p><b>Required Skills &amp; Qualifications</b></p><p><br></p><ul><li>Bachelor's degree or diploma in <b>Accounting, Finance, Commerce, or a related field</b>.</li><li>Previous experience in accounting or finance, preferably within <b>logistics, delivery, transportation, retail, or a similar high-volume operation</b>.</li><li>Strong knowledge of bookkeeping and accounting principles.</li><li>Good understanding of <b>Accounts Payable, Accounts Receivable, General Ledger, Bank Reconciliation, and Payroll</b>.</li><li>Strong Excel/Google Sheets skills, including formulas, filtering, sorting, and financial reporting.</li><li>Experience with accounting/ERP software is preferred.</li><li>Strong numerical and analytical skills.</li><li>High level of accuracy and attention to detail.</li><li>Good organizational and time-management skills.</li><li>Ability to identify discrepancies and investigate financial differences.</li><li>Good communication and coordination skills.</li><li>Ability to maintain confidentiality and handle sensitive financial information.</li><li>Ability to work independently as well as within a team.</li></ul></div>

<p>The Finance Specialist interfaces with PSO Finance department to provide accounting, time-keeping, payroll and banking support for the Site. Ensures compliance with Performance Work Statement (PWS) and Amentum ISO 9001 Quality Management System (QMS). Principal Accountabilities Prepares all telephone and utility bills for payment and reconciliation of charges to company and employee accounts. Maintain site Petty Cash fund in accordance with Program policies and procedures. Manages the timekeeping Deltek Costpoint (Time &amp; Expense) for the Site. Provide Deltek Costpoint (Time &amp; Expense) training for new hires. Prepares month end accruals reports. Prepares Operational Funds requests. Ensures that all transactions are assigned correct Charge Codes. Aduit Expense Reports for accuracy and obtain correct approvals for the payment and reimbursements. Prepares checks and wire transfers. Maintain Invoice Log and Invoice Log transfer. Prepares invoices and supporting documents for payment with the correct approvals. Maintains an auditable filing system for all documents. Provides Finance Reports as requested by the Site Manager and PSO Finance. Ensure accurate accounting in the payroll processes. Respond to vendors queries regarding outstanding payments. Coordinate with Supply and Purchasing departments regarding documents and payments clearance. Data input, reconciles and submits site Quicken Data Files along with supporting on weekly and monthly basis. Maintains, reconciles and submits Account Payable Vouchers for site Debit Purchase Cards. Performs utility and bank runs as and when required. Prepares and submits Distribution Correction Vouchers (DCV) for telecom services on a monthly basis. At the end of each pay period provides the updated WPS salary file to DIFZ Dubai and DI payroll for processing the salary. Confirm to PSO payroll office all local payment has been processed. Responsible for the security of cash and the company documents in safe, office equipment (OEL), Finance documents such as disbursement voucher of FIN department and the Finance Office, if an office that can be secured is allocated. Performs other duties as assigned. Works in normal office environment.</p><p><strong>Desired Candidate Profile</strong></p><ul><li>Must have excellent organizational skills and be able to understand, speak, read and write English at an intermediate level.</li><li>Must be proficient in the use of personal computers and Windows Operating System and Microsoft Office to include as a minimum Power Point, Excel and Word programs.</li><li>Must possess a valid home country driver's license and ability to obtain host nation driver's license.</li><li>High School diploma or equivalent required.</li><li>Three years' experience in a professional accounting environment with experience in handling cash required.</li><li>Light to moderate lifting as required carried out in an office environment.</li><li>Ability to work overtime as needed and sometimes outside of standard hours.</li><li>Ability to travel domestically and internationally.</li><li>Associates Degree in Finance or related discipline preferred.</li></ul>

<p>The Finance Specialist interfaces with PSO Finance department to provide accounting, time-keeping, payroll and banking support for the Site. Ensures compliance with Performance Work Statement (PWS) and Amentum ISO 9001 Quality Management System (QMS). Principal Accountabilities Prepares all telephone and utility bills for payment and reconciliation of charges to company and employee accounts. Maintain site Petty Cash fund in accordance with Program policies and procedures. Manages the timekeeping Deltek Costpoint (Time &amp; Expense) for the Site. Provide Deltek Costpoint (Time &amp; Expense) training for new hires. Prepares month end accruals reports. Prepares Operational Funds requests. Ensures that all transactions are assigned correct Charge Codes. Aduit Expense Reports for accuracy and obtain correct approvals for the payment and reimbursements. Prepares checks and wire transfers. Maintain Invoice Log and Invoice Log transfer. Prepares invoices and supporting documents for payment with the correct approvals. Maintains an auditable filing system for all documents. Provides Finance Reports as requested by the Site Manager and PSO Finance. Ensure accurate accounting in the payroll processes. Respond to vendors queries regarding outstanding payments. Coordinate with Supply and Purchasing departments regarding documents and payments clearance. Data input, reconciles and submits site Quicken Data Files along with supporting on weekly and monthly basis. Maintains, reconciles and submits Account Payable Vouchers for site Debit Purchase Cards. Performs utility and bank runs as and when required. Prepares and submits Distribution Correction Vouchers (DCV) for telecom services on a monthly basis. At the end of each pay period provides the updated WPS salary file to DIFZ Dubai and DI payroll for processing the salary. Confirm to PSO payroll office all local payment has been processed. Responsible for the security of cash and the company documents in safe, office equipment (OEL), Finance documents such as disbursement voucher of FIN department and the Finance Office, if an office that can be secured is allocated. Performs other duties as assigned. Works in normal office environment.</p><p><strong>Desired Candidate Profile</strong></p><ul><li>Must have excellent organizational skills and be able to understand, speak, read and write English at an intermediate level.</li><li>Must be proficient in the use of personal computers and Windows Operating System and Microsoft Office to include as a minimum Power Point, Excel and Word programs.</li><li>Must possess a valid home country driver's license and ability to obtain host nation driver's license.</li><li>High School diploma or equivalent required.</li><li>Three years' experience in a professional accounting environment with experience in handling cash required.</li><li>Light to moderate lifting as required carried out in an office environment.</li><li>Ability to work overtime as needed and sometimes outside of standard hours.</li><li>Ability to travel domestically and internationally.</li><li>Associates Degree in Finance or related discipline preferred.</li></ul>

About the Role We are seeking a specialized Oracle EBS HRMS Techno-Functional Consultant to join our IT Enterprise Solutions team at our Headquarters in Doha. This role is designed for a developer who excels in technical execution while deeply understanding the functional logic of HR and Payroll cycles.<br>Responsibilities Closely collaborate with Payroll teams during monthly cycles to ensure zero-downtime and rapid issue resolution Maintain Standard Oracle HRMS (R12.2. X) and custom applications using OAF, XML Publisher, and Fast Formula Support seamless data flow between HRMS, Finance, SCM, and third-party system Ensure all developments comply with data security and corporate governance standards<br>Qualifications Bachelor’s degree in Computer Engineering or related technical field Minimum 5 years of techno-functional experience in Oracle EBS R12.2. X HRMS (Core HR, Payroll, OTL). Strong analytical and presentation skills. Ability to work with key stakeholders and senior management. English proficiency is mandatory; Arabic is a significant advantage. Understanding of Qatar/GCC work environment and culture is a plus<br>Required Skills Functional Expertise: Deep, practical knowledge of Oracle HR and Payroll processes is a must. PL/SQL: Advanced programming and troubleshooting Oracle Application Framework (OAF): Strong technical development and extensions. Oracle Workflow: Expert-level customization and maintenance.<br>What We Offer We offer a full-time, stable employment contract. Full assistance throughout the entire visa and mobilization process. We cover the initial flight to Qatar for you and your family. Annual flights for self and family (up to 3 children to age 18). Education allowance (up to 3 children to age 18). Medical Health Insurance for self, spouse and up to 3 children to age 18. Life Insurance for self only Annual Performance Related bonus End of Service Gratuity.<br>We offer a stable, professional workplace where your technical skills are truly valued and your impact is seen immediately. If you enjoy hands-on work and want to grow with a team that respects expertise, we’re looking for you.<br>Ready for a new challenge? Apply now.

Teamed / Countries / Qatar<br><br>Qatar<br><br> Country overview Served by Teamed vetted partner-entity network in Qatar What do you need to know to hire in Qatar?<br><br>A salary you pay in Qatar reaches the employee untaxed, because employment income sits outside the Income Tax Law (Law No. 24 of 2018). Expat staff carry no social insurance either. Instead of severance, you owe end-of-service gratuity of 3 weeks of pay for every year worked. Each guide below takes one layer.<br><br>Last reviewed 13 June 2026<br><br> Qatar guide<br><br>How does Teamed handle Qatari hiring for you?<br><br>Teamed becomes your legal employer of record in Qatar for $599 per employee per month, flat, with zero FX mark-up in any currency.<br><br>Payroll, contracts, and the full Qatari employment law stack run on one platform.<br><br>Real HR and legal experts manage every Qatari hire, from the first offer letter to the final settlement. An actual person, not a chatbot or a pooled queue, handles your Qatar team alongside EOR, contractor onboarding, and entity payroll on one platform. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.<br><br>A Qatari contractor who converts to employment keeps their record, and that same employee can graduate from EOR to your own Qatar entity without re-onboarding. Run the Crossover Calculator to see the month the model flips. EOR is the right model for a first Qatar hire, until it isn't.<br><br>Talk to an expert Run the cost calculator<br><br>Qatar guide Overview Hiring guide Termination Tax and payroll Cost breakdown EOR vs entity<br><br>Three things you won't find on any other Qatar EOR guide<br><br>Qatar takes no income tax from salaries. Employment pay, wages, and allowances sit outside the Income Tax Law (Law No. 24 of 2018). The gross you agree is close to the net the employee keeps. Most EOR guides bury this under generic tax tables. You pay no social insurance for a foreign hire. Social insurance applies to Qatari nationals only. For a Qatari employee the employer rate is 14% and the employee pays 7%. The tax and payroll guide sets out who is in and who is out. Qatar has no separate redundancy pay. It has end-of-service gratuity instead. Every employee with a year or more earns 3 weeks of pay per year of service when they leave (Labour Law Article 54). The cost breakdown guide shows how it accrues.<br><br>Answer.cite this<br><br>Hiring in Qatar adds almost no statutory cost on top of salary for an expat employee. There is no personal income tax on employment pay (Law No. 24 of 2018). There is no social insurance for non-Qatari staff.<br><br>The one accruing cost is end-of-service gratuity. You set aside 3 weeks of pay for each full year an employee works (Labour Law Article 54).<br><br>Payroll runs monthly and wages are paid in Qatari riyals. The basic minimum wage is QAR 1,000/month, plus QAR 500/month housing and QAR 300/month food if you do not provide them in kind.<br><br>Teamed runs Qatari payroll, contracts, and compliance through a vetted partner entity in Qatar. This page is the map. Each guide below is the detail.<br><br>At a glance<br><br> Qatar QAR Arabic Monthly payroll<br><br>Currency<br><br>QAR (Qatari riyal)<br><br>Income tax on salary<br><br>Noneemployment pay is outside Law No. 24 of 2018<br><br>Social insurance (expats)<br><br>Noneapplies to Qatari nationals only<br><br>Basic minimum wage<br><br>QAR 1,000/monthplus housing and food allowances if not in kind<br><br>Annual leave (under 5 years)<br><br>3 weeksrises to four weeks at five years, Article 79<br><br>Public holidays<br><br>10 days Labour Law Article 78<br><br>Maternity leave<br><br>50 daysfull pay after one year, Article 96<br><br>End-of-service gratuity<br><br>3 weeksper year of service, Article 54<br><br>Qatar<br><br> per employee per month flat<br><br>$599<br><br>Zero FX. No setup fees. 24-hour onboarding.* The price your finance team can forecast against without surprises. *Typical once terms are confirmed. Some jurisdictions take longer where local registration or work permits apply.<br><br>Zero FX Fixed No setup fee No exit fee* 24-hour onboard<br><br>How much does it cost to hire an employee in Qatar in 2026?<br><br>For an expat hire, the employer cost is close to the salary itself.<br><br>There is no income tax to withhold and no social insurance for foreign staff. The one accruing cost is gratuity of 3 weeks of pay per year worked.<br><br>Qatar is one of the lower-cost places to employ once you look at statutory add-ons. Salary is paid free of income tax. A non-Qatari employee triggers no social insurance, so there is no employer percentage to layer on top of pay. The cost you accrue is end-of-service gratuity, set at 3 weeks of pay for every full year of service under Labour Law Article 54.<br><br>For a Qatari national the picture changes. The employer pays social insurance of 14% and the employee pays 7% under the Social Insurance Law (Law No. 1 of 2022). Teamed's Qatar fee sits inside the total cost envelope, not outside it.<br><br>Teamed's Qatar price is $599 per employee per month, flat, with zero FX in any currency pairing. No setup fees. No exit fees. Salaries, benefits, and the gratuity accrual passed through at cost on every invoice. The full breakdown, with worked examples at current statutory rates, is in the cost guide.<br><br>↓ Honesty, made visible<br><br>One price. Zero FX.<br><br>Same headline rate as Deel. Every line itemised on every invoice. FX absorbed by Teamed. No markup, no spread, no FX line in any currency pairing.<br><br>Fixed Rate<br><br> Zero FX<br><br>$599<br><br>/ employee / month<br><br> flat<br><br>No FX line on the invoice. Same rate, same-currency or cross-border.<br><br>What's included<br><br>Local employment contract Payroll & statutory remittances Statutory benefits administration Named country specialist Line-by-line invoices No setup or exit fees*<br><br>Industry average FX<br><br>3 – 5%<br><br>Where it shows up<br><br>Hidden in the rate<br><br>Teamed FX<br><br>0%<br><br>Where it shows up<br><br>Absorbed. No FX line.<br><br>No setup fees. No deposits. Cancel any month.<br><br>Read the full Qatar cost breakdown<br><br>Try it with your numbers<br><br>Drop a Qatar salary in. See the full loaded cost.<br><br>Gross annual salary<br><br>$ USD £ GBP € EUR<br><br>Country<br><br>???????? Qatar<br><br>The Employee Cost Calculator models Qatar's employer charges: end-of-service gratuity accruing at 3 weeks of pay for every full year of service, 14% employer social insurance for Qatari nationals, and no income tax or social insurance for expat hires.<br><br>Do you need a Qatari entity to hire employees in Qatar?<br><br>No. An Employer of Record runs Qatari payroll and contracts from day one.<br><br>Your own Qatar entity becomes worth the overhead once you reach a steady local team, not for a first hire or two.<br><br>Stage 1<br><br>Contractor<br><br>First Qatar hire, project-based, no entity needed.<br><br>→<br><br>Stage 2<br><br>EOR with Teamed<br><br>$599/mo. Teamed is the legal employer via a vetted partner entity. Day-one compliance.<br><br>→<br><br>Stage 3<br><br>Your Qatar entity<br><br>Same platform, same specialist. Tenure and gratuity history preserved.<br><br>Crossover<br><br> a planning point, not a cut-off<br><br>Setting up your own Qatari company means registering with the Ministry of Commerce and Industry, securing computer cards and work-visa quotas, and running monthly Wage Protection System filings. It takes weeks and brings ongoing local administration. An Employer of Record is faster and cheaper at low headcount. Teamed runs Qatari payroll, contracts, and compliance from day one through a vetted partner entity.<br><br>The crossover point depends on your Qatar salary levels and your local running costs. For most professional-services teams it lands once you have a stable group of employees in-country. The EOR vs entity guide runs those numbers for Qatar.<br><br>Most EOR providers will not tell you when you have crossed it. We do, and we help you move. You progress from contractor to EOR to your own Qatar entity on one platform under Teamed's Graduation Model, with tenure and gratuity history preserved.<br><br>Read the full Qatar EOR vs entity guide<br><br>What changed in Qatari employment law recently?<br><br>Qatar removed the exit-permit and no-objection rules, so workers can change jobs on notice.<br><br>Notice is now 1 month for service of two years or less and 2 months above that.<br><br>Law No. 18 of 2020 reshaped how people move between employers. It ended the no-objection-certificate requirement and set a tiered notice rule under Labour Law Article 49. An employee with two years or less gives or receives 1 month of notice. Above two years it is 2 months. The same Law No. 17 of 2020 introduced the basic minimum wage of QAR 1,000/month, plus QAR 500/month housing and QAR 300/month food where these are not provided in kind.<br><br>On the social-insurance side, the rates for Qatari nationals rose on 3 January 2023 under the Social Insurance Law (Law No. 1 of 2022). The employer rate moved to 14% and the employee rate to 7%, in respect of Qatari staff only. The hiring guide covers each current obligation in detail.<br><br>Read the full Qatar hiring guide<br><br>What benefits must you provide Qatari employees in 2026?<br><br>The leave floor is 3 weeks of paid annual leave under five years of service, rising to 4 weeks at five years.<br><br>Maternity leave is 50 days at full pay after one year of service.<br><br>Paid annual leave is at least 3 weeks for service of under five years and at least 4 weeks from five years, under Labour Law Article 79. Qatar grants 10 days of paid public holidays a year under Article 78, made up of Eid al-Fitr, Eid al-Adha, Independence Day, and days set by the employer.<br><br>Maternity leave is 50 days at full pay after one year of service, with at least 35 days falling after the birth, under Article 96. Sick pay runs at full pay for 2 weeks, then half pay for a further 4 weeks, after which it is unpaid, under Article 82. The benefits guide covers each entitlement in full.<br><br>Read the full Qatar benefits guide<br><br>What are payroll taxes in Qatar in 2026?<br><br>There is no payroll tax and no income tax on salary in Qatar.<br><br>Social insurance applies only to Qatari nationals, at 14% for the employer and 7% for the employee.<br><br>Qatar does not tax employment income. Salaries, wages, and allowances are expressly outside the Income Tax Law (Law No. 24 of 2018), so there is nothing to withhold from a payslip. For a foreign employee there is no social insurance to deduct either, which keeps gross pay and net pay close together.<br><br>Social insurance is the one payroll deduction, and it reaches Qatari nationals only. Under the Social Insurance Law (Law No. 1 of 2022), the employer pays 14% and the employee pays 7%. Wages must be paid monthly in Qatari riyals under Article 66, and there is no statutory 13th-month salary. Teamed runs the payroll and the Wage Protection System filings. The tax and payroll guide sets out every rule.<br><br>Read the full Qatar tax and payroll guide<br><br>How do you terminate an employee in Qatar?<br><br>Give written notice of 1 month for service of two years or less, or 2 months above that.<br><br>Pay end-of-service gratuity of 3 weeks of pay per year, for anyone with a year or more of service.<br><br>Notice scales with tenure under Labour Law Article 49. Service of two years or less needs 1 month. More than two years needs 2 months. A one-time probation of up to 6 months applies and cannot be extended.<br><br>Qatar has no separate redundancy scheme. Instead, anyone who has worked a year or more is owed end-of-service gratuity of at least 3 weeks of pay for every year of service, paid on their last day, under Article 54. Qatar sets no fixed unfair-dismissal tariff. Gratuity and notice are only forfeited on the gross-misconduct grounds listed in Article 61. The termination guide runs the full process.<br><br>Read the full Qatar termination and severance guide<br><br>What should you know before hiring in Qatar?<br><br>Two things catch US buyers out. The first is that gratuity accrues from day one of the second year and lands as a real cost at exit.<br><br>The second is that the working week is 48 hours and drops during Ramadan.<br><br>Plan for the gratuity as you go. End-of-service gratuity is not a tax, so it never shows on a monthly payslip. It still accrues at 3 weeks of pay per year and falls due the day someone leaves (Article 54). Budget for it from the first year so a long-tenured leaver is not a surprise.<br><br>The working week and overtime run on Qatari rules. The standard week is 48 hours, cut to 36 hours during Ramadan for Muslim employees. Overtime is paid at a premium of at least 25% above the basic hourly rate, with higher rates for night work and rest days, under the Labour Law. The hiring guide and the tax and payroll guide both cover safe practice.<br><br>Read the full Qatar hiring guide<br><br>Frequently asked questions<br><br>How much does it cost to hire an employee in Qatar?<br><br>For a foreign employee the employer cost is close to the salary. There is no income tax on salary and no social insurance for expat staff. The one accruing cost is end-of-service gratuity of 3 weeks of pay per year of service. For a Qatari national the employer also pays social insurance of 14%. Teamed's Qatar fee is one flat number per employee per month, with zero FX mark-up in any currency pairing. The cost breakdown guide has worked examples.<br><br>Is there income tax on salaries in Qatar?<br><br>No. Qatar charges no personal income tax on employment income. Salaries, wages, and allowances are expressly excluded from the Income Tax Law (Law No. 24 of 2018), confirmed by the General Tax Authority. The gross salary you agree is close to the net the employee receives, since there is nothing to withhold from a Qatari payslip.<br><br>Do employers pay social security in Qatar?<br><br>Only for Qatari nationals. Under the Social Insurance Law (Law No. 1 of 2022), the employer pays 14% and the employee pays 7%, both in respect of Qatari staff. There is no social insurance contribution for expatriate employees, which is the majority of most companies' Qatar workforce.<br><br>What is the statutory notice period in Qatar?<br><br>Notice scales with length of service under Labour Law Article 49, as amended by Law No. 18 of 2020. Service of two years or less requires 1 month of notice. More than two years requires 2 months. A one-time probation of up to 6 months applies and cannot be extended.<br><br>What is end-of-service gratuity in Qatar?<br><br>End-of-service gratuity replaces statutory redundancy pay. Any employee with a year or more of service is owed at least 3 weeks of pay for every year worked, payable on their last day, under Labour Law Article 54. Fractions of a year are paid in proportion. Gratuity is forfeited only on the gross-misconduct grounds in Article 61.<br><br>What is statutory annual leave in Qatar?<br><br>Paid annual leave is at least 3 weeks for service of under five years and at least 4 weeks from five years, under Labour Law Article 79. Qatar also grants 10 days of paid public holidays a year under Article 78. Maternity leave is 50 days at full pay after one year of service.<br><br>Teamed Legal Operations<br><br>Qatar reads as a low-cost place to employ, and for an expat hire it largely is. No income tax on salary, no social insurance for foreign staff. The cost that catches new employers is the one that never appears on a payslip. End-of-service gratuity of three weeks per year accrues quietly and lands in full at exit. Treat it as a monthly provision, not a leaving-day bill, and Qatar stays as simple as it looks.<br><br>A note from Tom Price-Daniel<br><br>Qatar pays salary free of income tax and takes no social insurance from a foreign hire, so the gross you agree is close to the net the employee keeps.<br><br>The cost that hides is end-of-service gratuity, three weeks of pay a year, due the day someone leaves.<br><br>Read the right Qatar guide before that first hire, not after the first exit.<br><br>Tom Price-Daniel<br><br> Co-founder, Teamed<br><br>Talk to an expert Run the Crossover Calculator<br><br>Keep reading<br><br>Qatar hiring guide, offer to payslipguide Qatar employer cost breakdown 2026guide EOR vs entity in Qatarguide Qatar termination and severanceguide Qatar tax and payrollguide Employer of Record overviewcore The Graduation Modelcore Teamed pricing, Zero FX Fixedcore Crossover Calculatortool Talk to an expert CTA<br><br>A note on this page. This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Ministry of Labour, the General Tax Authority, and the General Retirement and Social Insurance Authority for Qatar, or speak to a qualified professional, before relying on any specific framework. *No offboarding fee applies after a 3-month minimum employment term.

Teamed / Countries / Qatar<br><br>Qatar<br><br> Country overview Served by Teamed vetted partner-entity network in Qatar What do you need to know to hire in Qatar?<br><br>A salary you pay in Qatar reaches the employee untaxed, because employment income sits outside the Income Tax Law (Law No. 24 of 2018). Expat staff carry no social insurance either. Instead of severance, you owe end-of-service gratuity of 3 weeks of pay for every year worked. Each guide below takes one layer.<br><br>Last reviewed 13 June 2026<br><br> Qatar guide<br><br>How does Teamed handle Qatari hiring for you?<br><br>Teamed becomes your legal employer of record in Qatar for $599 per employee per month, flat, with zero FX mark-up in any currency.<br><br>Payroll, contracts, and the full Qatari employment law stack run on one platform.<br><br>Real HR and legal experts manage every Qatari hire, from the first offer letter to the final settlement. An actual person, not a chatbot or a pooled queue, handles your Qatar team alongside EOR, contractor onboarding, and entity payroll on one platform. There is no setup fee and no exit fee. Employer cost passes through at cost, itemised on every invoice.<br><br>A Qatari contractor who converts to employment keeps their record, and that same employee can graduate from EOR to your own Qatar entity without re-onboarding. Run the Crossover Calculator to see the month the model flips. EOR is the right model for a first Qatar hire, until it isn't.<br><br>Talk to an expert Run the cost calculator<br><br>Qatar guide Overview Hiring guide Termination Tax and payroll Cost breakdown EOR vs entity<br><br>Three things you won't find on any other Qatar EOR guide<br><br>Qatar takes no income tax from salaries. Employment pay, wages, and allowances sit outside the Income Tax Law (Law No. 24 of 2018). The gross you agree is close to the net the employee keeps. Most EOR guides bury this under generic tax tables. You pay no social insurance for a foreign hire. Social insurance applies to Qatari nationals only. For a Qatari employee the employer rate is 14% and the employee pays 7%. The tax and payroll guide sets out who is in and who is out. Qatar has no separate redundancy pay. It has end-of-service gratuity instead. Every employee with a year or more earns 3 weeks of pay per year of service when they leave (Labour Law Article 54). The cost breakdown guide shows how it accrues.<br><br>Answer.cite this<br><br>Hiring in Qatar adds almost no statutory cost on top of salary for an expat employee. There is no personal income tax on employment pay (Law No. 24 of 2018). There is no social insurance for non-Qatari staff.<br><br>The one accruing cost is end-of-service gratuity. You set aside 3 weeks of pay for each full year an employee works (Labour Law Article 54).<br><br>Payroll runs monthly and wages are paid in Qatari riyals. The basic minimum wage is QAR 1,000/month, plus QAR 500/month housing and QAR 300/month food if you do not provide them in kind.<br><br>Teamed runs Qatari payroll, contracts, and compliance through a vetted partner entity in Qatar. This page is the map. Each guide below is the detail.<br><br>At a glance<br><br> Qatar QAR Arabic Monthly payroll<br><br>Currency<br><br>QAR (Qatari riyal)<br><br>Income tax on salary<br><br>Noneemployment pay is outside Law No. 24 of 2018<br><br>Social insurance (expats)<br><br>Noneapplies to Qatari nationals only<br><br>Basic minimum wage<br><br>QAR 1,000/monthplus housing and food allowances if not in kind<br><br>Annual leave (under 5 years)<br><br>3 weeksrises to four weeks at five years, Article 79<br><br>Public holidays<br><br>10 days Labour Law Article 78<br><br>Maternity leave<br><br>50 daysfull pay after one year, Article 96<br><br>End-of-service gratuity<br><br>3 weeksper year of service, Article 54<br><br>Qatar<br><br> per employee per month flat<br><br>$599<br><br>Zero FX. No setup fees. 24-hour onboarding.* The price your finance team can forecast against without surprises. *Typical once terms are confirmed. Some jurisdictions take longer where local registration or work permits apply.<br><br>Zero FX Fixed No setup fee No exit fee* 24-hour onboard<br><br>How much does it cost to hire an employee in Qatar in 2026?<br><br>For an expat hire, the employer cost is close to the salary itself.<br><br>There is no income tax to withhold and no social insurance for foreign staff. The one accruing cost is gratuity of 3 weeks of pay per year worked.<br><br>Qatar is one of the lower-cost places to employ once you look at statutory add-ons. Salary is paid free of income tax. A non-Qatari employee triggers no social insurance, so there is no employer percentage to layer on top of pay. The cost you accrue is end-of-service gratuity, set at 3 weeks of pay for every full year of service under Labour Law Article 54.<br><br>For a Qatari national the picture changes. The employer pays social insurance of 14% and the employee pays 7% under the Social Insurance Law (Law No. 1 of 2022). Teamed's Qatar fee sits inside the total cost envelope, not outside it.<br><br>Teamed's Qatar price is $599 per employee per month, flat, with zero FX in any currency pairing. No setup fees. No exit fees. Salaries, benefits, and the gratuity accrual passed through at cost on every invoice. The full breakdown, with worked examples at current statutory rates, is in the cost guide.<br><br>↓ Honesty, made visible<br><br>One price. Zero FX.<br><br>Same headline rate as Deel. Every line itemised on every invoice. FX absorbed by Teamed. No markup, no spread, no FX line in any currency pairing.<br><br>Fixed Rate<br><br> Zero FX<br><br>$599<br><br>/ employee / month<br><br> flat<br><br>No FX line on the invoice. Same rate, same-currency or cross-border.<br><br>What's included<br><br>Local employment contract Payroll & statutory remittances Statutory benefits administration Named country specialist Line-by-line invoices No setup or exit fees*<br><br>Industry average FX<br><br>3 – 5%<br><br>Where it shows up<br><br>Hidden in the rate<br><br>Teamed FX<br><br>0%<br><br>Where it shows up<br><br>Absorbed. No FX line.<br><br>No setup fees. No deposits. Cancel any month.<br><br>Read the full Qatar cost breakdown<br><br>Try it with your numbers<br><br>Drop a Qatar salary in. See the full loaded cost.<br><br>Gross annual salary<br><br>$ USD £ GBP € EUR<br><br>Country<br><br>???????? Qatar<br><br>The Employee Cost Calculator models Qatar's employer charges: end-of-service gratuity accruing at 3 weeks of pay for every full year of service, 14% employer social insurance for Qatari nationals, and no income tax or social insurance for expat hires.<br><br>Do you need a Qatari entity to hire employees in Qatar?<br><br>No. An Employer of Record runs Qatari payroll and contracts from day one.<br><br>Your own Qatar entity becomes worth the overhead once you reach a steady local team, not for a first hire or two.<br><br>Stage 1<br><br>Contractor<br><br>First Qatar hire, project-based, no entity needed.<br><br>→<br><br>Stage 2<br><br>EOR with Teamed<br><br>$599/mo. Teamed is the legal employer via a vetted partner entity. Day-one compliance.<br><br>→<br><br>Stage 3<br><br>Your Qatar entity<br><br>Same platform, same specialist. Tenure and gratuity history preserved.<br><br>Crossover<br><br> a planning point, not a cut-off<br><br>Setting up your own Qatari company means registering with the Ministry of Commerce and Industry, securing computer cards and work-visa quotas, and running monthly Wage Protection System filings. It takes weeks and brings ongoing local administration. An Employer of Record is faster and cheaper at low headcount. Teamed runs Qatari payroll, contracts, and compliance from day one through a vetted partner entity.<br><br>The crossover point depends on your Qatar salary levels and your local running costs. For most professional-services teams it lands once you have a stable group of employees in-country. The EOR vs entity guide runs those numbers for Qatar.<br><br>Most EOR providers will not tell you when you have crossed it. We do, and we help you move. You progress from contractor to EOR to your own Qatar entity on one platform under Teamed's Graduation Model, with tenure and gratuity history preserved.<br><br>Read the full Qatar EOR vs entity guide<br><br>What changed in Qatari employment law recently?<br><br>Qatar removed the exit-permit and no-objection rules, so workers can change jobs on notice.<br><br>Notice is now 1 month for service of two years or less and 2 months above that.<br><br>Law No. 18 of 2020 reshaped how people move between employers. It ended the no-objection-certificate requirement and set a tiered notice rule under Labour Law Article 49. An employee with two years or less gives or receives 1 month of notice. Above two years it is 2 months. The same Law No. 17 of 2020 introduced the basic minimum wage of QAR 1,000/month, plus QAR 500/month housing and QAR 300/month food where these are not provided in kind.<br><br>On the social-insurance side, the rates for Qatari nationals rose on 3 January 2023 under the Social Insurance Law (Law No. 1 of 2022). The employer rate moved to 14% and the employee rate to 7%, in respect of Qatari staff only. The hiring guide covers each current obligation in detail.<br><br>Read the full Qatar hiring guide<br><br>What benefits must you provide Qatari employees in 2026?<br><br>The leave floor is 3 weeks of paid annual leave under five years of service, rising to 4 weeks at five years.<br><br>Maternity leave is 50 days at full pay after one year of service.<br><br>Paid annual leave is at least 3 weeks for service of under five years and at least 4 weeks from five years, under Labour Law Article 79. Qatar grants 10 days of paid public holidays a year under Article 78, made up of Eid al-Fitr, Eid al-Adha, Independence Day, and days set by the employer.<br><br>Maternity leave is 50 days at full pay after one year of service, with at least 35 days falling after the birth, under Article 96. Sick pay runs at full pay for 2 weeks, then half pay for a further 4 weeks, after which it is unpaid, under Article 82. The benefits guide covers each entitlement in full.<br><br>Read the full Qatar benefits guide<br><br>What are payroll taxes in Qatar in 2026?<br><br>There is no payroll tax and no income tax on salary in Qatar.<br><br>Social insurance applies only to Qatari nationals, at 14% for the employer and 7% for the employee.<br><br>Qatar does not tax employment income. Salaries, wages, and allowances are expressly outside the Income Tax Law (Law No. 24 of 2018), so there is nothing to withhold from a payslip. For a foreign employee there is no social insurance to deduct either, which keeps gross pay and net pay close together.<br><br>Social insurance is the one payroll deduction, and it reaches Qatari nationals only. Under the Social Insurance Law (Law No. 1 of 2022), the employer pays 14% and the employee pays 7%. Wages must be paid monthly in Qatari riyals under Article 66, and there is no statutory 13th-month salary. Teamed runs the payroll and the Wage Protection System filings. The tax and payroll guide sets out every rule.<br><br>Read the full Qatar tax and payroll guide<br><br>How do you terminate an employee in Qatar?<br><br>Give written notice of 1 month for service of two years or less, or 2 months above that.<br><br>Pay end-of-service gratuity of 3 weeks of pay per year, for anyone with a year or more of service.<br><br>Notice scales with tenure under Labour Law Article 49. Service of two years or less needs 1 month. More than two years needs 2 months. A one-time probation of up to 6 months applies and cannot be extended.<br><br>Qatar has no separate redundancy scheme. Instead, anyone who has worked a year or more is owed end-of-service gratuity of at least 3 weeks of pay for every year of service, paid on their last day, under Article 54. Qatar sets no fixed unfair-dismissal tariff. Gratuity and notice are only forfeited on the gross-misconduct grounds listed in Article 61. The termination guide runs the full process.<br><br>Read the full Qatar termination and severance guide<br><br>What should you know before hiring in Qatar?<br><br>Two things catch US buyers out. The first is that gratuity accrues from day one of the second year and lands as a real cost at exit.<br><br>The second is that the working week is 48 hours and drops during Ramadan.<br><br>Plan for the gratuity as you go. End-of-service gratuity is not a tax, so it never shows on a monthly payslip. It still accrues at 3 weeks of pay per year and falls due the day someone leaves (Article 54). Budget for it from the first year so a long-tenured leaver is not a surprise.<br><br>The working week and overtime run on Qatari rules. The standard week is 48 hours, cut to 36 hours during Ramadan for Muslim employees. Overtime is paid at a premium of at least 25% above the basic hourly rate, with higher rates for night work and rest days, under the Labour Law. The hiring guide and the tax and payroll guide both cover safe practice.<br><br>Read the full Qatar hiring guide<br><br>Frequently asked questions<br><br>How much does it cost to hire an employee in Qatar?<br><br>For a foreign employee the employer cost is close to the salary. There is no income tax on salary and no social insurance for expat staff. The one accruing cost is end-of-service gratuity of 3 weeks of pay per year of service. For a Qatari national the employer also pays social insurance of 14%. Teamed's Qatar fee is one flat number per employee per month, with zero FX mark-up in any currency pairing. The cost breakdown guide has worked examples.<br><br>Is there income tax on salaries in Qatar?<br><br>No. Qatar charges no personal income tax on employment income. Salaries, wages, and allowances are expressly excluded from the Income Tax Law (Law No. 24 of 2018), confirmed by the General Tax Authority. The gross salary you agree is close to the net the employee receives, since there is nothing to withhold from a Qatari payslip.<br><br>Do employers pay social security in Qatar?<br><br>Only for Qatari nationals. Under the Social Insurance Law (Law No. 1 of 2022), the employer pays 14% and the employee pays 7%, both in respect of Qatari staff. There is no social insurance contribution for expatriate employees, which is the majority of most companies' Qatar workforce.<br><br>What is the statutory notice period in Qatar?<br><br>Notice scales with length of service under Labour Law Article 49, as amended by Law No. 18 of 2020. Service of two years or less requires 1 month of notice. More than two years requires 2 months. A one-time probation of up to 6 months applies and cannot be extended.<br><br>What is end-of-service gratuity in Qatar?<br><br>End-of-service gratuity replaces statutory redundancy pay. Any employee with a year or more of service is owed at least 3 weeks of pay for every year worked, payable on their last day, under Labour Law Article 54. Fractions of a year are paid in proportion. Gratuity is forfeited only on the gross-misconduct grounds in Article 61.<br><br>What is statutory annual leave in Qatar?<br><br>Paid annual leave is at least 3 weeks for service of under five years and at least 4 weeks from five years, under Labour Law Article 79. Qatar also grants 10 days of paid public holidays a year under Article 78. Maternity leave is 50 days at full pay after one year of service.<br><br>Teamed Legal Operations<br><br>Qatar reads as a low-cost place to employ, and for an expat hire it largely is. No income tax on salary, no social insurance for foreign staff. The cost that catches new employers is the one that never appears on a payslip. End-of-service gratuity of three weeks per year accrues quietly and lands in full at exit. Treat it as a monthly provision, not a leaving-day bill, and Qatar stays as simple as it looks.<br><br>A note from Tom Price-Daniel<br><br>Qatar pays salary free of income tax and takes no social insurance from a foreign hire, so the gross you agree is close to the net the employee keeps.<br><br>The cost that hides is end-of-service gratuity, three weeks of pay a year, due the day someone leaves.<br><br>Read the right Qatar guide before that first hire, not after the first exit.<br><br>Tom Price-Daniel<br><br> Co-founder, Teamed<br><br>Talk to an expert Run the Crossover Calculator<br><br>Keep reading<br><br>Qatar hiring guide, offer to payslipguide Qatar employer cost breakdown 2026guide EOR vs entity in Qatarguide Qatar termination and severanceguide Qatar tax and payrollguide Employer of Record overviewcore The Graduation Modelcore Teamed pricing, Zero FX Fixedcore Crossover Calculatortool Talk to an expert CTA<br><br>A note on this page. This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction. Verify current requirements with the Ministry of Labour, the General Tax Authority, and the General Retirement and Social Insurance Authority for Qatar, or speak to a qualified professional, before relying on any specific framework. *No offboarding fee applies after a 3-month minimum employment term.

Contact Mr Mano +91 639865 2832<br><br>Job Title: Independent Healthcare Business Development Partner (Qatar)<br><br>Company: Medico Hub<br><br>(A Healthcare Division of Dakshshila Edtech Pvt. Ltd.)<br><br>Location: Qatar (Candidate can work from their own city)<br><br>Engagement Type: Independent Consultant / Commission-Based<br><br>Compensation<br><br> No Fixed Salary Attractive Commission on Every Successful Client Acquisition Performance-Based Incentives Long-Term Growth Opportunity<br><br>About Medico Hub<br><br>Medico Hub is the Healthcare Division of Dakshshila Edtech Pvt. Ltd., a registered Indian Private Limited Company. We provide Healthcare Recruitment, Staffing Solutions, Third-Party Payroll, and AI Hospital Management Software. We are expanding our healthcare network across Qatar.<br><br>Key Responsibilities<br><br> Visit hospitals, clinics, medical centres, diagnostic centres, and healthcare organizations. Meet Hospital Owners, CEOs, HR Managers, Medical Directors, and Decision Makers. Generate recruitment requirements for Doctors, Nurses, Allied Healthcare Professionals, and Healthcare Staff. Promote Medico Hub's Healthcare Recruitment, Staffing Solutions, Third-Party Payroll, and AI Hospital Management Software. Arrange client meetings, presentations, and software demonstrations. Build long-term business relationships. Submit weekly business updates and client meeting reports.<br><br>Requirements<br><br> Experience in Healthcare Business Development, Healthcare Staffing, Recruitment, Medical Sales, or B2B Sales. Excellent English communication skills (Arabic is an advantage). Strong networking and relationship-building skills. Valid Qatar Driving Licence (Preferred). Own vehicle preferred. Ability to travel within Qatar.<br><br>Why Join Medico Hub?<br><br> Represent a growing international healthcare brand. Unlimited earning potential through commissions. Flexible working model. Opportunity to grow with Medico Hub's global expansion.<br><br>Skills: recruitment,management,management software,healthcare,ltd,software,commission,business development,hub

Contact Mr Mano +91 639865 2832<br><br>Job Title: Independent Healthcare Business Development Partner (Qatar)<br><br>Company: Medico Hub<br><br>(A Healthcare Division of Dakshshila Edtech Pvt. Ltd.)<br><br>Location: Qatar (Candidate can work from their own city)<br><br>Engagement Type: Independent Consultant / Commission-Based<br><br>Compensation<br><br> No Fixed Salary Attractive Commission on Every Successful Client Acquisition Performance-Based Incentives Long-Term Growth Opportunity<br><br>About Medico Hub<br><br>Medico Hub is the Healthcare Division of Dakshshila Edtech Pvt. Ltd., a registered Indian Private Limited Company. We provide Healthcare Recruitment, Staffing Solutions, Third-Party Payroll, and AI Hospital Management Software. We are expanding our healthcare network across Qatar.<br><br>Key Responsibilities<br><br> Visit hospitals, clinics, medical centres, diagnostic centres, and healthcare organizations. Meet Hospital Owners, CEOs, HR Managers, Medical Directors, and Decision Makers. Generate recruitment requirements for Doctors, Nurses, Allied Healthcare Professionals, and Healthcare Staff. Promote Medico Hub's Healthcare Recruitment, Staffing Solutions, Third-Party Payroll, and AI Hospital Management Software. Arrange client meetings, presentations, and software demonstrations. Build long-term business relationships. Submit weekly business updates and client meeting reports.<br><br>Requirements<br><br> Experience in Healthcare Business Development, Healthcare Staffing, Recruitment, Medical Sales, or B2B Sales. Excellent English communication skills (Arabic is an advantage). Strong networking and relationship-building skills. Valid Qatar Driving Licence (Preferred). Own vehicle preferred. Ability to travel within Qatar.<br><br>Why Join Medico Hub?<br><br> Represent a growing international healthcare brand. Unlimited earning potential through commissions. Flexible working model. Opportunity to grow with Medico Hub's global expansion.<br><br>Skills: recruitment,management,management software,healthcare,ltd,software,commission,business development,hub