Head of Rewards & Performance - MEA
Kraft Heinz MEA
Total years of experience :14 years, 8 Months
Rewards
• Lead all Compensation & Benefits programs across MEA, from design to implementation, and administration, applying global strategy and best practices across the markets in the region.
• Engage on the deployment and revision of Salary Range Structure across MEA
• Lead the Performance Merit review cycle and Bonus Performance payout in the region
• Responsible to lead a team on HRIS Projects, including Global HR Platform (Workday), Payroll Integration, Leave management and Time Attendance Systems
• Comply with Global HR Policy Governance and ensure Benefits Program compliance with local and legal requirements across all countries in the region.
• Establishes regular monthly, quarterly, and annual reports for all People related costs, prepares ad-hoc budgets and analyses, and ensures achievement of Target/Budget and projected cost savings
• Participates in negotiation of agreements with insurance carriers and financial institutions for administration of benefits programs and provides technical backup to union negotiations on benefits matters.
• Manage the Admin day-to-day activities, Payroll Process, and HRIS (Workday)
Performance
• Run the Performance Management process by Setting KPIs for employees, following up on targets, and ensuring the right data is recorded on a monthly basis
• Manage and generate Monthly reports to check accuracy of data, achievement of results and individual performance KPI’s
• Drive the individual and organizational performance through our PDCA methodology implemented in appraisals, monthly reviews, and cultural coaching
ZBB (Zero Based Budgeting)
• Manage all People related costs through ZBB Methodology, from Budgeting cycle to maintenance monthly process (preparing monthly LE), improving cost visibility, cost efficiency and accountability across the organization
• Participate in restructuring activities and providing guidance on YTD budget spend
• Equip managers with appropriate tools and knowledge to effectively manage their people in line with their people plans e.g. performance management, absence management, career management, succession planning & career progression
• Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of service through behaviours aligned with our values.
• Support the business area with the management development of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the business area to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development.
• To contribute to the development of the wider HR strategy and work closely with the Head of Human Resources and other managers to ensure cohesive and coordinated services across the company.
• Provide support on the research, design and development of HR initiatives in support of the HR strategy. Facilitate the creation of an implementation and communication plan into the local business area that achieves the agreed deliverables.
• Provide both transformational advice on change management initiatives, organisational / departmental restructures / job role design / outsourcing / transfers / redundancy situations in order to improve cost and efficiency, clarify accountabilities and empower delivery of great service.
• HR metrics - responsible for creating and managing various HR metrics that can help business initiatives as well as Human Capital
• Oversee the planning and implementation of changes required including developments to policy and procedure; ensuring that significant changes are communicated
• Ensure that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice.
Maintain and develop leading edge HR systems and processes for partners to follow at FCME centered on:
Performance Management, A Reward and Recognition Scheme, Career Development, so as to maintain staff
retention.
• Interview, select and recruit the right people for the right roles.
• Maintain a strong and positive brand image through the recruitment process with candidates and agencies making
FCME as a preferred employer of choice.
• Plan and coordinate FCME Orientation program for all new joiners.
• Provide FCME partners with the highest care through updates and information relating to policies, labor and
employee relations as well as all internal communication within FCME.
• Provide support, coaching and guidance to partners ensuring an ethical environment exists at FCME.
• Manage staff planning, searching, employing, transferring, appointing, dismissing, transfers and promotions
• Maintain high quality HR standards as it relates to HR metrics, implementation of policy and procedures.
• Prepare and present monthly trainings for Shop Supervisors and office staff
• Manage the time attendance system and payroll software
• Track HR KPIs and submit HR & Payroll reports according to company requirements
• Management, Preparation and implementation of new staff orientation program in compliance with Dufry Group of companies trainings
• Responsible for organization’s performance management (Performance appraisals, satisfaction surveys, and talent mapping)
• Maintain, review and update grading structure, job descriptions and job competencies
• Proactively works to ensure Sales Incentive Program and Sales Per Passenger is working efficiently and amend as required
• Staff welfare and Medical insurance management and follow-up
• Ensure proper supervision of the company staff accommodation & Transportation
• Work closely with the Finance manager with respect to shrinkage and incentive payments plans
• Manage the restructuring and job rotations for several departments including the HR Department
• Prepare and activate discount cards for new joiners
• Maintain employee leaves in the payroll system and validate the attendance by the end of the month
• Run the payroll of a specific brand and make sure that the commission and salaries are paid correctly based on the payroll log sheet
• Prepare notifications of change in salary, calculate per diems and relocation expenses and add them to the payroll log sheet
• Prepare statistical reports requested by different departments
• Assist employees with their inquiries (leave balance, pay slips, salary certificates, salary transfer letters…)
• Follow-up and make sure that all new joiners have submitted their bank details
• On-going maintenance of employee personal files on the payroll system
• Prepare final settlements for terminated/resigned employees
• Prepare and manage employee files (creating files on the database-PeopleSoft, preparing employment and offer letters and contracts, ensuring all documents are signed and received)
• Handle several types of insurance for employees (Medical, Life, Workmen Compensation, …)
• Manage employee administrative requests such as employment certificate and recommendation letters
• Assist in preparing, reviewing, controlling and monitoring the PA Unit budget
• Assist in preparing the policies and procedures related to the Personnel Administration unit
• Generate monthly statistical reports on new recruits, transfers, promotions, departures, resignations, as well as lists of employees per branch/department upon request.
• Prepare orders for employee uniforms and nametags, schedule their distribution, and follow up on employee requests and claims
• Assist in the new Hays grading system implementation
• Coordinate and work with several HR Units (Recruitment, Employee Relations, Compensation and Benefits, Payroll, Performance Management, and Organizational Development) on several projects
• Explain HR policies and employee handbook to new staff
• Present the employee handbook section within the induction program for new joiners
• Assist in exit interviews and warnings and reprimands meetings in coordination with the employee relations unit
• Prepare internal communications and memos
• Follow-up on the tenure of new employees upon the end of their probation period and contract renewals
• Additional Projects:
- Recruitment open days at the bank where I interviewed several candidates, prepared evaluations, and recommended some for specific job vacancies.
- Upon moving to a new premises, I was responsible for the opening of the canteen (Finding a caterer and negotiating price, buying new glassware, setting rules and regulations for the canteen upon its opening, reporting dysfunctions or problems occurring at the canteen)
• ALJICO is an automobile distributor of Toyota, Lexus, Daihatsu and Hino in 11 countries around the world mainly Algeria, Egypt, Morocco, Sudan, Syria, Turkey, UK, Germany, Monaco, China, and Japan.
• Review of Schedules related to attendance, absence, lateness, sickness, leaves, or transportation.
• Prepare introduction, invitation letters, events coordination and hotel reservations.
• Represent the company in all insurance aspects (adding/removing associates from the group, claims, payments, approvals and follow-ups on specific cases)
• Prepare and review HR Manual and HR Forms.
• Explain company personnel policies, benefits, and procedures to employees or job applicants.
• Prepare candidate profiles and job description in cooperation with HR Manager and the manager of the department concerned.
• Arrange for advertising or posting of job vacancies at several universities and recruiting agencies.
• Screen job applicants to obtain information such as education and work experience
• File and organize HR files and records
• Prepare of all necessary arrangements for foreign employees (accommodation, mobile phones, bank accounts) including all governmental documents to process their work and residence permits.
• Contribute to various HR Projects
• Prepare Employee Satisfaction Survey with a study on how to implement it within the organization.
• Hotel reservation and ticketing for all associates (local and international).
• Prepare ticketing invoices
• Assist with the day-to-day efficient operation of the HR department and the top-management
