Total Rewards & Organizational Development Sr. Manager
Al Qahtani Beverages- Pepsi Cola
Total des années d'expérience :14 years, 9 Mois
• Develop HR Strategy in conjunction with company’s Strategy.
• create the grading system & salary scale from scratch and maintain it.
• work with Rem-com to determine the reward strategy.
• Manage the compensation communication.
• Design competitive rewards programs to attract, motivate and retain talent.
• Develop merit annual increment based on the performance and compa ratio.
• Develop annual bonus for performance based on business& employee performance.
• Conduct annual benchmarking to ensure the external equity.
• Develop and maintain policy and procedures.
• Prepare and manage people's budgets and calibrate with the finance team.
• Manage the annual salary review & in band promotion Vs salary increase budgets.
• Observe monthly payroll process to ensure it paid on time & the accuracy.
• Develop& Implement Performance Management System.
• Develop Holding and all entities organizational structure.
• Develop Group Delegation of authority to ensure Organization Governance and Control.
• Develop Competency Framework.
• Manage Learning Process including TNA, Budgeting, vendors relations, Negotiation, Training Evaluation, development & Internal Training.
• Develop code of conduct and Transfer it in to mandatory Training program.
• Lead the implementation of SAP SuccessFactors EC, ECP & Talent modules.
• Key member of Shard services centre transformation committee(HR, IT& Finance).
• lead the Implementation of Assessment and development centre.
• Identify the HIPOs in order to develop them to be future leaders.
• Develop & manage succession Planning by developing specific development programs .
• Support Business drivers & functions heads as a Business partner.
• Coaching and develop team leaders as internal coach and facilitate external services.
• lead change management process to ensure the business readiness.
• lead the process improvement process.
• Lead JA, JD & JE Processes.
• Develop plans, Process, jobs and policies in conjunction with company’s Strategy.
• work with executive management to formulate the strategy house in order produce new operating model & organization design.
• Ensure all JDs are kept up to date, Evaluate new Jobs as and when necessary.
• Develop sales compensation programs.
• Conduct annual benchmarking to ensure the external equity & maintain salary scale.
• Implement Internal Assessment & Development center.
• Maintain a succession plan for all departments.
• Develop performance Management system.
• Manage Training function to ensure development of employees.
• Prepare Dept. Budget & Monitor costs to ensuring that they do not exceed budgets.
• Conduct regular reviews and updates of NSSW (Nissan Sales & Service Way) Nissan Retailer Standards.
• Lead regular reviews and updates and conduct audits & meetings as required.
• Work cross-departmentally to support & review the Development projects progress.
• Conduct monthly status meetings, documentation of status reports and follow-up on agreed action plans.
• Provide recommendations and corrective action plans designed to address Dealers Standards problems and opportunities.
• Facilities the lay of and cost Reduction initiatives
Develop policy and procedures
Processes Reengineering
Job redesign and re-engineering
Develop organizational structure.
• Create and conduct JA/JD & Job Evaluation for each position.
• create the grading system & salary scale from scratch.
• Create HR policy & Procedures including compensation & Benefits.
• Develop Org. structure to ensure its fit with company strategy.
• Design Staff Development & Succession Plan based on 9 boxes model.
• Participate in Create competency Framework for corporate.
• Develop excellence Process for employee services (from boarding to exist).
• Participate in Develop Company BSC.
• Cascading KPI form Enterprise level to Department Level & individual.
• Lead the implementation of SAP - HCM EC Model.
• Develop performance management system to achieve company objectives.
• Prepare training strategy for the company to support the company’s business plan.
• Prepare HR Dept. Budget.
• Design grievances and complaints system.
First: HR Business Partner:-
•Consult and support line managers.
•Make sure that employees adopt the company's values .
•Make sure that labor relations and work environment are healthy.
• Provide support and advice to the staff.
• solving the employees problems.
• Explain and provide human resources management policies for the employees.
• Ensure achieving the Business planned results and support the sales manager to achieve it.
Second:Talent Supply:-
• Sourcing & Recruitment candidates according to manpower plan to fulfill the vacancies with qualified employees.
• Conducting the Total Assessment process for the candidates.
• Conducting exit interviews to identify the reasons of turnover.
Third: Training & Performance Management:-
• Conducting the orientation & training sessions on performance management system for the branch employees to facilitate the implementation of the process.
• Participate in analyzing the Performance appraisal results of the branch to use it in preparation of work & development plans
• Participate in making Training need assessment (TNA) for the branch employees to enhance their development points.
• Participate in designing the training plan for the branch employees
• Participate in analyzing & evaluating of training results to make sure of achieving objectives and improve the futuristic training.
• Participating in & preparing the results of job satisfaction survey for the branch.
fourth: Personnel:-
• Following up the daily attendance for entire employees within the branch.
• Maintain personnel files for all employees and ensure they contain all legally required documents.
• New employees' completion of forms and legal documents.
• Prepare a monthly attendance report and submit it to the Compensation & Benefits specialist for payroll calculation.
• Update the annual leaves report.
• Business partner for the showrooms mangers.
• coordinate annual training plan for all departments.
• Follow up the implementation of the OJT for new employees.
• Deliver the internal training programs, including the orientation program for new employees.
• Coordenate the performance appraisal system and handle all tasks related per quarter.
• participate in Skills Gap Analysis for all employees from different departments “TNA”.
• Different Business Administration subjects.
•Soft Skills
CIPD Level 7
post Graduate Diploma in Human Resource Management .
Bachelor of Commerce - Department: Business Administration 2012.