Sr. Compensation & Benefits Specialist (Supervisory role)
Nestlé
Total years of experience :14 years, 7 Months
Sr. Compensation & Benefits Specialist (Supervisory role), HR
- Developing the fiscal year salary increase and revisiting the salary scale based on market analysis and Nestle Global procedures
- Supervising personal change of status applied on SAP system and approving
- Analyze market data (Mercer & HAY) and evaluate compensation and benefit programs
- C&B related input for corporate decisions and day-to-day operations
- Follow up and implement the required procedures related to promotions, career change
- Applying merit increase within assigned budget, company strategy, & representing bell curve
- Resource cost tracking for each fiscal year
- Calculating end of service packages according to company polices and labor law
- Analyzing and calculating accruals and aligning with the finance department
- Creating periodical communication sessions and tools for total rewards with diversity in delivery (White & blue collars)
Assignments achieved till date:
- Revamped the transportation allowance.
- Acquiring a better life insurance offer
- Creating benefit corporate offers
- Creating E-handbook to guide employees and new hires through the company’s benefits and remunerations
Compensation Practices:
- Offers Handling. (designing, updating, and presenting salary packages for new & current employees)
- Reviewing all direct and indirect compensation activities in quarterly/yearly basis and proposing recommendations
- Responsible for developing new salary schemes if needed and proposing it at each fiscal year to see manage how bonus and/or profit share can be distributed which require full knowledge of budget in hand and company achievement.
- Planning and defining performance system goals, standers, & appraisal evaluation criteria for bonus and merit payouts.
- Planning and calculating yearly salary increase based on market data analysis, merit evaluation for each employee, RSP and presenting it to FT’s compensation & benefits committee and upper management. Methodology applied and practice followed are documented and reported.
- Applying penalties and communicated disciplinary actions. Also, working on updating the disciplinary policy in accordance to labor law and company regulations.
- Analyzing annual surveys to ensure the company is up to market standards and to help in achieving unique benefits, equity & competitive edge to employees.
- Conducting job/grading evaluations according to applied surveys.
- Responsible for all remuneration, incentive and reward annual budget plan.
- Responsible for computing HR man cost in relation to new incumbents vs. leavers.
- Designing incentives and compensation schemes for off payroll (contractors) employees.
- Responsible for the Sales Incentive Plan by correlating channels’ KPIs Vs. achievements to calculate final payouts of each employee per sales channel quarterly while maintaining assigned bonus budget.
- Design and coordinating FT HR Group compensation policies, processes and documentation to align with the current and future FT global HR business strategy.
- Revisiting current policies, government regulations, and main wage rates to develop competitive compensation plan.
- Responsible for designing contracts for international talent sharing programs and expats to/from sister companies
- Responsible for supervising monthly employees’ change of status (transfers, promotions, job nature etc.) and reflecting those changes on oracle data base.
- Reporting to upper management each month the compensation’s hot & bright issues.
- Responsible for supervising monthly separations, exist interviews, and leave entitlements and conducting quarterly turnover analysis to study reasons and trends which is then communicated to concerned divisions for their own development.
- Managing all compensation & benefits merging strategy of LDN to date.
Benefits Practices:
- Preparing reward & recognition program by setting a yearly criteria to match company’s strategy to direct employees in what track they should excel in.
- Assisted in applying and following up with saving plan programs, medical, and life insurance with second parties to all employees. Studying the enhancement of such plans with different suppliers each year if required.
- Preparing and designing contracts of ‘employee stock plan’ and allocating the shares to eligible employees in yearly basis.
- Meeting with different suppliers/dealers all over the market on monthly basis to acquire corporate benefits to our employees which benefit them in terms of discounts, vacation promotions, etc.
Assignments:
- Revamping the off payroll system and contracts.
- Studying current allowances (fuel, housing, etc) and applying changes accordingly.
- Revamping the Sales Incentive Plan.
- Designing the hiring process to be efficient.
- Revamping work force system and conducting job evaluations.
- Strategically designing & planning new compensation & benefits packages to all LinkDotNet employees upon merge with mobinil.
- A champion in the culture change program and training. Trained and accomplished 25 sessions of full day training. (approx. 160hrs of training were given)
Team leader of the 1st prize winning team in the 5th annual award of the Arab African International Bank (AAIB) (Inventing a new product that can fit in AAIB’s system).