Organization Development & Compensation Advisor
Egyptian Drilling Company (Maersk Drilling)
Total years of experience :15 years, 6 Months
• Design/ enhance an integrated Performance Management System and ensure alignment to company strategy. Work closely with managers to help them utilize performance management tools effectively.
• Conduct presentations to employees and management to support them in the Performance Management Process.
• Communicate the organization’s mission, vision, objectives and values to employees and ensure the alignment of business objectives with individual objectives.
• Direct Job Analysis and prepare Job Descriptions for the organization. This includes identifying job specifications, job segregation and workflow for each position to utilize in Job Evaluation, Training, Performance Management and Recruitment.
• Conduct job evaluation for all jobs in the organization using different methodologies, including point factor (Hay) methodology to ensure internal and external equity in pay.
• Plan, develop and implement corporate compensation and rewards programs aligned with the organization and departmental goals.
• Lead and implement annual compensation projects including all merit and bonus programs as well as forecasting. Assess current processes and ensure proper implementation of best practice methodologies that link pay to performance.
• Participates in benefits and compensation surveys conducted by other companies, researches published surveys to gather data on positions and analyzes published surveys to determine company's competitive position. Recommend improvements according to business needs.
• Develop and Lead establishment of Standard Operating Procedures in the Human Resources Department. Recommend improvements to departmental policy and direct the implementation of procedures and controls covering all areas of Human Resources activity.
• Develop and implement new benefit packages ensuring that these are current and competitive
• Follow up on audit findings and ensure implementation of corrective actions.
• Contribute in the preparation of annual budget data regarding personnel headcount and costs to forecast next year’s expenses and requirements. Prepare and update the Manpower plan and the Organization Structure.
• Direct the use of HRIS systems in regards to all HR functions to ensure efficient and effective utilization of the system.
• Oversee the organization’s salary structure and benefits provision to ensure a balance between control of costs and attracting and retaining staff.
• Provide and present HR Analytics and recommendations to business leaders
• Monitor and enhance quality and timeliness of HR services provided to business units.
• Advise the Senior Management Team in formulation and communication of the organization’s strategic objectives and KPIs.
• Advise senior management team / leaders in all HR matters and provide them with solutions to business issues.
• Initiate and manage projects to address organizational gaps and resolve business issues.
• Support managers in organization design activities.
• Enhance and develop succession planning programs to retain high performers and offer future leaders. Manage assessment centers in the selection process
• Maintain knowledge of progressive HR practices and key trends
- Design/ enhance an integrated Performance Management System and ensure alignment to company strategy.
- Conduct presentations to employees and management to support them in the Performance Management Process. Work closely with managers to help them utilize performance management tools effectively.
- Communicate the organization’s mission, vision, objectives and values to employees and ensure the alignment of business objectives with individual objectives.
- Direct Job Analysis and prepare Job Descriptions for the organization. This includes identifying competencies and workflow for each position to utilize in Job Evaluation, Training, Performance Management and Recruitment.
- Conduct job evaluation using different methodologies, including point factor methodology (Hay).
- Provide and present HR Analytics and recommendations to business leaders
- Monitor quality and timeliness of services provided to business units.
- Advise the Senior Management Team in formulation and communication of the organization’s strategic objectives and KPIs.
- Advise senior management team / leaders in all HR matters and provide them with solutions.
- Support Talent Management process by working directly with business leaders to assist them in identifying their talent pool.
- Initiate and manage projects to address organizational gaps and resolve business issues. Participate in functional and cross functional initiatives.
- Propose improvements and enhancements for processes and procedures to direct employees in achieving the organization’s goals.
- Support managers in organization design activities.
- Enhance and develop succession planning programs to retain high performers and offer future leaders.
- Manage assessment centers in the selection process for succession planning programs.
- Review and update the organization structure and headcount in coordination with the Senior Management Team.
- Perform due diligence in all headcount issues and challenge Senior Management Team in adding or removing positions to ensure all changes will add value to the organization.
- Lead the Engagement Survey process. Provide support for leaders and employees, propose and deliver solutions to address engagement issues.
- Conduct presentations to employees and management to support them in the Employee Engagement Survey process. Work closely with managers to help them utilize Employee Engagement Survey tools effectively.
- Enhance the promotion system to provide successors for all positions.
- Maintain knowledge of progressive HR practices and key trends
- Conduct competency based interviews for internal / external applicants
• Responsible for the recruitment process, starting from screening resumes to selecting the competent applicant for the vacancy.
• Conduct competency based interviews for candidates applying for vacant positions in the head office or in the field.
• Meet deadlines for fulfilling vacancies and providing solutions to fill urgent vacancies.
• Responsible for internal transfers
• Handle all communication with recruitment agencies.
• Attract promising calibers through placing job advertisements in various media
and utilizing online recruitment sources.
• Support Talent Management process by working directly with business leaders to assist them in identifying their talent pool.
• Manage annual Employee Engagement survey for field and office employees and support subsequent action planning.
• Supervise arrangement of Rig visits by HR employees to improve communication between office and field employees. Submit reports and follow up on Action Plans to resolve employees’ complaints.
• Conduct exit interviews and turnover analysis.
• Lead initiatives to enhance communication between office and field employees.
• Update the Organization Chart
• Arrange the induction process for newly hired employees including implementing a new system.
• Participate in implementing a performance management system.
• Design a new promotion process for field employees with the aim of providing talent pipelines. In charge of implementing the new process and communicating it to field employees.
• Monitor progress of Fast track programs and participate in implementing new programs for the field.
• Design new Job Descriptions for the organization. This includes conducting job analysis interviews and supervising the team responsible for writing job descriptions.
• Implement disciplinary actions fairly according to company policy.
• Responsible for the recruitment process, starting from screening resumes to selecting the competent applicant for the vacancy.
• Conduct competency based interviews for candidates applying for vacant positions
• Meet deadlines for fulfilling vacancies and providing solutions to fill urgent vacancies.
• Determine and communicate job offers for new applicants
• Handle all communication with recruitment agencies.
• Attract promising calibers through placing job advertisements in various media
and utilizing online recruitment sources.
• Manage annual Employee Engagement survey for field and office employees and support subsequent action planning.
• Conduct exit interviews and turnover analysis.
• Review and Update the Organization Chart
• Arrange the induction process for newly hired employees
• Participate in implementing a performance management system.
• Monitor progress of Fast track programs and participate in implementing new programs for the field.
• Implement disciplinary actions fairly according to company policy.
Medical representative
MBA Major Human Resources Management, Arab Academy for Science (AAST)
BSc degree in Pharmacy, Misr International University
2002 IGCSE, International School of Choeifat, Abu Dhabi, U.A.E.