Betzi Kuriakose

Completed market benchmarking for salaries of MENA markets and presented a phased approach to implementation of alignment to market median.

Support Business Heads in development of lean organizational structures that promote cost saving.

Develop performance management models for performance evaluation in support with Learning and Development.

Support Director-Total Rewards in development of Corporate Rewards Strategy.

Draft proposals for prospect presentation highlighting scope of work, deliverables, project stakeholders, timelines and price to ensure highest customer satisfaction.

Lead project launch presentations for clients and stakeholder discussions on project deliverables.

Gather information related to scope of work namely process flows, jobs, pay and performance philosophies to develop organization structures, Grading Structure, Job Evaluation, Salary Structures, Performance Management System and Incentive Schemes.

Lead presentations on deliverable to client stakeholders and project review meetings to ensure management buy-in and 100% customer satisfaction.

Follow up with client stakeholders on approval for project deliverables to ensure 100% compliance to agreed project timelines and due invoices.

Conduct training sessions on Job Evaluation Tool, Performance Management etc. as part of knowledge transfer to ensure 100% client readiness to adopt proposed tools and methodologies.

Review and modify compensation budgets and plans to ensure alignment with standards and procedures. Devise and enforce compensation policies and procedures to streamline processes while heading meetings with stakeholders for management buy-in. Plan and establish cost benefit models for salary review and benefit proposals. Oversee the entire job design and job evaluation activities, including salary benchmarking and salary scale design. Manage incentive modelling discussions, incentive payout cycle, and rewards team with an aim to accomplish organisational objectives.
• Improved employee satisfaction rate by 20% through implementation of an annual salary review policy.
• Reduced paper wastage and improved response rate by 70% within the first month by conducting online performance appraisal.
• Streamlined incentive schemes to be pay for performance scheme that resulted in decreased discretionary subjective payments by 58%.
• Minimised seasonal cost impact by 46% through the introduction of allowances replacing in kind benefits.
• Established policies and effective approaches to streamline practices that resulted in overall reduction of controllable overhead costs by 45%.

Lead project team of HR representatives for ERP implementation to ensure timely and cost effective completion of HR Projects.
Evaluate risks and mitigate project milestone slacks to project committee for quick resolutions on identified risks.
Lead and monitor salary benchmarking for 16 operating markets the globe.
Draft policies and procedures to mitigate identified potential risks
Develop and maintain dashboards for salary bench marking and internal pay equity performance
Undertake job design and perform job evaluation and recommend benefits for a job.
Develop cost benefit models for financial impact of policy implementation
Draft HR policies for the corporate
Present incentive guidelines and updates to company incentive program to HRBPs
participate in focus groups meant for identifying employee engagement issues.
Prepare summary report on salary and benefits bench marking for Middle east, Europe, Turkey, India etc.

Manpower Planning

• Draft Manpower plans based on Financial profitability model and monitor manpower costs on a monthly basis
• Partner with business heads and prepare annual manpower plans and update plans on a monthly basis
• Create positions in SAP based on manpower plan for all stores ( Kuwait, Dammam, Riyadh )
• Monitor movement of employees across positions in SAP for all stores & Head Office
• Monitor staffing of vacant positions across all stores & Head office in SAP
• Review manpower requisitions from stores and Head Office to verify authorizations and approve hiring as per manpower budget
• Review severance requisitions and update SAP for all stores
• Prepare weekly and monthly report and update dashboard with recruitment and turnover statistics for all ABYAT stores

Organizational Design
• Conduct process impact analysis for organizational structure change and present reports to management
• Conduct review meetings with department heads to assimilate impact of work structure changes on process
• Maintain and update organization structure in SAP
• Analyse, review and provide recommendations to managers on structural change to business units

Job Analysis and Evaluation
• Conduct job evaluation and prepare job descriptions
• Maintain updated database for job descriptions and job review registry
• Assign grade to every identified job role using proprietary methodology from Towers Watson

Compensation and Benefits
• Consolidate data required for compensation and benefits surveys
• Prepare monthly presentations to the management on status of compensation and grading projects
• Review deliverables and provide feedback to HR consultants ( Towers Watson, Hays) regarding job grading, career levels and pay scales
• Prepare financial impact scenarios as requested by management for grades
• Evaluate and recommend new job roles according to Towers Watson Global Grading System
• Participate in compensation surveys and prepare presentation on data analysis with recommendations for review of salaries
• Prepare pay packages and benefits for inter- country transfer of employees and opening of new branches
• Prepare merit pay increases based on performance reviews for all stores and head office
HRIS
• Conduct HR process study and outline system mapping to SAP
• Prepare test cases prior to implementation to ensure conformity to business requirements
• Monitor HR workflows to identify design gaps and liaise with IT department in implementation of enhancements

Provide guidance and advice to line managers on an ongoing basis in relation to talent management, employee relations, head-count challenges and employee transitions
• Partner with line managers on workforce planning and involve in internal recruiting activities for staffing candidates in junior and senior level roles
• Conduct investigations of employee performance issues up to and including termination level
• Coach Managers and employees on performance review process and performance improvement
• Prepare management reports on employee performance and individual development plans
• Ensure recruitment and staffing within all departments of the company
• Partner with managers on employee engagement and is responsible for employee survey action planning and employee career development
• Generate metric based scorecard for assessment of HR operations for every quarter
• Generate monthly reports for salary and compensation surveys, training & development activities, HR department KPIs
• Facilitate organizational design sessions as well as work with senior executives to enable successful organizational design process
• Facilitate HR strategy planning process
• Deliver training on HR systems to end users and HR topics for department staff
• Analyze organizational surveys and, present results, recommendations to HR Manager
• Negotiate with training service vendors and assess pricing & service models, conduct cost-benefit analysis and present recommendations to management
• Conduct periodic internal audits for the HR processes to verify compliance with approved company policies and procedures and legal specifications.
. Supervise the daily operations of the HR and Admin. Services dept
. Follow up with subordinates on the daily tasks assigned.

Achievements
• Developed succession planning solution to reduce top performer attrition
• Implemented balance scorecard to enable measurement of ROI for training and development activities

Prepare training manuals
Conduct trainings for staff
Compile training needs and assist in preparing the annual training plan for the company
Assist in employee skill assessment
Prepare the skills balance score card