Daisy Tingzon

Compensation and benefits administration including salary offers & salary reviews, internal equity studies, job title alignment, leave administration, employee benefit claims & review, medical insurance provider evaluation

Personnel actions on designation, appointment confirmation, transfer, and contract preparation

Salary and remuneration market surveys participation, benchmark analysis, and research/study of remuneration trends and pay practices

HR policies and procedures review and updating (HR Manual)

HR best practices study

Organizational units’ Functional Statements development (across organization)

Job Analysis and Job Description development, review & updating (all roles)

Performance Management policy and procedure design & development

On-line Performance Management System conceptualization, testing, user guidelines development & PMS implementation

Time and attendance policy and procedures development; Time and Attendance System (ERP) conceptualization, design & testing.

Monthly Attendance Report preparation & submission to Senior Management for decision-making & payroll deduction

HR policy and procedures awareness and communications tools preparation & presentation

1) Provides specialist services in the development of technical competence profiles across the organization, setting up of Competence Level Required (CLR) for roles and supports the assessment of employees’ Competence Level Demonstrated (CLD).
2) Advises supervisors on appropriate learning approaches and development planning to support competence gaps closure strategies for employees.
3) Advises the alignment of behavioral competence CLRs for roles at similar levels across organization.
4) Supports and monitors the Company’s annual performance management cycle and related processes (e.g. objectives setting, mid and year-end performance reviews, competence assessments and departmental performance ranking and rating sessions).
5) Supports the resolution of employee’s appeals on performance appraisals.
6) Coaches supervisors in the preparation and implementation of Performance Improvement Plans for non-performing employees.
7) Reviews and updates the ‘Employee Performance Management Systems’ policy and procedure and other Department’s P&Ps and supports in the review or updating of Job Descriptions of some Department’s roles.

1) Organizes and oversees the delivery of and employees’ attendance to in-house soft skills training courses.
2) Evaluates and reviews in-house soft skills course proposals and prepares recommendation for Management approval.
3) Reviews the Company’s Annual Training Catalogue and monitors its delivery and implementation.
4) Designs and conducts ‘Lunch and Learn’ sessions on ‘Correct Usage of Company’s Training Needs Assessment’ and ‘How to Prepare Job Descriptions.’
5) Analyses behavioral competence gaps assessment reports and advises supervisors in preparing development plans and strategies to address behavioral competence gaps.
6) Supports other departments in organizing in-house technical training courses, workshops and advises the sourcing of reputable external course providers.
7) Evaluates course facilitators using customized evaluation tools.
8) Supports the review of in-house course designs/modules.
9) Designs and facilitates ‘Managing time, Priorities and Delegation’ course.
10) Co-facilitates ‘Departmental Performance Rating and Ranking’ sessions.
11) Reviews and updates the Department’s Job Descriptions and supports in the updates of L&D’s policies and procedures.
12) Conducts risk management interviews and prepares quarterly updates of the Department’s Risk Register.’
13) Supports the delivery of the ‘Women on the Workplace’ program.

1) Answers market survey questionnaires; provides Company salaries and benefits data for 4 to 6 remuneration and salary market surveys (Oil and Gas and across industry sectors) for GCC and Qatar conducted by HayGroup, Mercer and Towers Watson and other general market surveys for UK and USA.
2) Conducts job matching (job and salary grade classification) of internal and external roles.
Conducts job analysis and writes job descriptions.
3) Analyses salary market survey reports of external consultants.
4) Prepares salary market benchmarking report analysis for HR Management by identifying salary market trends and Company’s compensation market position and competitiveness.
5) Benchmarks Company allowances and benefits against market surveys reports.
6) Conducts research on salary market data for unique and/or new roles and HR best practices and trends.
7) Organizes and maintains a salary market library for the Company.

1) Develops and reviews HR policies and procedures (P&Ps) and prepare presentations to HR Management for approvals.
2) Recommends changes/updates to existing HR P&Ps and facilitates policy review and development sessions with other HR offices and other Departments to identify the need to formulate new policies or make revisions/updates to existing policies.
3) Maintains a matrix of allowances and benefits for easy reference and a policy action log to capture periodic policy changes.
4) Develops and updates the ‘Employee Handbook’ and the ‘HR P&P e-Learning’ course on the Company Intranet.
5) Conducts HR P&Ps presentations for the ‘Corporate Induction Program’ or new employees.

1) Supervises the overall provision of HR services & office administration of the Company.
2) Formulates and implements the Company’s HR and administrative policies and procedures.
3) Conducts interviews and spearheads the selection and recruitment of employees.
4) Administers the Company’s benefits and compensation package and studies salary adjustments to ensure compensation competitiveness.
5) Conducts annual training needs assessment surveys to determine employees’ competence gaps.
6) Formulates and implements the Company’s Training and Development Plan, designs and facilitates in-house training programs and oversees delivery of and employees’ attendance to in-house training programs.
7) Evaluates training program proposals and recommends to Management for approval.
8) Spearheads and formulates the core and functional competences of all jobs vis-à-vis the organization’s vision and corporate business plan.
9) Administers the performance evaluation system and incentive and awards program.
10) Coordinates and implements the Company’s succession plan and supports the development of identified high potential employees.
11) Conducts organizational SWOT analysis and recommends organizational restructuring when warranted.
12) Administers the Company’s health and welfare program.
13) Conducts preliminary inquiries on violations of office rules and regulations and employee grievances and submits findings to Legal Department and Management, respectively, for further action.
14) Oversees the Company’s records, procurement and supply management, provision of messengerial, security and janitorial services and building management.
15) Organizes the conduct of annual corporate programs and events e.g. Annual Company Anniversary, Corporate Christmas Program, Summer Company Outing, etc.
16) Represents the Company in external meetings with other government agencies and HR organizations.

1) Acts as Legal Counsel/Adviser of client government corporations in all its court cases and legal issues before tribunals and quasi-judicial bodies.
2) Drafts and reviews contracts and other agreements entered into by clients.
3) Drafts legal opinions on legal issues and queries.
4) Conducts investigations/prosecutes cases involving erring employees.

1) Acts as Legal Counsel of the Civil Service Commission in all its court cases and legal matters before tribunals and quasi-judicial bodies.
2) Drafts personnel policies and procedures for the implementation of all government agencies.
3) Drafts opinions on queries concerning the interpretation of civil service law, rules and other personnel matters.
4) Prosecutes and conducts investigations/hearings on cases arising from violations of civil service law and rules.