Rewards Manager (Projects)
Serco
Total years of experience :16 years, 4 Months
Serco, Dubai
• Redesigned the pay deck for Serco Corporate, and managed the transition and implementation process, ensuring seamless adoption of the new pay deck across the organization.
• Led the design and implementation of the Total Reward Statement for all UAE based employees, covering financial aspects, benefits, and other reward components that collectively contribute to their overall remuneration.
• Developed the HR policy on Secondment allowance, Remote working, Volunteer leave and Dual benefits.
• Played a key role in bid processes, providing valuable insights and analysis on compensation and benefits packages to support business development initiatives.
Emirates Water & Electricity Company (EWEC), Abu Dhabi
• Reviewed the pay scale and employee benefits against benchmarking data from the Energy/Utilities sector and ensured it is aligned with market movement, using Mercer’s WIN online salary benchmarking tool.
• Led a significant transformation of the performance bonus and salary review process, introducing a merit-based approach company-wide
• Developed a comprehensive Reward & Recognition program for motivating and acknowledging employees for their outstanding contributions.
• Performed Job Evaluation for newly created positions using PWC’s Strata job evaluation methodology for accurate job mapping against the grading structure.
• Lead training sessions for Line Managers on the performance review process including system training feedback process.
Beeah Group is a semi-govt. company with verticals across the Energy, Utilities, green mobility, education, and technology sectors comprising of 13, 000+ employees in 3 countries.
Responsible for leading the Rewards function for UAE, KSA & Egypt with a specific focus on strategy, design and execution of key C&B projects in line with global best practices.
• Reward Strategy - Analyzed internal C&B data to identify positioning of the company verses the market/sector and recommended a reward strategy that contributes to external competitiveness and internal equity.
• Job Evaluation - Conducted periodic review of the grading structure, evaluated new positions to ensure they are accurately mapped to grades as per Hay’s job evaluation methodology.
• C&B structure - Designed the C&B framework for Beeah Group's subsidiary companies, Beeah Egypt and Beeah KSA. This included job evaluation, mapping of positions, designing the grading structure, developing the pay scale, establishing grade-based benefits and allowances.
• Salary Review - Managed the annual salary review process, designed the merit matrix, liaised with all departments and ensured the overall salary increases were within budget.
• Short-term Incentive plans - Responsible for designing and implementing the Sales incentive plan for product and service-based business units and the incentive scheme for collections staff (Finance AR Team).
• Performance Bonus - Managed the annual performance bonus process including bonus scheme design, cost impact analysis, securing approval from all stakeholders, implementation, and payouts.
• Salary & Benefits Benchmarking - Conducted periodic reviews of the pay scale & benefits in line with organizational changes, market trends, benchmarking outcomes, emerging C&B practices and recommended changes, where necessary. Adept at using KornFerry Hay Group’s online salary benchmarking tool - PayHub for benchmarking compensation and benefits against leading market practices.
• Long-Term Incentive Plan - Designed a cash-based Long-term Incentive plan for Beeah’s Executive Management team. This included scheme design based on industry benchmarks, developed LTI policy content, managed implementation of the scheme and its overall administration.
• Payroll Management - Managed the monthly processing of salaries for 500+ permanent employees
• SAP SuccessFactors HR system - Lead the design and implementation of the C&B module in SAP SuccessFactors for Annual Salary Reviews and Annual Performance Bonus. This included liaising with SAP consultants for customizations, conducting user interface testing and undertaking training for end-users. Processes automated in SAP include education allowance reimbursement, visa expense reimbursements, Mobile/SIM requests etc.
• International Mobility - Developed the international mobility policy and responsible for the on-going administration of all short-term and long-term assignments to Beeah’s regional offices.
• Job Architecture - Designed the Job Family Framework to create job families, sub-families, job categories and career levels.
• Rewards & Recognition - Designed the Reward & Recognition plan to motivate and recognize employees for their accomplishments, contribution, and involvement, thereby increasing engagement. This included the Long Service award, STAR awards, Sales Excellence award, Employee of the Quarter etc.
• HR Policies/ Employee Handbook - Reviewed and redrafted all polices in the HR Policy manual including C&B policies in line with industry best practices. Primarily responsible for the development of content and organization-wide launch of the HR Employee Handbook.
MCN - part of the US based Interpublic Group (IPG) and McCann Worldgroup is a media, advertising & PR company that operates 15 agency networks across 11 countries.
Responsible for leading, developing and managing the total rewards framework at MCN offices in UAE, Qatar, KSA, Kuwait, Egypt, Bahrain & Iraq.
• Defined MCN’s compensation philosophy outlining the company’s position regarding employee compensation.
• Conducted Job Analysis/Job Evaluation for new positions using Hay Methodology. Worked closely with the KornFerry Hay Group consultants to develop the overall grading structure.
• Designed the pay scale using benchmarking data from Hay’s PayNet salary benchmarking online tool for various markets - UAE, Qatar, KSA, Kuwait, Egypt, Bahrain and Iraq.
• Managed the annual salary review process while ensuring the overall salary increase across calibrated performance ratings are within budget.
• Designed and administered the annual bonus plan for all agencies and recommend enhancements against market benchmarks.
• Managed the processing of payroll for 700+ employees based in UAE.
• Handled the insurance benefit plan - sourcing of brokers and renewal of Group Medical, Group Life, Employers Liability and General Liability Insurance Cover, preparation of census data, negotiating premiums and roll out across the organization.
• Recommended annual airfare entitlement amounts based on yearly quotes procured from travel agents and analysis of past trends for various destinations.
• Part of the project team that implemented the Oracle software for the UAE and Morocco offices. This included customizations, data migration, user interface testing and system integration of Oracle from the legacy system HR Easy.
• Formulated C&B policies for UAE and the regional offices.
• Participated in compensation surveys, analyzed market trends and provided recommendations based on internal budgets.
• Reviewed compensation & benefits processes and suggested new initiatives based on industry best practices. Conducted benchmarking studies across companies to keep abreast with industry best practices and helped improve internal C&B processes.
• Handled payroll processing for 1000+ employees across various locations - UAE, Iraq, Morocco, Qatar, KSA and Kuwait. Implemented the payroll outsourcing project for UAE and Morocco through ADP. This involved reviewing and revamping the entire payroll process before handover to the outsourcing partner.
• Part of the project team responsible for the implementation and phased roll-out of Shawman HRIS, Abacus Payroll Software, and Shawman ESS module transitioning from the legacy system HR Mantra.
• Handled the processing of payroll for 1000+ employees across all Directi offices in India.
• Implemented the Recognition Program - Incredibles Loyalty Program for acknowledging the ongoing contribution of employees to the organization.
• Conducted organization-wide HR surveys like Employee, Team and Manager Satisfaction survey. This involved survey design, data analysis and presenting development plans to Management based on survey results.
• Designed the Exit Feedback & Exit Clearance form. Conducted exit interviews and discussed feedback with Line Managers.