Sr. Analyst - Global Job Evaluation
SABIC
مجموع سنوات الخبرة :18 years, 8 أشهر
Job Responsibilities:
Leads Global Job Evaluation process at SABIC, principally responsible for the benchmark, research, development and conduct of the global job evaluations within the company. Methodology and execution includes job analysis, job description creation and job evaluation. Provides HR, HRBP and Business with technical guidance and support to ensure compliance and consistency that supports the global job evaluation platform, system maintenance and networking. Duties include ensuring that HRBP/ Business Managers understand the objectives of Job Evaluation and determining preliminary grading and submitting to Department Manager for presenting to the Job Evaluation Committee. Attends Committee meetings and providing justification for grade decisions. Provides guidance to both Management and employees, and liaises regularly with across SABIC SBU’s Corporate Functions & Affiliates to ensure that grades are comparative.
Job Dimensions:
• Total Number of Employees/ Jobs: - Global = Approximately 40, 000
• Reporting to L3 - Director - Global- Job Evaluations, Compensation & Benefits, CoE, Corporate HR.
• Accountability: Global Job Evaluation includes Middle East & Africa, Europe, America & Asia Pacific
• Internal Customers: Chemicals & Polymers, Performance Chemicals, Fertilizers, Metals and Innovative Plastics and Other Support functions includes Shared Services (I.T & Administration), Corporate Finance & Strategy, Corporate Communications, Corporate HR, Legal & Government Relations. Every month HR ‘Committee to validate the Executive jobs and Regional C&B Committee for non-executive Jobs.
To contribute to the design and delivery of people and organizational development strategies and the management of change support the organization and its various departments to effectively drive change and integration, work with teams to raise awareness, reduce resistance, improve commitment, and alleviate the stress that individuals can experience in a change environment. Further, in support of the organization’s strategic and operational plans, provide information, advice and services as required. Works with various cross-functional teams to contribute to the agenda of continuous organizational performance improvement.
Job Dimensions:
• Total Number of workforce = 300 employees with Annual Recruitment Target= 25 employees
• Permanent employees= 100; 3P Contractual Employees (Sales, W/H & Support)=100; Plant Labor= 100
• Vendors: Manpower/ workforce providers; Canteen; Transport; Medical; Event Managers;
• Reporting to HR Manager and Direct Reports = four (3 HR Officers & 1 Plant Workforce Supervisor).
• Accountable for Recruitment, OD, Benefits, HR Services and Plant Manpower and IR issues
Job Responsibilities:
• Integration & Change Management: Develop effective change and integration strategy and ensure through detailed implementation plan. Including stakeholder management plan to effective manage stakeholders and their interest to ensure change & integration activities are implanted effectively. Work with departments and individuals to identify and manage key change and integration benefits. Identify and deliver quick wins throughout effective change and integration initiatives. Work with various departments and teams to map existing and future improved initiatives. Work closely with the change management stream to ensure effective management of the integration activities. Devise and implement a program for developing internal change management capabilities. Identify integration points and implement cross optimization initiatives to improve the outcome of individual projects and initiatives.
• Organization Development: To contribute research, analysis and ideas to the development of Company’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals. To contribute to the development of policies and procedures in collaboration with the Head of HR. To oversee the annual appraisal process, monitoring compliance with the timetable and working with the Head of HR to ensure consistency of quality in annual appraisal documentation/ MyHR. Responsible for the Company’s job evaluation system, advising on job design, job descriptions and the correct grading of jobs. To design and facilitate in-house events (e.g. workshops, away days) as required. To develop the Company’s talent management and succession plan and to co-ordinate the contributions of key stakeholders to ensure effective implementation for replacement plan meeting. To work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for their staff.
• Recruitment/ Talent Acquisition: To lead the corporate development of work force strategy, implementing Recruitment/ induction program. e.g. Corporate & Technical Recruitment, Asian Graduate Scheme, Management Trainee, Graduate Trainee and Internships. To develop coaching, mentoring and AGS schemes to support staff development and the achievement of Personal Development Plans. To work with the Internal Communications Manager to ensure effective communication and consultation processes and to build staff engagement
• Population spread across 20 countries including China, India, Australia, Japan, Thailand, Malaysia, Korea, Pakistan, Taiwan, Philippines, Cambodia, Singapore, French Polynesia, PNG, New Caledonia, Bangladesh and Fiji. Population approximately 3000 employees including 20 % Managers.
• Coordination between Asia Pacific Management Committee Members, MDs and Country HR Managers in local affiliates/ JVs and Paris, Head Quarter.
• Partners/ Vendors includes HAY Group, SHL (CEB), First Advantage, KPMG, AMA, KLEROS, Linked-In, Jobs Central, HAYS International, MERCER, AVIVA, CASS London, London Business School, ESSEC Business School, Aberdeen University UK, NUS, NTU, SMU, Carlton Hotel, Grand Park Hotel and Mandarin Oriental Hotel.
Job Responsibilities:
Leading regional change agenda and support the deployment of the global initiatives across 20 Countries within Asia Pacific Region. In this role responsible and accountable for the end-to-end delivery of HR- projects through the end-to-end project lifecycle and to provide the oversight and control for all regional HR-initiatives. Lead the Delivery of the strategic human resources regional programs & initiatives to support regional business objectives and improve overall organizational capabilities.
• HR Policy & Procedures: Lead designing and implementation of HR-regional policies and procedures for standardization ‘the way of working’ in within APAC HR Team. Introducing HR Governance Standards for Audits, Regional HR Guidelines for HR functional areas such as Recruitment, C&B, L&D, and the Job Evaluation Policy & Procedure document for APAC Region.
• Job Evaluations: Lead technical job evaluations projects within APAC Region, advice Country HR to complete all necessary documentation; preparation of job descriptions, ensure that job titles are appropriately applied and that accurate position data is maintained in the system further perform role profiling (as per HAY Methodology). Ensure a fair and equitable evaluation process is carried out for target countries in the year- 2013; China, Pakistan, Fiji, Singapore, Bangladesh, Cambodia, Indonesia, Vietnam, Thailand and India. Ensure estimated Job Levels are re-validated by the Paris, HQ.
• Performance Management: Improve performance management process that encourages all employees in APAC Region to have at least three powerful discussions (goal-setting, mid-year performance review and year-end review), and contributes to the overall results and performance every year. Emphasizes on ‘SMART’ Objectives while settings up the New Year Objectives. Develop performance charts for management review for Increments and bonuses.
• Compensation & Benefits: Leading various benefits and wellness-related projects and selecting vendors/programs ensure proper consideration has been given to market practice and local legislation requirements.
• Trainer/ Training: Lead facilitator for ‘Train the Trainer HR Recruiters Interviewing Skills’, ‘HR for Manager’ and ‘Performance Management for Managers’ at APAC Region. Facilitated and conducted various development activities and Programs, such as People Management training sessions, coaching initiatives Networking sessions for ‘Asian Graduate Scheme’ (AGS) Employees and various HR corporate programs.
• Recruitment & Talent Management: Lead talent initiatives focused on recruiting, retaining and development with specific emphasis on building future leaders for the APAC Region. Put together the succession planning process for senior management in the region and develop a talent pipeline with both internal and external candidates by working with Country Heads & Regional Management. Identify current/future openings, identify “at risk” staff, and identify development programs to develop key talent. Accomplished Recruitment Projects for Singapore, Malaysia, Philippines, Indonesia, Vietnam and India.
TOTAL OIL Pakistan (Pvt) Ltd (TOPL) is a subsidiary of TOTAL France (4th Largest Energy Company in the world) holds majority shares of the company. TOPL launched its commercial operations in Pakistan in 1999 and has since then successfully manufacturing & marketing a complete range of automotive & industrial products across diversified customer base in the region. (http//: www.totallube.com.pk)
Job Dimensions:
• Total Number of workforce = 300 employees with Annual Recruitment Target= 30 employees
• Permanent employees= 100; 3P Contractual Employees (Sales, W/H & Support)=100; Plant Labor= 100
• Vendors: Manpower/ workforce providers; Canteen; Transport; Medical; Event Managers; Travel Agents
• Reporting to HR Manager and Direct Reports = 3 (2 HR Officers & 1 Plant Workforce Supervisor).
• Accountable for Recruitment, Benefits, HR Services & Corporate Travel Management
Recruitment:
• Devise the Manpower Plan for each year as per new capacity building exercise in coordination with Asia Pacific Regional Office, Singapore;
• To prepare strategic plan for creating employer branding image in the market to attract quality resources as per manpower plan;
• To provide professional support and advice on recruitment to the line and departmental managers; the Oil Blending Plant, Sales& Marketing, Supply Chain, Finance, Legal, I.T& Quality Assurance;
• To devise, run and evaluate the selection processes including interviews, psychometric tests and various group activities; Conducting Interviews for all the departments/ levels;
• Accomplished an International Recruitment Project for SATLUB, Saudi Arabia.
HR-Services:
• To streamline the HR-Outsourcing Agreements/SLA for the management of contractual staff by building good relationships with the HR- vendors; implemented change/switching of the vendor countrywide;
• To Monitor the Employee Travel Desk including VISA, Accommodations, Hotel Bookings, Car Rentals and Air travels International & Domestic.
Compensation & Benefit:
• Reviewing Policies, SOP’s & Flow diagrams as per the Group’s guidelines.
• To manage the process of Employee Benefits and entitlements as per the defined Grades & Levels.
• To review the MoU and Contracts & also streamline the processes i.e. Pre-employment Medical Test, Group Life Insurance, Medical Health Insurance;
Organizational Development:
• To conduct soft skill training programs, HR-Road Shows & Group’s HR campaigns roll out.
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Industrial & Employee Relations:
• Member of Disciplinary Team i.e. conduct interrogations/investigations and reports to CEO.
• To ensure compliance of all statutory benefits timely payments to the employees & government agencies by the HR-Vendors.
• Involve in plant administration issues including employee canteen &transportation.
SAUDIPAK Commercial Bank (Pvt) Ltd
OG-I / HR- Relationship Manager Oct-2005 to Dec-2007
Human Resources Division
Job Dimensions:
• Report to EVP/ Head of HR and one direct report
• Total Number of workforce = 1800 employees with Annual Recruitment Target= 300
• Permanent employees= 1100; 3rd Party Contractual Employees (Sales & Support) = 700
• Partners /Vendors: 2 Manpower Contractors and HR consultant (HAY Group representative)
Job Responsibilities
Assist EVP-Head of Human Resources Department in the process of identifying and attracting the quality resources from the market, managing nationwide recruitment & induction process, ensuring that necessary guidance is provided to the line management and that the recruitment formalities are completed within the Bank’s policy and that high quality candidate are recruited to achieve business objectives. Managed/ responsible for HR-3P Outsourcing Management through multiple vendors at the Bank.
• Recruitment: Manage large scale recruitment initiatives including managing relationships with recruitment agencies, interviewing & managing candidate feedback with internal consultation. Managed end to end Management Trainee program plan, manage and executed employer branding, assessment centers, selection, appointment, integration, training, job rotations and placements. Manage Internship program for the Bank. Benchmark SHL Assessment centers and Behavioral Interviewing technique for the selection of candidates for various levels of positions. As a part of Project team Designed Recruitment portal for the Bank’s website. Attend Job Fair & Conduct campus talks to attract talent for the Bank.
• HR Policy & Planning: Plan and conduct Job Analysis & Job Evaluation activity within the Bank. Prepared Job Descriptions as per the HAY Methodology in-consultation with the Business Heads and EVP HR directly. Also complied the Employee Handbook and revised the HR-Policy & Procedures Manual.
• HR- 3rd Party Contractual Staff/ HR Services: Manage multifaceted HR issues for contractual employees including hiring, payrolls management, compensations & rewards, budgets conformance as per local legislations/ labor laws.
• Employee Relations: Conducted Investigative Interviews and prepare confidential reports as a member of disciplinary committee.
BE 1st Division
Intermediate Pre-engg C/ 59%
Matriculation A/ 78%