Karine Lamuscatella Rassoul

Established my own consultancy to accompany local, regional and multinational companies in their strategic HR projects, providing expertise in:

- Total Rewards, Compensation Benefits, Executive Compensation,
- HR Policies and processes,
- Performance Management/Pay for Performance,
- Global Mobility,
- Change Management in COVID -19 and “Work From Home” era.

- Set up and led a Total Rewards Center of Excellence (COE) in Africa Middle-East and India region in the context of an HR Organizational and Digital Transformation.
- Executive Remuneration: market pricing and package preparation for all Executives in the region
- C&B governance: set up and maintain a C&B governance framework across the region (including DOA and approval matrix, policies and control measures).
- Global Mobility: regional and international moves policies creation and implementation
- Job Evaluation: implementation of Hay methodology grading across the Region

Achievements:
- Issuance and implementation of Company-wide C&B Governance and Guidelines, documenting both policies and processes for all major C&B events (appointments and promotions, merit policy, bonus policy, etc.) to harmonize the legacy eclectic practices in the different entities.
- Workday (HRIS) Configuration and Implementation: advance compensation configuration and approval workflows set-up in line with newly defined C&B guidelines and policies.

Responsibilities:
- Design and maintain compensation, benefits and all HR policies for all 5 business segments (52 schools and 4 support businesses), headcount: 14, 500 employees.
- Drive HR/ C&B integration in Mergers, Acquisitions and new market entries.
- Organizational Design for both Corporate structure and country structures.
- Ensure market competitiveness, set-up C&B review processes to support the aggressive growth.

Achievements:
- Design and deployment of a performance-based compensation model for Arabic and Islamic Education teachers (key population) in the region, that help reduced attrition by over 20% for this group with minimum budget impact.
- Set-up and drove the 1st Salary and Policies Survey for Education sector in the region, in association with Korn Ferry Hay Group.
- Successfully introduced a formal Annual Compensation review process and a Merit Review cycle for Executives and Management.

Responsibilities:
• Design compensation and benefits policies, to guarantee market competitiveness and a healthy compensation line vs. revenue, for our 12 business segments in the 27 operating countries of the Middle-East and Asia Pacific region.
• Manage a regional team of 15 C&B analysts and 4 team leads who deliver more than 850 individual employee C&B packages per month. Covered headcount: 14, 500 employees.
• Implement insured benefit plans (medical/healthcare, life and disability insurance, travel insurance) and deferred benefits plans (pension, end of service benefits, profit share, stock-based rewards).

Achievements:
• Completed variable compensation review in key countries of operations, during industry downturn, with an estimated yearly savings of USD 9.4M in the region.
• Slashed overall healthcare and insurance costs 12% by negotiating premiums and fees with local or regional providers, resulting in USD 480k hard savings for the 2016 renewal period.
• Recruited, trained and mentored 3 C&B analysts within the last 6 months, who successfully got internally certified in a record training period.
• Appointed Steering Committee Member of the MENA Mercer Energy HR Professional forum.

Responsibilities:
• Lead the HR Change Management during integration (Mergers & Acquisitions). In charge of the international staff integration agenda: Project Management, risk assessment, budget and timeline.
• Perform, with relevant stakeholders, the legal, tax and compensation gap analysis and define a strategy to harmonize companies’ HR policies and processes, where it makes business sense.
• Develop training and coaching plans for Line Managers and employees, focusing on key internal HR processes (performance management, appraisals, recruitment and training programs, HRIS, etc.)

Achievements:
• Created a new International Rotator employment status to fit newly acquired companies’ staffing models, and successfully introduced a flexible compensation package for this population.
• Designed communication materials and personally trained 46 HR change agents worldwide, who run more than 120 employee communication sessions within a tight 3-month deployment timeline.
• Secured 99.3% employees’ acceptance of new employment terms and conditions (5, 900 impacted employees), and got a “VP HR Recognition” awarded for this project.

Responsibilities:
• Strategic HR Business Partner of an acquired company (Geoservices) covering the Asia-Pacific Region (12 operational countries).
• Recruiting (both university recruitment of fresh outs and mid-career hiring), and Strategic workforce Planning, to support growth and comply with the local content and company diversity objectives.
• Performance Management (KPI set-up, performance appraisals), Talent identification (High Potential, Key Technical expertise), Talent Management and Succession Planning.
• Manage the compensation line on the P&L, participating in business rolling forecast, budgeting, and analyzing compensation key indicators.

Achievements:
• Implemented a new fixed-step training program for field operational engineers and specialists, and reduced the time-to-autonomy of new hires from 15 months to 9 months.
• Grew the operational population from 590 to 710 field employees within 6 months, to support a 25% revenue growth YOY, including entry of new markets (Thailand, Myanmar and Vietnam).
• Improved people productivity via effective planning: increased Field Employee Utilization by 14% by introducing multiskilling and regional pooling.

Responsibilities:
• General HR management of 3 worksites in Pau area (overall headcount of 240 employees), including recruitment, training and development, transfers, and promotions.
• Drive performance management and employee development through performance appraisals, career planning, job descriptions, high value identification, promotions, and recognition programs.
• Uphold local compliance to Employment Law, Works Councils, and Union agreements. Manage litigation cases together with Legal department.

Achievements:
• Built a case to open a 24/7 Remote drilling operations center in France and obtained all local government entities approval to proceed with the proposed shift set-up, in a unionized context.
• Delocalize a business line from France to Romania and drove the related redundancy plan together with senior management and local authorities, resulting in no litigation case.

Responsibilities:
• Healthcare and insured benefits providers’ management - Service Level Agreement, KPIs.
• International Deferred Benefit plans assessment with external actuarial companies.

Achievements:
• Introduced standard Service Level Agreement for our main providers, resulting in a significant improvement of service quality KPIs, increasing by nearly 20% the employee satisfaction rate.
• Designed and launched an online benefits portal, single sign-on for employees to access their salary and benefit statements from the same page.

Wireline logging field engineer leading a field crew at the wellsite. A valuable non-HR experience that enabled a hands-on learning of the business, and how to work under pressure, before joining HR.