Group Performance and Reward Manager
National Bank of Abu Dhabi
مجموع سنوات الخبرة :16 years, 4 أشهر
One of the Gulf’s largest banks, actualizing a market capitalization of USD $66B, with 8K employees across 18 geographies spanning the Middles East, Asia, Europe, and North America. As Group Reward Manager, my objective is to help maintain NBAD’s overall competitiveness
Providing subject matter expertise (SME) to the Head of HR and the Remuneration Committee on compensation strategy, design, implementation and administration of compensation programs.
Drive reward communication and engagement, and strategize solutions for improving employee understanding and satisfaction.
Design employee incentive programs via development and introduction of the Risk Adjusted Group Bonus Payout model and the Group Equity and Deferred Bonus Plan with efficient claw back mechanism
Lead the bank wide cost saving project with the Executive committee and saved USD 20 Million through structural efficiencies.
Heighten group’s competiveness in Executive Compensation by evaluating all total rewards and determining industry positioning.
Streamline HR strategy, in collaboration with division heads, restructuring manpower and cost planning
Formulate, recommend, and implement reward policies for all international locations across GCC, Egypt, Africa, Europe, North America, and Asia.
Ensuring statutory requirements are adhered to with respect to End of Service Benefits such as Defined Benefit/ Defined Contribution plans in international locations.
Conduct market surveys with multiple vendors such as Hay, Towers Watson, Aon/McLagan, and Mercer, compiling pertinent information, and leading benchmarking exercises
Designing and implementing Group Bonus and Increment process in view of market movement and local labor laws.
Leading all the Group M&A activities.
UEP/ BP is one of the leading Oil& Gas upstream companies of Pakistan. I was assigned to Redesign Rewards structure post BP divestment. My job was to re-align company’s grades, salary structures, performance management, and variable pay plans with the local market.
Repositioned the Total Rewards philosophy by restructuring grades, salary structures, performance management, and variable pay plans within the local market, post BP divestment
Upheld competitiveness within the external market by issuing salary surveys and analyzing data.
Managed annual salary increment cycle which included merit increases and salary adjustments based on performance
and market .
Established long-term incentives, including equity plans and deferred bonus for senior management..
Achieved company’s strategic objectives via creation of variable pay plans including sign-on, retention, and project bonuses.
Redesigned the entire Employee International Mobility policy for long term and short-term assignments to better fit
with UEPL as compared to BP’s setup.
Developed Performance management and Succession planning tools such as Personal Development plans for the new
company.
Served as advisor to the president and board on internal/external equity challenges.
NLM provides a range of advisory services on HR matters to different industries like Health Care, Oil& Gas, Transportation, and Financial services.
Provided consultancy to Middle and Senior Managers at Technip in terms of their personal developmental needs.
Developed multiple sales training modules for Michelin for its various business units.
Worked with Novartis Santé Familial to improve efficiency of all operational HR processes to provide better
services to employees.
A manufacturer of Frito Lay snacks in Pakistan since 2007 and part of a worldwide portfolio including 22 brands, generating USD $1M+ each in estimated annual retail sales.
Bolstered performance and fostered a cohesive team atmosphere as the first HR manager for the commercial team, building original HR functions from scratch
Influenced decision making by the CEO and regional HR head as member of the Advisory Committee Developed 5 years HR capability, organization, and compensation strategy.
Developed a concise compensation and benefit strategy based on fixed, variable segments, and bonuses..
Devised detailed compensation and benefit strategy based upon fixed, variable segments, and bonuses.
Developed leadership and functional training modules; some of which are being used as standard across Pepsi global.
Tailored best training and development practices from India toward the requirements of Egypt and South Africa
Awarded scholarship by Government of France and Government of Pakistan for the entire stay.