Khushboo E Sehar

Career Highlights:

• Designed and implemented stock option retention plan for the Petroleum Engineers in Saudi Arabia which resulted in reduction in the attrition rate from 8% to 3%.
• Received Management Value Added Performance (MVP) award for restructuring Iraq’s allowance practices including remodelling the Housing Allowance policy from % of Base Pay to Graded/fixed allowance. This resulted in an annualized saving of $1.2 million.
• Received three Applause Certificates/Awards on timely proposition of Kazakhstan currency devaluation and corresponding increase in the Cost of Living. The proposed cost of living allowance improved market standing of the company in terms of high employee satisfaction and minimizing attrition rate from 12% to 6%.

Responsibilities:

• Leading compensation projects in the assigned regions. This includes designing/redesigning pay structure and policies, job specific variable pay plans, annual merit increases, off cycles increase, retention plans, geo specific allowances and nationalization agenda.
• Analyzing compensation data and utilizing job evaluation process to determine job worth and market price.
• Driving annual salary review process for all three regions including survey submissions, market assessments, analyzing survey results and providing subject matter expertise and guidance on compensation related policies.

Career Highlights:

• As part of transition team, performed extensive job evaluations linked to the merger and reconfiguration of seven NHS hospitals in the Cambridge University Hospital. The rigorous task of job weighting, job scoring, and redesigning pay structures was completed in a short span of 12 weeks.
• Conducted pre-merger in depth comparative analysis of seven remuneration models and proposed a standard remuneration model post-merger. The annualized cost saving of $1.7 million was achieved from the proposed model.

Responsibilities:

• Supported HR Director and Deputy Director on HR aspects of organisational change and restructuring resulting from the merger. This included designing and providing training to the managers and employees in change management, facilitating throughout the consultation process, dealing with redundancies and arranging Employee Support Services.
• Provided consultation in handling redeployment and redundancies in partnership with management and unions, including remuneration practices, workforce reconfiguration, employee consultation, and application of workforce change strategies, in accordance with appropriate legislation and best practice.
• Developed job descriptions based on analytical and qualitative job evaluation process through sophisticated Job Evaluation System to ensure consistency between the departments.
• Based on compensation market surveys, recommended market based adjustments to the pay structure. Designed annual pay plans and salary portion of the countywide budget.

Career Highlights:

• Studied the high attrition issues and redesigned the exit interview process to identify the problem areas. Designed Performance Development Incentive plan for potentially at risk employees which reduce the attrition rate to 8% from astounding 20% in one year.
• Designed “Train the Trainer” workshop and trained the managers in efficient management of employee relations including robust ways of dealing with disciplinary and grievance issues. This resulted in reduction of disciplinary and grievance instances from 30 to 15 per quarter.

Responsibilities:

• Organized the transitional provision of employee compensation and benefit process during transfers and new hires.
• Assisted with carrying out companywide organizational development process via addressing the issues such as workforce development, key employee retention, organizational redesign, and change management.
• Provided consultation to the management and employees on compensation and benefits practices, employment law and employee relations (disciplinary and grievance).

• Managed the overall recruitment transactional process for the allocated vacancies including, the new joiner and leaver process from offer letter through to joining instructions and conducting induction.