Manager - Rewards
Sidra Medical and Research Center
مجموع سنوات الخبرة :22 years, 6 أشهر
Manager - Rewards (Compensation and Benefits)
Responsible for the Rewards function including design and implementation of all compensation and benefits programs while liaising with internal departments and external service providers. First point of contact with respect to queries related to pay related matters and responsible for the mentorship of a team of 6 including national employees.
Key Accomplishments:
− Designed various compensation, benefits and non-monetary rewards programs including short term and long term incentives, US taxation assistance and Talent Recognition program.
− Managed the transfer of staff and services from partner organizations such as HMC and Qatar Foundation.
− Implemented a new Rewards Framework and transition of existing staff though a structured harmonization program.
− Formulated compensation tools such as offer calculators for different job families to enable objective and equitable job offers.
− Led automation of compensation and benefits processes reducing turn around time and improving auditability.
− Evaluated jobs using the AON Hewitt methodology and supported business to arrive at role specific equivalencies.
Undertook several projects sub-contracted by reputed consulting firms such as KPMG and independently in various sectors. Notable clients include Supreme Council for Legacy and Delivery, QIA, Ooredoo, Unicef, SC Johnson, Philips, Britannia and Vodafone.
Key Accomplishments:
− Directed and led the Annual Manpower Planning exercise for client including liasion with centralised budget for L&D and Recruitment
− Evaluated and developed human resource policies and practices to support the corporate culture as well as respond to business needs.
− Managed and facilitated the recruitment process, including internal recruitment drive, for a Telecom company.
− Designed a Job Evaluation Model for an FMCG organization based on 5 compensable factors
− Design of Leadership Development Programs for middle to senior managers for FMCG and Healthcare clients
− Directed HR Audit for a mid-sized Entertainment company and formulated action plans.
With KPMG
− Benchmarked & formulated HR policies and procedures
− Designed HR Strategy and HR organization structure in support of the CHRO
− Set up of Total Rewards function at client organizations
− Designed and implemented Total Rewards strategy & framework
− Conceptualized and designed short-term incentive plans
− Formulated of long term retention strategy and retention incentive plan
− Designed and implemented non-monetary reward recognition plans
− Led annual planning & manpower budgeting cycle for client
− Designed the HR department’s scorecard with identification of targets and KPIs
− Led Job Analysis and evaluation project
− Assessed of HR ERP systems
Seconded to the office of Her Highness Sheikha Mozah:
-Designed compensation strategy that promotes Qatarization and attracts best in class talent
-Restructured compensation and benefits for the staff based Market survey and benchmark data
-Formulated policies and procedures for the office based on benchmarking data
-Evaluated jobs based on Hay’s Evaluation model
Partnered with local consulting organizations to provide services to their clients.
-Designed the Recruitment Process for Vodafone
-Liaised with the hiring manager and recruitment partners to ensure a pipeline of quality candidates
-Conducted internal recruitment drives
-Enhanced process efficiency through monitoring KPI
Ministry of Health (MoH) formerly National Health Authority was established by the Government of Qatar as the apex authority in health care primarily constituted to devise the National Health Care Strategy and regulate the health care market of Qatar through Medical Registrations & Licensing, Regulatory approvals for Pharmacy & Drugs and Health Insurance policies.
−Led the annual manpower planning and budgeting for SCH and facilitated the organization restructuring
−Designed and implemented of job analysis for support and technical positions
−Reviewed and modified HR policies to meet industry benchmarks
−Set up the annual employee performance management system
−Responsible for a team size of 4
Dr. Reddy’s Laboratories is a global generic pharmaceutical company with operations across 35 countries. Primary presence happens to be in regulated markets like US and UK and NRMs like Russia and China. Primarily a manufacturing concern in India has a team of almost 11000 employees.
Worked as Manager Compensation & Benefits, HR Business Partner and Senior Manager Learning and Development:
− Designed & implemented the C&B strategy, merit increases and annual performance bonus plans
− Participated and analyzed compensation/salary surveys and made recommendations for C&B initiatives
− Responsible for all C&B initiatives and programs
− Facilitated the set-up of Dr. Reddy’s Leadership Academy
− Designed & implemented industry level Leadership Development Programs
− Managed leadership development function under the corporate L&D function
− Responsible as HR business partner for business operations in India, GCC, South-east Asia, Central & Eastern Europe & South Africa
− Led annual manpower planning & budgeting cycles for the organization
− Designed and implemented employee engagement surveys and initiatives
Oracle India Pvt Limited runs its support operations from Hyderabad and Bangalore in India. A team of 600 employees handles critical operations like On Demand and Global Support.
−HR Business partner for Oracle Support business in India
−Implemented employee induction and mentorship program
Standard Chartered Operations is a 100% subsidiary of Standard Chartered Bank UK. It is the pioneer in the field of captive unit BPO. Services the bank across the globe in about 56 countries in areas of banking, software development, finance and HR. Employs about 5000 employees in India and 2000 in Malaysia.
Compensation & Benefits, HR Projects and HR Business Partner:
−Managed participation and analysis of annual market surveys
−Designed & implemented compensation strategy, merit increments and annual performance bonus
−Implemented Performance management system and appraiser training programs
−Implemented individual development plans and career development plans
−Implemented of employee engagement surveys (Q12) and initiatives
−Responsible as HR business partner for large business units comprising up to 800 employees
POLARIS is a developer of custom-made software solutions and services in the Banking, Financial Services and the Insurance (BFSI) segment and is the preferred service provider for Citibank in India.
• Responsible for Gap Analysis and consequent Organizational Development towards P-CMM (People Capability Maturity Model) Certification.
• Authored and compiled Standard Operating Procedures manual and a policy reckoner and uploaded them on the intranet.
• Presented to the BLT the recommendations towards achieving P-CMM certification
• Responsible for automating processes / workflow using the e-system called ‘Pyramid’
• Formulating business rules for online administrative form
• Reconciling Unit MIS with Pyramid Associate Database
• Conducting test runs for business units
Post Graduate Diploma in Business Administration (MBA), Goa Institute of Management, India, 2001 - HR Specialization
Bachelor of Commerce w/ Accountancy Honors, Buxi Jagabandhu Bidyadhar College, India, 1999