Compensation and Policies Advisor
Sadara Chemical Company
Total des années d'expérience :22 years, 1 Mois
Overall HR
• Job evaluation using HAY methodology
• Manpower Planning
• Competency Modeling
• Performance Management
• Management of Dual Career Ladder
• Policy updating, as and when required
• Implementation/updating of Hay Job Evaluations
• Identification of Company wide benchmark positions and updating Job Descriptions as per Hay requirements
• Mapping different Job Families internally and with other Companies
• Coordinating matters related to Performance Management
• Conducting annual salary surveys of various benchmark companies and accordingly preparing recommendations for the management during annual increment and promotion exercise
• Coordinating matters relating to annual Manpower Planning
• Coordinating and assisting in implementation of Annual HR Plans
• Developing and modifying Standard Operating Procedures (SOPs) related to HR activities
• Proposing policy revisions as per market trends through various Board Notes and recommendations to the Management.
• Establishment of HR department
• Streamlining the recruitment and selection process
• Designing of formal job-descriptions
• Restructuring the organizational chart
• Developing SOPs for tasks related to day-to-day working
• Designing of potential candidates’ tests for Finance, Production and R&D departments
• Introducing online data bank for existing employees
• Introducing comprehensive data bank for potential employees to reduce recruitment and selection time
• Setting quarterly objectives for the employees and departmental heads
• Setting up a formal 360° Appraisal System
• Ensuring high quality procedures are in place and in line with company policies governing recruitment and selection, compensation and benefits administration and Performance Management
• Designing and modifying PDRs according to SBU / departmental needs
• Employee services and counseling
• Providing general HR administrative support to the assigned SBU
• Rostering staff according to the forecasted data
• Managing staff levels for unforeseen service demands
• Administering Annual and Sick leaves for the staff
• Balancing customer’s and business’s needs by keeping appropriate staff levels at all times.
• Reporting service levels to the center manager on daily/weekly/monthly basis.
Secured 75% marks