Compensation and Benefits Consultant
Self-Employed
Total years of experience :18 years, 1 Months
Working as freelancer and consultant for compensation and benefits and HR.
Designing salary scale, salary benchmarking, grading system.
Designing total cash systems.
Desing and evaluation sales commission, sales incentive plans and general incentive schemes
Compensation and Benefits Manager: reported to HR Director/ Head of Rewards for Middle East.
Joined to lead a reward transformation project worth of (3 million $), localized Philips global rewards policies and practices to fit the Saudi market.
• Created local Job Catalogue.
• Incorporated local jobs and organization structure with Philips global job catalogue and organizational design (lighting sector).
• Led reward project to design and implement new reward system (salary scale, variable pay plans, benefits revision and alignment):
o Internal job slotting/ evaluation
o Internal equity analysis
o Customized salary benchmarking with external market - consultant (WTW)
o Evaluation for current pay position
o Determination for the desirable pay positioning, alignment with HR and business strategies
o Explored several scenarios with cost implications
o Designed salary structure for base pay, guaranteed cash and variable pay (sales incentive and bonus plans)
o Designed transition plan over 3 year to reach the desirable pay positioning
o Review individual transition cases for critical/ key roles with interim transition plans
o Educated the top management of rewards principles
o Built consensus for change
o Checked the legal compliance for pay change
o Lead the operational exercise of change; pay change letters wording and printing, distribution of letters 1, 300 employees, hot line for answering inquires, rectification and correction.
o Coordinated with payroll team to reflect the change on HRMS
• Localized Philips Global Sales Incentive Plan to fit KSA market; aligned with business strategy and total cash strategy:
o Reviewed current sales commission plans
o Moved from sales commission to sales incentive plan (bonus based)
o Partnered with local/ global teams for the design stage
o Designed new plans that are; driven from business strategy, aligned with the global frame work, performance-driven and internally equitable
o Partnered with finance for cost modeling and testing
o Educating sales management, sales staff of the new plan
o Building special retention plans for top/ critical performer
o Documentation and communication of the new plan for all stakeholders
o Annual sales turnover = 200, 000, 000 $, sales incentive budget = 7, 000, 000 $, total sales HC = 100 employee.
Compensation & Benefits Expert - (Head of Comp. & Ben. Division, report to the HR Director):
• Fixed Pay:
o Developed and align reward strategy to support HR and corporate objectives.
o Job grading: Conducted complete job re-evaluation with external consultant for all jobs, evaluated newly created jobs, internally designed grading system.
o Pay scale: Internally designed salary scale with balanced pay-mix and competitive market positioning, led the annual appraisal-related-increase in addition to the salary adjustment cycles to maintain the market positioning.
o Salary benchmarking: Annual participation in Hay local salary survey, very good knowledge with Hay Grading System.
• Variable Pay:
o STI: Designed and operated bonus plans for non-sales functions.
o Completed full revamp for all sales incentive schemes to support the new organization strategy; direct sales, indirect sales, leads generation and tele-sales. (Annual sales turnover = 250, 000, 000 $, sales incentive budget = 3, 000, 000$, total direct sales HC = 150 employees).
o Introduced periodic reporting system for salesforce and sales management to report sales performance on daily and monthly basis.
o Increased sales performance while reducing HC and commission cost through performance-sensitive/ pay-per-profit approach.
o Initiated and successfully launched major automation project for sales calculation process, replaced manual calculation from Excel to Oracle.
• Others
o Employee benefits: Designed basket of non-monetary benefits and recognition programs.
o HR Budget: Prepared the annual HR budget; staff coast, opex and capex. Periodic monitoring for the HR expenditures, led major cost-cutting initiatives including downsizing.
o Reporting: Fulfill reporting requirements for top management, periodic and upon request.
o Support: Support the business through providing more flexible, cost-effective workforce, constantly reviewing staff cost toward reaching the most efficient manpower.
o Represented the HR in all business cases studies with finance and marketing.
o Project manager for the Provident Fund Program.
o Certified Assessors for CEB Competency Model.
Hired to develop the ER Division and was able to increase the provided level of service in addition to expand the division’s responsibilities.
• Optimized and automated 50% of the division’s operational workload.
• Increased the satisfaction level of employees served by 35%
• HR Policies and Procedures: Supervised the update and alignment of HR polices with new HR strategy, created several awareness campaigns and substantially minimized rate of staff inquires as well as policies breaching
• Payroll: Supervised staff payroll calculations and reporting to finance, led integration project to automat payroll voucher entries form HR system to oracle, managed SS and tax files.
• Benefits administration: Monitored the benefits’ usage rates, analyzed patterns and recommended improvements and modification, automated the benefits request process.
• Medical and life insurance: Designed competitive insurance policies as one of the major benefits provided, managed the contracts and operations.
• Onboarding and clearance processes: Automated and supervised both processes insuring best possible experience for new hires and departures.
• Reporting and KPIs: Led the entire HR Department’s reporting; designed and prepared periodic Business Performance Review - presented to the CEO, designed questionnaires for Employee Satisfaction and Exit Interview surveys, developed the necessary IT tools and shared the analysis with top management followed by action plans for improvements.
• Travel and social activities: Supervised domestic and international travel arrangements in addition to employees’ social activities and entertainment.
• HRMS: Supervised the maintenance of the HR system (MenaItech), vacation and leaves management as well as improved and developed reporting capabilities.
• Disciplinary action and conflict management: Led all investigations and recommended the suitable action in compliance with labor law, managed high level conflict management and reported to the Fraud Committee.
• Recruitment: Led mass recruitment campaigns to support the launch, end-to-end recruitment cycle
• Corporate Policies & Procedures: Drafted all HR policies and procedures along with awareness campaign.
• Performance Appraisal: Designed conceptual performance management system as well the needed IT tools, run the year-end appraisal cycle and reflected the results on variable pay.
• HR Reporting: Provided periodic and on demand reporting
• HRMS: Deployed local HRMS (MenaItech), operated the system financially (payroll) in addition to the admin transactions (personnel).
• Employee Relations: Handled the benefits administration and employees services
Personnel and payroll
Sourcing and recruiting