Head of HR Strategy and Total Reward
ORYX GTL
مجموع سنوات الخبرة :21 years, 3 أشهر
Develop and review HR policies, procedures, and standards. Design and launch a strategy for the performance management system. Oversee job descriptions and evaluations to provide clear definitions of role and duty. Tasked to implement enhancements to the performance management program. Conducted an internal study, identify issues, and presented numerous improvements and recommended transitioning to SuccessFactors.
Design the compensation strategy, which includes allowances, base salary structures, incentives, pay grades, and policies that support a pay for performance environment and guarantee the company maintains a competitive market position. Research and implement the ORYX GTL Total Reward strategy compatible with the company mission, values, and vision.
Initiated project to review employee allowances and benefits. Performed various evaluation and market research to develop proposals and cost impact analyses. Management approved the changes and implemented updates to policies and company practices. Reviewed the ORYX GLT salary structure and evaluated market data to present a revised salary structure to management.
Introduce new designs and organizational frameworks for the company. Lead human capital projects to improve accountability, processes, and structures with the goal of superior business results. Perform benchmarking in the local market and joint ventures to verify the compensation and benefits structure is consistent with the market and fairly compensates employees.
Guide the system enhancements research projects conducted by the HR Business Services Specialist. Lead the annual workforce budget preparation and collaborated with the Finance department to verify and propose the company labor cost.
• Interfaced with a consultant to restructure the company and led the launch of the new structure.
• Developed the remuneration for recruitment protocol to define starting salaries for employees.
• Utilized the Hay (Korn ferry) methodology to evaluate positions in the company.
Spearheaded the management and execution of medium and long term HR initiatives, plans, and strategies. Interacted with departments to identify talents for positions, screened resumes, selected candidates, interviewed, and hired qualified persons.
Promoted the consistent and effective execution of HR deliverables, products, and services in the critical areas of employee performance, mobility talent management, and succession management.
Applied HR guidelines, policies, procedures, and precedents to resolve concerns and issues. Focused efforts on various HR issues, including employee needs, management, and situational crises.
Served as employee mediator to provide a sounding board and facilitated the resolution of conflicts and issues caused by changes in the organization configuration and strategies. Managed routine HR issues and responded to employees’ concerns and questions.
Primary focus was the remuneration of international assignees and the development of policies, foreign cost of living indexes, location allowance, and housing. Tasked to develop localization package for employees whose job requirements mandated working in international locations for over five years. Researched and developed a remuneration proposal for management. Also assigned to develop a project management package, which was a remuneration package for employees who transferred to other countries to work on projects.
Conducted benchmarks to evaluate industry best practices. Discussed findings and surveys to monitor industry competitiveness and trends. Translated the remuneration philosophy and strategy into HR policies. Devised broad circumstances and conditions to attain practical application of the new strategies.
After a merger or acquisition, assigned to oversee the transition. Evaluated the policy and compensation differences and developed proposals to integrate the HR system, processes, and culture to Petronas. Merged salary structure, interacted with the Legal department to develop employment terms and conditions, and introduced other Petronas practices, including code of conduct, discipline, job evaluation, and performance management.
Determined the communication methodologies to best disseminate remuneration concepts to attain comprehension of the policies and gain appreciation in international remuneration strategies. Introduced international remuneration practices and strategies to attain a high-performance delivery.
• Researched and prepared training material for international remuneration.
•Traveled to the Philippines to perform for ground assessment on living costs, housing, schooling, and country facilities.
Developed a working team that enabled the staff to achieve high performance. Determined talent requirements, provided leadership, coaching, and guidance to facilitate the selection and grooming of appropriate leaders.
Utilized the Performance Management System to promote an objective assessment of employee performance. Collaborated with line departments to launch and review development plans and initiatives to guarantee everyone was provided the necessary competency, knowledge, and skills.
Developed and evaluated manpower planning strategies, which included budgets, long term manpower, and recruiting activities to ensure a supply of suitable employees. Interfaced with line departments to launch and review staff development plans and initiatives to guarantee the company was provided the competence, knowledge, and skills to meet current and future job assignments.
Directed the implementation of HR industrial relations and services functions to promote a positive work environment and comply with company policies and procedures, and Mauritania statutory requirements. Devised strategies and launched a nationalization plan to involve local nationals to comply with government requirements and company goals.
Initiated and nurtured effective working relationships and rapport with business entities, government authorities, and management institutions. Served as national and key industry player and service provider to know the latest market development and capitalize on insider status and strategic alliances to attain new business opportunities.
• Inaugurated a new HR department for company operations in Mauritania. Established necessary HR processes and systems.
• Interfaced with the Legal department to prepare contracts for employees in Mauritania and ensured the contracts were compliant with Mauritania labor law.
• Oversaw the selection of native employees for annual scholarship programs.
Previous employment: Senior HR Planning and Development (2007 - 2010), Senior HR Policy and Communications (2006), Senior International HR (2004 - 2005), and Senior Systems Support (2003 - 2004) at Petroleum National Berhad Petronas), Kula Lumpur, Malaysia.