Qais Farooq

Provide strategic support to SVP HR R&P in the design of Dubai pay review based on detailed community surveys of other airline/non-airline companies to formulate revised company policy for the annual policy reviews.

Plan and manage the annual Dubai remuneration reviews for all functional/geographic units within the Emirates Group. Play a leading role in the reviews and ensure that all reviews are taken to closure based on planned timelines. Manage Emirates participation in external surveys (Hay, Towers Watson and Mercer).

Lead, plan and conduct the annual aircrew surveys (flight deck crew, cabin crew & engineers) involving 44 airlines, which is recognised as the industry standard pay survey to ensure that pay and benefits are competitive on an international basis.

Conduct frequent on-going ad-hoc research projects requested by senior management within the company and with external companies, either globally or locally, in order to advise senior management in designing more effective remuneration policies.

Respond accurately and promptly to all incoming ad-hoc requests from airlines and non-airline companies in all areas of policy for Emirates/dnata in order to ensure maximum benefit to the company in term of reciprocal information exchanges with other organisations.

Represent the Remuneration department on all IT related projects which includes enhancements to the existing systems and proposing new systems that have a direct impact on remuneration policies with the aim of ensuring appropriate remuneration information is passed on to staff and which enables easy access and transparency to all.

BRIEF OVERVIEW OF RESPONSIBILITIES:
• Manage the overall research and design of remuneration and benefits packages for tenders and approved JV’s balancing the need to be commercially astute with being able to recruit, retain and motivate the workforce in line with market practices.

• Manage the update of the respective permanent, temporary and part-time contracts following each annual remuneration review and the creation of new employment contracts for any new joint venture. Design and create employment regulations and pay and allowance manuals for existing and new joint ventures ensuring these are accurately maintained.

• Provide start-up recruitment support to all new Joint Ventures. Formulate a recruitment strategy for start-up operations based on information from budgets and various stakeholders ensuring specific recruitment needs are understood and service standards in terms of cost, time and quality are achieved.

• Provide ongoing management to all JV’s on HR strategic and operational issues such as (manpower planning, job evaluation, grading & salary design, performance management, incentive and bonus schemes, disciplinary and other employee issues) taking into consideration the uniqueness of each business unit, industry norms and prevailing market and labor law requirements. Endeavor where possible to standardize the application and implementation of HR policies across similar businesses.

• Manage the section’s short-term objectives in line with budget provisions ensuring costs and productivity targets are maintained. In consultation with SVPHR (R&P) agree and align longer-term HR objectives to the needs of the various business entities and future investment strategy of the Emirates Group.

BRIEF OVERVIEW OF RESPONSIBILITIES:

1. Providing strategic support to the Director of HR in all areas of remuneration, including research, design and implementation of new remuneration packages for new and existing subsidiary companies.

2. Responsible for the development of all employment policies and procedures aligned to business requirements and HR best practices.

3. Manage recruitment campaigns for EIDC and all subsidiary companies, using a variety of recruitment methods (i.e. adverts, agencies etc), ensuring the most cost effective method is utilized.

4. Provide comprehensive HR support to all subsidiaries in areas of recruitment, remuneration, job evaluation, performance management, employee relations taking into consideration the inherent culture of the business and labour law requirements. Endeavour where possible to standardize the application and implementation of HR policies across similar businesses by promoting a unified culture across the Group.

5. Responsible for carrying out the annual remuneration reviews for all subsidiaries based on market data and identification of appropriate comparator group and positioning strategy.

BRIEF OVERVIEW OF RESPONSIBILITIES:

1. Conducting annual pay and benefits reviews for all EK Group associated companies (including union negotiations). This includes reviewing existing policies and meeting with other comparator companies to exchange pay and benefits data.

2. Remuneration benchmarking and pay and benefits package design for all start-up associated companies.

3. Providing recommendations to the Board of Directors for merit increases, bonus payouts, review of policies etc for all associated companies.

4. Providing HR business support and policy advice to General Managers and line managers of all Emirates Group associated companies. This includes handling employee relations (disciplinary and welfare cases).

5. Providing start-up and ongoing recruitment support (including entire joining process) to all associated companies, upto and including management positions.

6. Conducting training workshops for supervisory and management employees of associated companies (Performance Management, Disciplinary procedures etc).